Director of Employee Relations

4 weeks ago

Fairfax, United States George Mason University Full time

Director of Employee Relations
10001140
Fairfax, VA
Administrative or Professional Faculty

Department: Human Resources

Job Category: Administrative or Professional Faculty

Job Type: Full-Time

Work Schedule: Full-time (1.0 FTE, 40 hrs/wk)

Location: Fairfax, VA

Workplace Type: Hybrid Eligible

Salary: Salary commensurate with education and experience

Criminal Background Check: Yes

About the Department:

The primary purpose of the Human Resources Department is to support the university mission through the development and implementation of policies, programs, and practices that attract, compensate, train, and reward faculty and staff.

About the Position:

The Director of Employee Relations manages the employee relations function, team, and programs at George Mason University and oversees the criminal background check process. This position partners with critical stakeholders within and outside of the human resources department to ensure effective and efficient employee relations programming. Among other areas, the Director develops and maintains close partnerships with the Organizational Development & Learning (ODL) team to implement overall employee relations strategy, the Senior Leadership Team/designees to handle more complex executive and faculty level employee relations matters, and the Office for Diversity, Equity and Inclusion (DEI) to ensure successful resolution of employee relations matters. This position is part of the leadership team in Human Resources, helping to drive change, improve processes, and collaborate with multiple stakeholders across the university.

Responsibilities:

Supervises employee relations staff and oversees the management of employee relations cases, as well as the criminal background check process;
Provides confidential assistance to university employees and leadership to help identify and resolve work-related problems or proactively avoid potential problems. Advises Provost, Deans, department chairs, faculty, and leaders of administrative areas regarding personnel issues. Provides individual coaching, group consultations, dispute resolution assistance including mediation, and facilitates conversations. Advises supervisors on disciplinary procedures, manages grievances, advises on performance management in general, oversees unemployment claims, makes Employee Assistance Program referrals, and oversees environmental assessments;
Interprets federal, state, and university laws and policies as it relates to employment law and procedures;
Serves on Campus Threat Assessment Team (TAT), in addition to the Emergency Operations Group (EOG), Insider Threat Advisory Group, Faculty Handbook Committee, A/P Faculty Handbook Committee (chair) and other university committees as needed; and
Participates as a trainer in areas of expertise, partnering with ODL, the Provost’s Office, and other university partners.
Required Qualifications:

Master’s degree in a related field, or an equivalent combination of education, training, and experience;
Progressively responsible HR experience including supervision of others, program development, evaluation, and significant work with teams or other cooperative groups;
Knowledge of mediation and other dispute resolution techniques;
Comprehensive knowledge of HR functions, such as compensation, training, policy development, employee communications, work/life balance, and HR information systems;
Knowledge of applicable laws, policies, procedures, and regulations (Title IX, ADA, FLSA, FMLA, Title VII, ADEA, etc.);
Demonstrated strong written and oral communication skills;
Ability to work effectively with diverse populations; and
Ability to handle complex sensitive issues in a professional and confidential manner.
Preferred Qualifications:

Terminal degree in a related field;
JD preferred, but not required to be a successful candidate;
Experience in higher education and faculty matters;
Experience with state classified grievance processes and alternative dispute resolution;
Knowledge of typical HR data management and analysis techniques; and
Related professional certification, such as SPHR and/or SHRM-SCP, preferred.

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