Interim Director, Employee and Labor Relations

Brandeis University•Waltham, MA

8d•$160,000 - $180,000

About The Position

Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Director, Employee and Labor Relations to plan, organize, and direct key human resources operations and oversee the University’s Human Resources Business Partner group. Reporting to the Vice President of Human Resources and collaborating with HR and Office of Equal Opportunity leaders, the Director develops and executes labor and employee relations strategies that support a positive work environment, positive labor relationships, employee engagement and satisfaction, effective communication, and a culture of teamwork and trust. The role calls for deep labor and employee relations expertise, sound judgment, strong interpersonal skills, and the ability to build productive relationships across the university community and with external partners. The Director oversees employee relations and labor relations functions, advises leaders and managers, supervises HR Business Partners, supports organizational change, and manages labor relations processes. The role also serves as the Human Resources Business Partner for faculty and works with University counsel and external counsel on labor relations issues. The hiring range is $160,000–$180,000.

Requirements

Bachelor’s degree in human resources, Business Administration, Industrial Relations, or a related field.
8–10 years of progressive human resources and labor relations experience, typically including direct exposure to unionized work environments.
At least 5 years of direct management experience.
Deep knowledge of labor and employment law.
Strong negotiation and mediation abilities.
High emotional intelligence and sound analytical and crisis-management skills.
Strong knowledge of related federal and state rules and regulations.
Excellent project management skills, including successful leadership of projects from planning through completion.
Experience collaborating with groups including faculty, staff, students, consultants, federal, state, and local agencies, auditors, and community groups.

Nice To Haves

Master’s degree in a related field or a law degree.
Experience in higher education.

Responsibilities

Provide strategic consultation and support to senior leaders and managers on human capital matters, including organizational structure, reorganizations, employee engagement and communication, performance concerns, and reductions in force.
Coordinate and direct the University’s employee relations practice, including developing HR policies and practices, drafting and revising employee communications, counseling managers and supervisors, and overseeing performance management.
Supervise and oversee Human Resources Business Partners, who provide HR consultation and support to their operational units.
Oversee and conduct employee investigations that do not involve allegations of discrimination or sexual misconduct, including investigations concerning employee conduct, workplace violence, and consensual relationships.
Support organizational change initiatives by ensuring communication and employee relations strategies are in place and guiding leaders and managers through transitions.
Provide HR colleagues with technical guidance, leadership, and support regarding leaves of absence, equitable hiring practices, and other compliance concerns.
Support and facilitate ADA reasonable accommodations for university faculty and staff.
Partner with HR colleagues and other constituents to design and deliver training for managers and employees on employee relations compliance and employment law updates.
Serve as the Human Resources Business Partner for faculty.
Coordinate and direct the University’s labor relations practice, including contract negotiations and administration, grievance administration, union elections, labor strategy, union-related metrics and reporting, and union relationships.
Encourage positive employee relations in non-union sectors of the University.
Advise senior leadership and managers on labor compliance, reorganizations, employment actions involving unionized employees, emerging issues, and potential legal risks.
Partner with the General Counsel’s office and external counsel to manage labor relations issues and processes.