Employee Relations Manager/Investigator

California State University, Northridge•Northridge, CA

10d•$110,000 - $120,000•Hybrid

About The Position

The Employee Relations Manager/Investigator is responsible for providing advanced expertise in the day-to-day functions of the Employee Relations unit. This role supports the university’s commitment to fostering a culture of integrity that emphasizes inclusiveness, empathy, safety, and a sense of belonging in the campus community. The Employee Relations Manager/Investigator independently facilitates impacted party outreach efforts, intake meetings, and informal resolution processes. This role collaborates with students, staff, and faculty to address concerns and initiate conflict resolution efforts in a manner that prioritizes equity, restorative practices, and compliance with all policies. The Employee Relations Manager/Investigator develops and maintains working relationships with campus administrators, providing guidance by meeting with and communicating regularly on employee relations matters, policies and procedures, and Collective Bargaining Agreement interpretation. Independently applies judgment and knowledge of University and CSU policies and procedures, Collective Bargaining Agreements, and state and federal laws to provide solutions and/or resolution to personnel matters. Handles matters of a highly confidential and sensitive nature that includes collective bargaining, litigation, and budget. Provides support on special projects/assignments for the Director and the Associate Vice President for Human Resources, as assigned.

Requirements

Equivalent to graduation from an accredited four-year college or university with a bachelor’s degree in a job-related field.
Equivalent to five years of progressively responsible human resources experience, including significant experience in employee and/or labor Relations within a collective bargaining environment.
Four-year academic requirement may be substituted for a combination of experience, formal training, professional credentials, and certifications from such organizations as the Society for Human Resources Management or Human Resources Certification Institute.
Positive pro-active approach to employee relations that will provide strong support to the university's management and staff.
Advanced knowledge and expertise in employee relations, performance management, and disciplinary action administration.
Demonstrates strong analytical and investigative skills and excellent written and verbal communication skills.
General knowledge of methods and problems of organizational management; principles and practices of human resource management; and working knowledge of discipline administration and performance management programs.
Ability to interpret and analyze Collective Bargaining Agreements and solve complex problems arising within the context of those Agreements.
Ability to manage a complex employee relations program.
Gather and analyze data, conduct investigations, reason logically, and draw valid conclusions.
Interpret and apply a variety of CSU and CSUN policies and procedures, state, and federal laws, rules, standards and procedures governing the human resource operation of the campus.
Quickly acquire a thorough familiarity with the organization and programs of the campus.
Establish and maintain cooperative working relationships within a diverse multicultural environment.
Clearly communicate ideas and recommendations.
Write reports, business correspondence, procedure manuals, and position statements.
Must be able to effectively present information and respond to questions from groups of managers, customers, unions partners, and the campus community.
Effectively resolve disputes through mediation or negotiation.
Plan, coordinate, and direct the work of subordinate staff engaged in various professional, technical, and clerical functions.
Make decisions and work effectively in a fast-paced environment.
Meet various deadlines consistently.
Exercises considerable judgement and discretion in effectively developing and maintaining effective working relationships.
Lead diverse teams to support the operational mission and vision of employers by fostering an ethical, inclusive and collegial work environment.
Demonstrated ability to support ongoing improvement through courageous, resilient, and catalytic leadership.
Lead varying initiatives through a collaborative, service-oriented and communicative approach.
Demonstrated commitment to employee development, recognition, and accountability to further operational goals.

Responsibilities

Conflict Resolution: Meets with individuals and/or groups involved in the dispute to understand the issue and each party's perspective.
Gathers information, reviews documents, and speaks to witnesses to understand the facts and circumstances surrounding the conflict.
Facilitates discussions, helps parties express their needs and concerns, and encourages open communication.
Serves as neutral third party to facilitate discussions on workplace disputes informally, helps parties reach mutual agreements, and draft resolution agreement documents.
Designs and facilitates tailored conflict resolution processes, including mediated conversations, resolution agreement development, and educational interventions that consider restorative practices.
Assists the parties in discussion of terms and conditions for a resolution, ensuring that the agreement meets the needs of all involved.
Drafts and finalizes resolution agreements in accordance with institutional policy and applicable laws.
Discusses employee performance engagement measures with campus administrators (e.g. discussion, training, mentoring, coaching, and/or education) as conflict resolution measures.
Tracks case timelines to ensure resolutions are completed promptly.
Maintains accurate records of all of all conflict resolution activities, their progress, and outcomes and prepares reports on dispute resolution metrics and trends.
Investigations: Receives and reviews concerns and complaints involving staff employee performance and unprofessional conduct.
Meets with the reporting individual to learn relevant details of the concern. Assesses the reported conduct and determines what actions and/or referrals are needed, including supportive measures, pursuant to university process or practice.
Engages with campus partners to coordinate supportive measures/resources.
Gathers facts by conducting interviews with involved parties and bystanders, procuring information and documents, and summarizing information.
Drafts final summary reports that includes relevant information, witness statements, and any proposed outcomes/recommendations. Documents more complex cases, including summaries of facts, findings, and the proposed outcome, level of detail will vary based on the scale and scope of the conduct.
Provides findings and supporting documents to the Director of Employee Relations.
Follows up with the reporting party at the conclusion of review, advising them that the matter has been addressed and will be monitored.
Outreach, Training, & Collaboration: Contributes to the development and delivery of workshops, presentations, and trainings for the campus community to promote awareness of conflict resolution options.
Provides guidance and resources to students, faculty, and staff on conflict resolution strategies and prevention measure.
Engages in collaborative and consultative approaches with campus administration partners and colleagues to I mprove communication skills, conflict management capabilities, and performance management.
Works closely with Information Technology, the Office of Equity and Compliance, and Benefits Administration on relevant matters.
Provides guidance and recommendations for problem resolution to department management.
Labor Relations: Ensures requirements of the Collective Bargaining Agreements are met by Human Resources, campus managers, and supervisors.
Interprets staff Collective Bargaining Agreements for the campus community.
Case Management: Maintains sensitive subject and case files, including summaries of facts, findings, and correspondence.
Generates statistical and historical reports and analyze data in response to internal and external inquiries.
Identified conflict trends/patterns, provide proactive solutions Strategic Planning:
Assist with strategic planning of various Employee/Labor Relations functions, including Unfair Labor Practice charges, contract grievances, and DFEH/EEOC complaints.
Develops solutions and makes recommendations for revisions to existing policies and procedures.
As a leader, demonstrates a commitment to student success that is mission aligned with the university’s vision, values and priorities. Establishes an ethical and collegial work environment, promoting a collaborative, accountable and inclusive team. Encourages a courageous and resilient solution-oriented environment by participating in new opportunities to further the mission of the university. Participates in developing initiatives that further support the campus mission with a service-oriented and catalytic mind set. Strengthens employees by being communicative and a talent builder that develops team attributes, furthering departmental goals. Performs other duties as assigned.