Associate Director - Employee & Labor Relations

the CIA•Hyde Park, NY

2d•$90,000 - $100,000

About The Position

Under the direction of the Chief Human Resources Officer, the Associate Director of Employee and Labor Relations works collaboratively with Human Resources colleagues and Institute partners to manage employee and labor relations issues for non-union and union employees across all CIA campuses. The Associate Director manages all non-union employee relations issues, including but not limited to progressive discipline, performance improvement plans, and separations. In addition, the Associate Director serves as the primary liaison for all labor relation matters, including the administration of the collective bargaining agreements and grievance handling. The Associate Director works closely with the Chief Human Resources Officer, Director of Faculty Relations, departmental leadership, legal counsel and union representatives where applicable to ensure fair and consistent application of contractual and institutional policies. The Associate Director seeks to promote employee understanding of and adherence to the CIA standards of employment, including the Employee Handbook, CIA policies and procedures, and union collective bargaining agreements.

Requirements

Bachelor degree in Human Resources, Labor Relations, Business Administration or a related field, or significant work experience in lieu thereof.
Seven (7) years of progressive Human Resources experience; three (3) of which must have been in an employee relations or labor relations capacity.
Demonstrated experience working in a unionized setting, including direct responsibility for interpreting and applying collective bargaining agreements and participating in grievance or disciplinary processes.
Strong analytical, problem-solving and conceptual skills.
Strong teamwork and interpersonal skills; ability to be adaptable, dependable and handle multiple priorities simultaneously.
Demonstrated ability to collaborate effectively with leadership, union representatives and other internal stakeholders, building productive and respectful partnerships to achieve organizational goals.
Demonstrated ability to show a high level of service responsiveness to internal customers and effective partnership with human resource colleagues, as well as the ability to determine when situations require escalation or may be handled independently.
Ability to effectively work within multi-disciplined work teams to respond to business needs.
Ability to use sound judgment and discretion in handling sensitive human resources issues with confidentiality and discretion.
Excellent written, verbal communication, and presentation skills required.
Must have demonstrated ability in organizational, time management, problem solving and interpersonal skills.
Must have a proven, consistent track record showing the ability to work with all levels within an organization.
Must display a high level of energy and self-motivation.
Strong computer experience, which must include abilities to work effectively with HRIS systems and MS Office suite products, i.e. Word, Excel, PowerPoint.

Nice To Haves

PHR or SPHR designation preferred.
Higher education, food, beverage or hospitality industry working experience an asset.
Corporate experience in a multi-unit environment preferred.
Previous experience as a supervisor preferred.
Strong knowledge of employment legislation for one or more of the states of New York, California, or Texas would be preferred.
Working knowledge of applicable laws, regulations, and compliance requirements related to higher education, including Title IX, preferred.
Strong knowledge of employee relations and full cycle recruitment administration and practices, human resources systems, policies and procedures and human resources generalist activities.

Responsibilities

Oversees employee relations processes for union and non-union employees.
Manages disciplinary processes, including progressive discipline, performance improvement plans, and terminations, ensuring that all employee relations activities are documented and properly maintained in employee files.
Addresses all conduct and performance issues promptly and consistently with past practices, ensuring sufficient documentation is in place for all issues and resolutions.
Resolves employee complaints in an efficient and effective manner.
Supports departments in the establishment of performance improvement plans for under-performing employees, and guides management through the progressive discipline process, providing counseling as appropriate.
Administers both “for cause” and "not for cause” termination in compliance with CIA standards.
Conducts investigations as required regarding employee conduct and behavior.
Conducts prompt, impartial and thorough investigations, including conducting interviews, gathering and analyzing evidence, maintaining confidential records, and drafting detailed investigation reports.
Ensures that the investigation/complaint process is handled in a fair and timely manner consistent with CIA policies and the law.
Acts in full compliance with all Title IX and Harassment, Sexual Misconduct and Discrimination (HSMD) policies and procedures of the Institute, and serves as a Title IX complaint investigator as needed.
Issues independent findings based on a preponderance of the evidence standard for assigned investigations, including analysis of full case file against applicable policies, finding of facts, credibility assessment, and referral recommendations for next steps.
Meets with complainants, witnesses and respondents to provide guidance and referral to support resources, discuss policy information, and assist with reporting options for complainants.
Manages relationships with maintenance union, administers collective bargaining agreement, ensures contract compliance and participates in contract negotiations as needed.
Serves as an advisor and subject matter expert on employee relations matters, including labor relations, disciplinary process and grievance resolution.
Advises and partners with leadership and Director of Faculty Relations on the interpretation, application, and administration of the faculty collective bargaining agreements (CBAs), policies and procedures.
Oversees grievance processes, collaborating with legal counsel as needed, and ensures CIA compliance with all applicable deadlines.
Ensures CIA documentation is sufficient to address any information requests as part of the grievance process.
Collaborates with departmental leadership on implementation and management of collective bargaining agreements, including discussions toward resolution of complaints, grievances and potential agreement noncompliance.
Fosters and maintains effective working relationships with departmental leadership and supervisors, union representatives and internal partners, such as the Faculty Relations and Title IX offices, to support collaborative employee and labor-management environments.
Provides input regarding Human Resources activities related to employee engagement and effectiveness as required, including but not limited to employee surveys, performance management and developmental programming.
Makes recommendations to improve employee engagement and reduce future employee relations issues.
Manages updates to the CIA’s Employee Handbook and other relevant HR policies.
Provides input on other policy and procedure related documents, such as the Faculty Handbook, when requested.
Oversees multi-state compliance with employment laws specific to the states and cities of residence for field office employees, including required workplace postings and annual notices.
Ensures all HR employees are updated on upcoming legislation and regulatory changes relating to their areas of responsibility.
Manages assigned legal claims, coordinating with outside counsel and relevant internal offices as appropriate.
Any and all other duties as assigned.