Morgan State University
Employee & Labor Relations Manager
Morgan State University, Baltimore, Maryland, United States, 21276
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Employee & Labor Relations Manager
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Morgan State University Posting Summary
Job Title: Employee & Labor Relations Manager Division: Division of Finance & Administration Department: Office of Human Resources Work Status: Full Time Position Category: Staff FLSA: Exempt Pay Range: $100,000 - $110,000 / year Fund Source: State Support Job Summary
The Employee & Labor Relations Manager will play a crucial role in maintaining and evolving our employee relations program, while optimizing internal processes and systems. This position is committed to a relentless pursuit of quality customer service, process efficiency, and automation, as well as compliance audits to assess risks, and utilizes strong data/analytical skills. Duties & Responsibilities
Works in consultation with the Director, HR Partnerships & Employee and Labor Relations, and HR Business Partners to investigate employee relations issues and initiate appropriate resolution. Coach and advise managers on organizational, employee, and labor relations issues, recommending and facilitating effective solutions that align with applicable policies and laws. Monitors and ensures the University’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies HR policies and practices to maintain compliance. Ensures ongoing compliance with relevant regulations and requirements that minimize risk and exposure to the University. Provides support and guidance to HR business partners when complex, specialized, and sensitive questions and issues arise about policies, procedures, MOUs, manuals, performance management, employee relations templates, compliance, and reporting. Responsible for creating and monitoring quantitative reports to create workforce demographic dashboards. Collaborate with the HRIS team to deliver these dashboards on a monthly basis to HR team members, enabling them to make informed recommendations related to engagement, performance, recruitment, retention, compliance, and risk mitigation. Responsible for conducting routine data audits. Consults with management on performance, organizational, and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance. Responsible for maintaining a performance management program that sets forth a framework for setting performance expectations, monitoring and coaching performance, evaluating performance, rewarding performance, and/or addressing poor performance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Serves as backup to the Director, HR Partnerships, on employee & labor relations issues and concerns. Oversees employee disciplinary meetings, terminations, and investigations as needed. Required Qualifications
Education: Bachelor’s Degree in Human Resources or a related field from an accredited college or university. Experience: At least seven (7) years of employee and labor relations experience. Preferred Qualifications
Supervisory experience. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credentials. Knowledge, Skills & Abilities
Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem‑solving skills; not afraid of thinking differently. Proficient with Microsoft Office Suite or related software. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws. Must be self‑driven and comfortable operating in ambiguous situations.
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Employee & Labor Relations Manager
role at
Morgan State University Posting Summary
Job Title: Employee & Labor Relations Manager Division: Division of Finance & Administration Department: Office of Human Resources Work Status: Full Time Position Category: Staff FLSA: Exempt Pay Range: $100,000 - $110,000 / year Fund Source: State Support Job Summary
The Employee & Labor Relations Manager will play a crucial role in maintaining and evolving our employee relations program, while optimizing internal processes and systems. This position is committed to a relentless pursuit of quality customer service, process efficiency, and automation, as well as compliance audits to assess risks, and utilizes strong data/analytical skills. Duties & Responsibilities
Works in consultation with the Director, HR Partnerships & Employee and Labor Relations, and HR Business Partners to investigate employee relations issues and initiate appropriate resolution. Coach and advise managers on organizational, employee, and labor relations issues, recommending and facilitating effective solutions that align with applicable policies and laws. Monitors and ensures the University’s compliance with federal, state, and local employment laws and regulations, and recommends best practices; reviews and modifies HR policies and practices to maintain compliance. Ensures ongoing compliance with relevant regulations and requirements that minimize risk and exposure to the University. Provides support and guidance to HR business partners when complex, specialized, and sensitive questions and issues arise about policies, procedures, MOUs, manuals, performance management, employee relations templates, compliance, and reporting. Responsible for creating and monitoring quantitative reports to create workforce demographic dashboards. Collaborate with the HRIS team to deliver these dashboards on a monthly basis to HR team members, enabling them to make informed recommendations related to engagement, performance, recruitment, retention, compliance, and risk mitigation. Responsible for conducting routine data audits. Consults with management on performance, organizational, and leadership matters. Conducts needs assessments to determine measures required to enhance employee job performance and overall company performance. Responsible for maintaining a performance management program that sets forth a framework for setting performance expectations, monitoring and coaching performance, evaluating performance, rewarding performance, and/or addressing poor performance. Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; applies this knowledge to communicate changes in policy, practice, and resources to upper management. Serves as backup to the Director, HR Partnerships, on employee & labor relations issues and concerns. Oversees employee disciplinary meetings, terminations, and investigations as needed. Required Qualifications
Education: Bachelor’s Degree in Human Resources or a related field from an accredited college or university. Experience: At least seven (7) years of employee and labor relations experience. Preferred Qualifications
Supervisory experience. SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credentials. Knowledge, Skills & Abilities
Excellent verbal and written communication skills. Excellent interpersonal and customer service skills. Excellent organizational skills and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, and policies. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Strong analytical and problem‑solving skills; not afraid of thinking differently. Proficient with Microsoft Office Suite or related software. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state employment laws. Must be self‑driven and comfortable operating in ambiguous situations.
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