Associate Director, Employee Relations

Front Range Community College•Longmont, CO

2d•Hybrid

About The Position

Who We Are With three campuses along Colorado’s Front Range, FRCC is the state’s largest community college. We enroll close to 28,000 students annually from our diverse service area, which offers a variety of cultural and recreational activities. Each year approximately 5,000 FRCC students transfer to four-year universities and FRCC offers more than 36 career training programs that prepare students for immediate employment and rewarding careers. Last year, more than 5,000 high school students took concurrent enrollment classes with us, earning college credit without having to pay college tuition. And we were recently ranked as one of the “Top Online Colleges” in the country by Newsweek. One of FRCC’s main goals is to offer educational excellence for everyone. The college’s strong commitment to student success means we start by creating an inclusive and equitable environment—one where both students and employees feel they belong and are supported. FRCC’s focus on diversity, equity and inclusion is woven into the fabric of our college conversations and decision-making processes. We are actively seeking to hire a workforce that reflects the diversity of our student body. The college is also an emerging Hispanic Serving Institution. For us, becoming an HSI is an intentional commitment to being a college where our Latinx (and other historically marginalized) students thrive. FRCC employees and leaders work hard to create a culture of collaboration, innovation and pride. We’re looking to hire people who share these values—along with our commitment to student success, equity and excellence. Who You Are As Associate Director of Employee Relations, you report to the Director of Employee Relations and support a respectful, inclusive, and accountable workplace. You partner with leaders, employees, and HR colleagues to address workplace concerns, strengthen performance practices, and ensure alignment with legal and institutional standards. You contribute to FRCC’s commitment to equity, belonging, and student success by cultivating a positive employee experience and advancing practices that support a diverse and engaged workforce. You also assist with preliminary inquiries related to Title IX and Title VII matters, support ADA accommodations, and provide guidance on labor relations matters, including the COWINS Partnership Agreement. This position does provide the opportunity to work remotely occasionally (up to two days a week) but does require a strong on campus presence and requires travel to all three FRCC campuses as needed. Please note: You need to be a Colorado resident on your first day of employment. Also, Front Range Community College is an E-Verify employer.

Requirements

Bachelor's degree in Business Administration, Organizational Management, Human Resources, or a related field.
Four years of increasingly responsible professional HR experience with focused experience in employee relations.
Knowledgeable in federal and state laws and regulations, personnel theory, and human resource philosophy.
Knowledge of business practices and policies including budgeting, planning and organization.
Thorough knowledge of management and supervisory practices and principles.
Ability to mediate conflict and handle problems related to performance issues.
Mission Vision & Values: Understands that ensuring a respectful and productive workforce contributes towards institutional goals.
Mentoring and Coaching: Mentors leaders on how to coach and get the best out of their employees.
Data Usage: Takes the lead in keeping documentation and accurate records of important employee issues and events, including Corrective Actions, Inquiries, ADA requests/approvals, Performance Management, etc.
Cultural Self-Awareness: Will conduct inquiries and take actions which will investigate highly sensitive issues involving diversity and equity. Position requires a high level of self-awareness regarding inclusion.
Equity Awareness: Regularly addresses issues of fairness and inclusion. Applies an equity lens in arriving at a resolution that reflects the College’s values and direction.
Compliance Framework: Working in an interconnected framework of Federal and State Laws, as well as System Policies and Procedures, will need to ensure the College adheres to pertinent laws and guidelines.
Cultural Competence: Demonstrates an ongoing commitment to understanding and respecting diverse backgrounds, perspectives, and experiences. Proactively seeks opportunities to learn about and adapt communication and engagement strategies to equitably support all employees. Apply new insights to foster an inclusive and respectful work environment.
Operational Planning: Possesses a comprehensive understanding of the college’s strategic priorities and initiatives. Aligns employee relations practices with institutional and departmental goals. Anticipates organizational needs and implements proactive strategies that enhance employee engagement, compliance, and operational efficiency.
Team Building: Fosters a culture of collaboration and mutual respect by actively building strong working relationships across departments. Leads and supports team-building efforts that enhance communication, trust, and shared accountability. Serves as a resource and connector to strengthen cross-functional partnerships throughout the college.

Responsibilities

Partner with leaders and employees to address workplace concerns, resolve conflict, and strengthen performance practices.
Provide guidance on policy interpretation, workplace expectations, and progressive discipline.
Support the development and delivery of training on respectful workplace practices, conflict resolution, and compliance topics.
Conduct timely, well-documented inquiries into complaints and workplace concerns, including discrimination, harassment, and retaliation.
Support performance management processes, including evaluations and improvement plans.
Facilitate ADA accommodations through the interactive process and track outcomes for effectiveness.
Maintain accurate case documentation and identify trends to inform improvements.
Serve as a resource on Classified Board Rules and the COWINS Partnership Agreement.
Participate in grievance processes and support resolution of labor-related concerns.
Prepare documentation and contribute to meetings or hearings related to union matters.
Provide guidance on employment laws, policies, and compliance expectations.
Assist with inquiries involving student concerns related to employees and prepare clear summaries of findings.
Support Title IX compliance efforts as Deputy Title IX Compliance Officer.
Partner with legal counsel and internal teams on complex or sensitive cases.
Monitor regulatory updates and recommend improvements to policies and practices.
Track and analyze employee relations data to identify trends, risks, and opportunities.
Maintain accurate records of cases, ADA accommodations, and labor matters.
Use systems such as Maxient to document activity and support communication.
Use insights to recommend improvements that enhance workplace effectiveness and employee experience.
Partner with Organizational Development & HR and campus leaders to design feedback tools (e.g., surveys, exit/stay interviews) and translate results into action.
Contribute to proactive strategies that strengthen engagement, inclusion, and organizational effectiveness.
Participate in cross-functional teams such as the Behavioral Intervention & Threat Assessment (BITA) team to support and escalate relevant issues to ensure coordinated responses to employee concerns.