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Director Employee Relations
4 months ago
Administrative/Managerial/Dir Employee Relations
Date Posted:
4/22/2024
Location:
Instructional Support Center
Date Available:
05/01/2024 Job Code:Dir Employee Relations - 020254Standard Hours:40Department:Office of Employee Relations - 282695Empl Class:NA
Minimum Salary:$104,484.00/Annually
Maximum Salary:$146,206.00/Annually
Scheduled Days:245
Target Openings:1
License and Certification Qualifications: Must hold or be eligible for a valid Georgia Educator's Certificate in Educational Leadership and/or Support Personnel License issued by the Georgia Professional Standards Commission. Senior Professional Human Resources, SPHR or Professional Human Resources (PHR) Certification preferred.
Education Qualifications: Bachelor's degree required. Advanced degree in law or labor law preferred.
Experience Qualifications: Minimum of five years professional level experience in employee relations or human resources with an emphasis on employment discrimination, mediation, and internal investigations preferred. School,supervisory and leadership experience preferred.
Skills Qualifications: Knowledge of federal and state laws, local policies, and practices in the field of school system, human resources, including employee performance evaluation,ability to listen and provide advice and perspective to all employees in an appropriate manner; demonstrated leadership experience; exceptional ability to communicate and work with others in an effective manner; and demonstrated knowledge and skill with computer software including PeopleSoft and the Microsoft Office Suite.Thorough knowledge of federal and state equity laws; knowledge of the theory, procedures, and practices associated with employment discrimination implications and trends, legal methodologies, and research documentation; knowledge of Gwinnett County Public Schools (GCPS) policies and regulations, organization, and functions/procedures related to administrative standards and processes; current working knowledge of public personnel practices and policies; ability to investigate effectively and document EEO-related violations and complaints, prepare recommendations to resolve problems, and work with a variety of employees, administrators, applicants, and other customers; ability to administer an effective compliance program and to perform assignments requiring confidential material; must possess effective human relations skills and the ability to develop and maintain effective working relationships with all levels of staff; ability to work independently and in teams; proficient with technology; and ability to communicate effectively, both orally and in writing. Advanced organizational, problem-solving, conflict resolution, and data analysis skills.
Primary Responsibilities: The Director of Employee Relations will provide leadership and strategic direction to the planning and implementation of human resources functions for assigned schools including required reporting, internal investigations, and any other human resources matters in accordance with the district's mission, vision, and goals. Plan and perform all activities related to the Equal Employment Opportunity (EEO), including the handling of inquiries and complaints of discrimination. The Director of Employee Relations is responsible for investigating and ensuring timely resolution of internal complaints including, but not limited to, discrimination, Title IX, and requests for accommodations on the basis of a medical impairment. The Director of Employee Relations will assist in providing resolution in matters related to grievances and appeals, training and development to administrators and employees on equity, compliance, accommodation, grievances, and Title IX.
1. Leads equal opportunity and other legal related complaint processes including intake, case management, investigations, and preparation of external responses.
a. Leads negotiation informal resolution of complaints and make recommendations.
b. Counsel employees and district leaders through complex human resources issues ensuring counsel is legally sound and based on human resources best practice.
2. Conduct internal investigations of allegations of conduct which may be in violation of school board policy, procedure, state, or federal laws. Conducts investigations of discrimination based on gender, age, race, color, disability, religion or national origin.
a. Recommend solutions and prepare detailed reports on equal opportunity and other legal related complaints.
b. Prepare fact finding summaries/reports for use in administrative decision-making.
c. Provide specific detailed summary associated with employee recommendation and compliance with established GCPS policies, procedures, and state/federal law for the Executive Director of Employee Relations to utilize for final reporting and recommendation to the Chief of Human Resources.
d. Consult with principals, program managers, Title IX Coordinators, Title IX Investigators, Cluster Superintendents, Staffing Directors and Department/Division Managers concerning related human resource matters that may require their input.
3. Maintains current knowledge of Equal Employment Opportunity (EEO), Office of Civil Rights (OCR), Americans with Disabilities Act Amendments Act (ADAAA), Title IX, and other law related court cases, guidelines, and GCPS policies and procedures.
a. Advise and assist district administrators and supervisors on school district policies, procedures, and regulations in resolving day-to-day employee issues.
4. Develops and deliver training related to EEO practices, human relations, federal laws, educational legal issues and GCPS policies and procedures.
a. Conduct departmental and local school training and communicate with appropriate staff. Attend K-12, departmental and board meetings as required.
5. Manages employee complaints as assigned by the Director of Equity and Compliance, Title IX Coordinator.
a. Maintains appropriate records, conducting hearings, and serve as the legal liaison.
b. Provides opportunities for mediation between employee and supervisor/manager if applicable.
6. Gathers and analyze statistical data to monitor the district's employment practices with respect to equity including hiring, reclassification, promotion, and termination.
a. Develop and interpret data and reports to help strategically guide current employee relations implications and future human resources decisions.
7. Prepares detailed summaries of EEO, OCR, ADAAA, and Title IX case dispositions. Serve on various district committees as assigned by the Executive Director of Employee Relations.
8. Prepare reports for leadership, presenting investigation data and points of interests.
a. Interpret and monitor compliance with Board policy, administrative procedures, and human resources guidelines pertaining to all human resources activities and decisions.
a. Recommend revisions of policy, procedure, and guidelines. .
c. Provide training (daily informal training) and formal annual and summer training to principals/district leaders on best practices and strategies for concerns and complaints related to Employee Relations.
9. Make recommendations to Executive Director of Employee Relations based on data.
a. Provide specific detailed summary associated with employee recommendation and compliance with established GCPS policies, procedures, and state/federal law for the Executive Director of Employee Relations to utilize for final reporting and recommendation to the Chief of Human Resources.
b. Assist with the coordination all recommendations for termination, non-renewal, and disciplinary actions.
c. Consult with principals, program managers, Title IX Coordinators, Title IX Investigators, Cluster Superintendents, Staffing Directors and Department/Division Managers concerning related human resource matters that may require their input.
10. Performs other duties as assigned
Physical Demands:
While performing the duties of this job, the employee is frequently required to sit for extended periods of time. The employee is also required to talk, hear, stand, and walk. The employee may be required to use hands to finger, handle, feel, and/or reach. The employee is occasionally required to stoop, kneel, or crouch. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, depth perception, and ability to adjust focus. The employee is required to operate a motor vehicle in performance of duties. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
