Senior Director of Employee and Labor Relations

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Senior Director of Employee and Labor Relations
The candidate will formulate and administer the university’s labor relations programs and strategy for more than 600 staff members in five bargaining units (Library, Facilities Management, Dining Services, Public Safety, and Graduate Students in research and teaching positions) including matters related to organizing of non-union staff, faculty or students for collective bargaining purposes; work with department heads in these units to assess needs and define priorities on an ongoing basis; administer and ensure compliance with the spirit and the intent of collective bargaining agreements; plan, organize, and lead negotiations for successor agreements, including analysis of benchmarking data and preparation of collective bargaining proposals; serve as the university’s lead spokesperson in the collective bargaining process; oversee contractual grievance procedures including counseling department heads and/or designees at steps one and two of the contractual grievance process and rendering decisions at the third step of the contractual grievance process; direct departmental Human Resources staff in the performance of their role in the labor relations function; prepare and present the university’s position in labor arbitration, unemployment or other third party proceedings, including investigation of facts and research of labor texts and arbitrator’s decisions, precedent cases, witness information, and other relevant documents; represent the university and prepare position statements regarding employment related charges filed through federal or state agencies as appropriate; represent the university in matters before the National Labor Relations Board; supervise, manage, and evaluate outside counsel on labor relations matters, including litigation; oversee the employee relations function for all regular, non-union staff, including development and application of Human Resources policies, procedures, and related programs that establish standards of behavior and performance appropriate in the workplace; collaborate with the Director of Employment and Human Resources Services to coach individuals and groups on work-related actions, managerial practices, corrective actions, and interpersonal relationships in support of Brown’s values and consistent with applicable laws and regulations; negotiate severance agreements as appropriate; provide counseling to management and staff regarding the interpretation and application of university policies, guidelines, and applicable laws and regulations; maintain University Human Resources policies and collaborate with other offices on the development and enforcement of employment policies such as Title IX, fiscal misconduct, etc.; act as a decision-maker for complaints against staff under Title VI and IX; provide regular and ad hoc counsel and coaching to Human Resources staff and to managers throughout the university regarding issues that have the potential to create adverse impact and/or discord among staff and/or between supervisors and employees; conduct administrative investigations into alleged employee misconduct and determine discipline as necessary; ensure that administrative procedures and practices are consistent with Brown values and with applicable employment laws and regulations; advise senior university officers on trends and develop strategies and training programs in response to trend data; coordinate training opportunities for staff and on site crisis event response; and collaborate closely with the Office of General Counsel and advise senior university officers on labor and employee relations matters.

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