QUALIFICATIONS

Minimum:
Bachelor’s degree and eight years’ related experience required.

Preferred:

• Eight to ten years of human resources experience including employee relations and labor relations.
• SPHR or SHRM-SCP certification.
• Experience conducting Step 1 and Step 2 hearings, investigations and/or mediations.
• Knowledge of relevant state and federal employment laws and government compliance requirements applicable to human resources.
• Strong presentation, negotiation, and conflict management skills.
• Exceptional written, verbal, and interpersonal communication skills, including the ability to prepare reports; strong consultation, presentation, and group facilitation skills with experience presenting to various audiences.
• Exceptional analytical, evaluative, research, and critical thinking skills to arrive at valid conclusions, make recommendations, and action plans.
• Strong work ethic, character and personal integrity with the ability to work with the utmost professionalism, discretion and confidentiality, as well as to establish and maintain productive working relationships.
• Demonstrated leadership and managerial skills with the ability to use sound judgment to make decisions and resolve problems diplomatically.

• Manages the grievance process, including facilitating grievance hearings, rendering decisions, supporting timely and appropriate resolution of labor issues, and working with management and union officials to resolve issues in a timely and effective manner.
• Conducts highly confidential investigations of complaints; facilitates resolution of conflicts and mediates disputes.
• Oversees employee relations programs, activities, and initiatives.
• Advises supervisors and employees on employment and performance issues and recommends appropriate courses of action.
• Leads the end-to-end Reasonable Accommodation Review process in compliance with the Americans with Disabilities Act (ADA), state/local regulations, and University policy. This includes but is not limited to conducting timely and thorough assessments of accommodation requests including review of medical documentation, evaluating job requirements, and collaborating with legal counsel and department leadership to ensure a fair and equitable process.
• Serves as a point of escalation and provides guidance on various types of leave requests to HR team members.
• Evaluates unique or challenging leave scenarios and provides clear, actionable recommendations to HR staff to support consistent decision-making.
• Provides direction and leadership to administrators and staff on HR policies, procedures, guidelines, and collective bargaining agreements.
• Provides ongoing training to managers and supervisors on performance management, disciplinary processes per labor contracts, and recommends strategies to resolve problems and disputes.
• Plans and implements policies and procedures related to recruitment, employee relations, performance management, classification and compensation, payroll, and benefits.
• Consults with the Office of the General Counsel and the Office of Labor Relations on employee relations issues, when appropriate.
• Guides employees on ethics related inquiries in collaboration with OGC and NYS Commission on Ethics and Lobbying in Government.
• Manages compliance with mandatory training initiatives and leads the Annual Review process with union representatives and facilities.
• Evaluates internal processes and implements continuous improvement.
• May serve as a Business Partner to critical departments and provide HR support.
• Performs other duties as assigned or requested