HR Manager, Employee Relations Advisor

Teachers College, Columbia University•New York, NY

1d•$86,000 - $96,000•Hybrid

About The Position

The Office of Human Resources at Teachers College, Columbia University, is seeking an HR Manager, Employee Relations Advisor who will serve as a specialized expert and HR partner, managing complex workplace investigations, conflict resolution, and labor relations for unionized and non-unionized groups. Reporting to the Director of HR Services, the Employee Relations Advisor will provide specialized expertise in employee and labor relations, supporting the effective resolution of workplace concerns and promoting a positive, compliant work environment across the institution. The role also serves as the primary HR partner for designated client groups, particularly those with union representation. Reporting to the Director of HR Services, the Employee Relations Advisor partners with HR Business Partners and HR client teams to address complex employee relations issues while directly supporting assigned departments. The HR Manager, Employee Relations Advisor will conduct workplace investigations, advise on sensitive employee matters, support conflict resolution efforts, and provide guidance on policy interpretation and compliance. The role also supports labor relations activities, including collective bargaining administration, contract interpretation, and grievance management. As the administrator for the Employee Relations Case Management System, the incumbent will play a key role in ensuring employee relations practices are handled in a consistent, equitable, and efficient manner in alignment with institutional policies, collective bargaining agreements, and applicable employment laws. The incumbent will also coordinate quarterly updates on behalf of the Chief Human Resources Officer with key internal stakeholders (e.g., Office of Community Affairs and Office of General Counsel), synthesizing key themes and identifying systemic issues. The HR Manager, Employee Relations Advisor will translate insights into actionable, high-impact interventions, such as targeted training, policy enhancements, and process improvements, to strengthen employee relations practices and organizational effectiveness.

Requirements

Bachelor’s degree in Human Resources, Business, or related field, or the equivalent in education, training and experience.
5+ years of progressive HR experience with a minimum of 3 years of experience conducting investigations and managing complex employee relations matters in a unionized environment.
Strong knowledge of employment and labor laws, HR compliance, and employee relations practices.
Excellent interpersonal and conflict resolution skills.
Excellent written and verbal communication skills, with a focus on preparing clear, concise, and comprehensive reports
Excellent organization, planning, analytical and problem-solving skills.
Strong presentation and facilitation skills.
Ability to manage complex and sensitive matters with discretion and professionalism

Nice To Haves

Master’s degree in Human Resources, Organizational Development, or related field.
Experience working in higher education or similarly complex organizations.
Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
Experience working within a business partner HR service delivery model.

Responsibilities

Advise HR Business Partners and HR Generalists on complex employee relations matters to ensure consistent interpretation and application of HR policies and employment practices across departments.
Provide guidance on workplace concerns, including performance management, conduct issues, disciplinary actions, and conflict resolution.
Conduct fair and unbiased workplace investigations involving allegations of misconduct, policy violations, or other workplace concerns.
Develop investigation plans, gather documentation, conduct interviews, analyze evidence, and determine findings.
Prepare clear and thorough investigation reports with recommendations for appropriate action.
Ensure investigations are conducted in a fair, timely, and confidential manner in accordance with institutional procedures.
Work with the HR Business Partner to monitor progress, ensure execution, and confirm closure of action items and/or sanctions in the department.
Facilitate conflict resolution discussions between employees or between employees and supervisors.
Support early intervention strategies to address workplace concerns before escalation.
Promote respectful communication and collaborative problem-solving within departments.
Provide support for labor relations activities in coordination with HR leadership.
Assist with the interpretation and administration of collective bargaining agreements.
Support grievance processes, including investigation, documentation, and preparation for grievance meetings or hearings.
Assist HR leadership in preparing for collective bargaining negotiations as needed.
Provide guidance to managers on labor contract provisions and workplace practices related to represented employees.
Partner closely with HR Business Partners and HR Generalists to support departments across the employee lifecycle.
Provide consultation during complex employee relations situations, workplace conflicts, or organizational changes.
Support HR client teams in developing appropriate documentation and response strategies for employee issues.
May act as the primary HR Business partner for a small client group, as needed
Provide expert guidance on HR policies, workplace expectations, and employment practices.
Ensure employee and labor relations matters are handled in compliance with institutional policies, collective bargaining agreements, and employment laws.
Assist in the development and improvement of employee relations policies and procedures.
Conduct research as needed to support compliance work and ensure policies reflect best practices in higher education.
Manage internal department records and database processes.
Maintain accurate and confidential records of employee relations cases and investigations.
Track and analyze employee relations trends, investigation outcomes, and workplace issues across departments.
Identify patterns or emerging workplace issues.
Prepare reports and recommendations for the Director of HR Services and HR leadership to support proactive workplace strategies.
Other duties as assigned