Description:

A Private Research University, a private research University in Central New York seeks to hire a talented professional to fill a leadership position for a University-wide Human Resources Department. This is an exceptional opportunity for an experienced professional to join a team dedicated to transforming the way in which HR supports the mission, vision, and academic priorities of the University. Reporting to the Associate Vice President for Labor and Employee Relations, the Director of Labor and Employee Relations will be an approachable, interactive leader who will strive to promote and create positive work environments across the university in both union and non-union sectors, supporting employee engagement, promoting grievance avoidance, providing guidance on labor relations and contract management, while simultaneously providing strategic support for business units in other employee areas.

Qualifications:

JD or Master's degree in Industrial and Organizational Psychology, Human Resources, or Labor Law.
SPHR Certification preferred.
Eight (8) years of labor relations experience, including substantive experience in managing and administering collective bargaining agreements.
Minimum of two (2) years experience in alternate dispute resolution.
Five (5) or more years of supervisory human resources experience.
Experience working with faculty, research staff, and support units in higher education.
Leading or participating in union negotiations.

Job Specific Qualifications:

Experience demonstrating senior-level competencies in collective bargaining conflict resolution, mediation facilitation.
Ability to “think outside of the box.”
Excellent writing skills.
Proven ability to think critically.

Responsibilities:

Reporting to the Associate Vice President for Labor and Employee Relations, the Director of Labor and Employee Relations will provide guidance and oversight on labor relations and contract management matters while providing strategic support for business units in other employee areas.
On labor matters, functions as a primary advisor on labor policy, negotiations, and issues arising from collective bargaining agreements.
Provides leadership in collective bargaining-related functions and is responsible for executing the University's comprehensive labor relations strategy for developing and maintaining effective academic and employee labor/management relations.
Will also play an active role in contract negotiations and may serve as lead negotiator.
Responsible for the administration and implementation of university complaint and grievance resolution procedures.
May serve as the University representative at labor arbitrations.
Supervises some staff and is skilled in creating and maintaining effective teams.
Fosters collaborative and collegial working relationships across the entire University community.
Demonstrated ability to develop curriculum training and to deliver training effectively.
Subject matter expertise in applicable federal and state labor and employment laws and the agencies regulating those laws with demonstrated ability to brief leadership on complex and/or emerging legal issues.
Knowledge of administrative proceedings and due process requirements.
Knowledge of union activities/relations in the private sector, NLRB procedures, and collective bargaining theory in general.
Demonstrated ability to deal with sensitive and confidential matters with tact and
discretion; and other duties as required.
Ensure compliance with collective bargaining agreements as well as federal and state labor and employment laws; analyze, interpret, apply labor and employment laws; draft complex legal documents and communications about legal issues to senior leadership; manage administrative proceedings and due process requirements.
Partner with senior leadership to develop and implement effective HR policies and practices that will support the strategic growth of a business.
Offer thought leadership regarding organizational and people-related strategy and execution.
Provide timely information and/or education for all levels of a company on HR issues.
Educate, coach, and partner with managers on performance management and employee development goals.
Provide HR expertise in the areas of feedback, employee relations, development and coaching, compensation, and organizational development.
Participate in the continual development of HR programs, such as recruiting, retention, compensation, benefits, and Learning & Development.