Charlotte-Mecklenburg Schools
Director, Employee Relations
Charlotte-Mecklenburg Schools, Charlotte, North Carolina, United States, 28245
Summary:
The Employee Relations Director plans, directs and reviews the activities and operations of the Employee Relations Department. This position is responsible for making independent decisions and administering employee relations functions for assigned learning communities to include: discipline, termination process and performance management. This position works collaboratively with CMS legal department, outside counsel, EEOC investigators, state representatives, federal agencies, senior management, principals, HR personnel and employee groups. This position requires a high level of independence, accuracy, sound judgment and expertise to determine appropriate methods of handling a very high volume of complex legal and disciplinary issues to mitigate risks. This position provides highly responsible and complex administrative support to the Chief Human Resources Officer (CHRO).
Essential Duties:
Develops, plans and implements department goals and objectives in alignment with those of CMS; recommends and administers policies and procedures.
Ensures that consistent and fair human resources (HR) practices are followed in compliance with state and federal laws/regulations and CMS policy.
Reviews, approves, and, if appropriate, administers corrective action for employees as dictated by federal/state/public school law and CMS Board of Education policies and regulations, including but not limited to suspensions with pay, suspensions without pay, demotions and terminations.
Coordinates department activities with those of other departments and outside agencies and organizations; provides staff assistance to the CHRO; prepares and presents staff reports and necessary correspondence.
Directs, oversees and participates in the development of the department's work plan, using wide range of factual, technical and non-technical knowledge; assigns work activities, projects and programs; monitors work flow; reviews and evaluates work products, methods and procedures for quality, accuracy and thoroughness.
Oversees and researches complex issues related to very difficult and sensitive personnel matters, including EEO and employment law issues.
Oversees the employee dismissal process, termination appeals hearings, grievance investigations, and EEOC compliance.
Participates in the development and administration of the employee relations budget; assists in the forecasts of funds needed for staffing, equipment, materials, training and supplies; effectively devises and implements cost reduction techniques; strives for delivering support services on time, on budget, with 100% accuracy and exceeding customer expectations.
Selects, trains, motivates and evaluates personnel; provides or coordinates staff training with a sensitivity of diversity; works with employees to correct deficiencies; implements discipline and termination procedures, provides appropriate and timely feedback.
Interprets laws, personnel policies and regulations, including but not limited to CMS Board Policy, NC Public School Law, FLSA, Title IX of the Civil Rights Act, Title VII, EEOC, ADA, age discrimination, equal pay, sexual harassment and progressive discipline.
Provides direction to managers, supervisors, principals, and other administrative staff to implement action on EEO and employment law issues. Follow up required ensuring compliance.
Provides advice, support and direction to principals, and department heads.
Works collaboratively with HR staff on employee relations and other employment legal matters.
Reviews relevant documentation for cases involving misconduct and poor performance for licensed instructional employees. Prepares Notice of Charges for dismissal meetings with the Superintendent.
Manages multiple investigations while providing advice, support and direction to principals and department heads with respect to disciplinary and performance management issues.
Makes independent and informed decisions to minimize CMS' exposure to serious legal, economic, political, or negative impacts.
Oversees training workshops for principals and department heads on HR topics such as diversity, employment laws and regulations including Title VII of the Civil Rights Act, Fair Labor Standards Act, the Americans with Disabilities Act, Age Discrimination Act, Family and Medical Leave Act, supervisory skills, sexual harassment and progressive discipline.
Addresses employee conflict and performance issues. Advises administrators with regard to application of CMS' disciplinary and management guidelines.
Consults with legal counsel on a variety of legal issues.
Researches, develops, interprets and provides responses for administrative, instructional, and non-instructional staff in the areas of federal and state human resources law, NC public school law, and CMS Board of Education policy.
Performs other related duties as assigned.
Decision Making:
Work is accomplished within a broad framework. The employee has authority to make final decisions regarding the daily administration of the department. Employee collaborates with the CHRO and HR Executive Directors, and other department heads regarding policy and procedural issues.
Decisions are made in conjunction with system-wide goals and policies. This position participates in reviewing and making recommendations for board policies, reviews and writes procedures, goals and objectives in association with the CHRO. Impacts administration and management of Employee Relations services, impacting long and short-range goals and objectives of the school system.
Makes general and complex decisions by exhibiting a high degree of independence, accuracy, expertise, sound/appropriate judgment, problem solving skills, and effective results which would reflect positively and/or result in the dismissal of EEOC charges, lawsuits, or formal or informal litigation.
Education and Experience:Minimum
Bachelor's Degree in Human Resources, or related field;
Seven years of progressive Human Resources experience including working knowledge of Employee Relations; and three years of supervisory experience.
Desired
Master's Degree in Human Resources or related field, or Juris Doctorate.
10 years of progressive human resources experience including five years of administrative/supervisory experience.
Licensing / Certification Requirements:
PHR/SPHR, desirable but not required.
# of Jobs:
1.00
Salary:
From 76669.00
Teacher Scale:
N
Minimum Educational Requirements:
Bachelors
Term:
12 Month
Additional Job Information:
#J-18808-Ljbffr
The Employee Relations Director plans, directs and reviews the activities and operations of the Employee Relations Department. This position is responsible for making independent decisions and administering employee relations functions for assigned learning communities to include: discipline, termination process and performance management. This position works collaboratively with CMS legal department, outside counsel, EEOC investigators, state representatives, federal agencies, senior management, principals, HR personnel and employee groups. This position requires a high level of independence, accuracy, sound judgment and expertise to determine appropriate methods of handling a very high volume of complex legal and disciplinary issues to mitigate risks. This position provides highly responsible and complex administrative support to the Chief Human Resources Officer (CHRO).
Essential Duties:
Develops, plans and implements department goals and objectives in alignment with those of CMS; recommends and administers policies and procedures.
Ensures that consistent and fair human resources (HR) practices are followed in compliance with state and federal laws/regulations and CMS policy.
Reviews, approves, and, if appropriate, administers corrective action for employees as dictated by federal/state/public school law and CMS Board of Education policies and regulations, including but not limited to suspensions with pay, suspensions without pay, demotions and terminations.
Coordinates department activities with those of other departments and outside agencies and organizations; provides staff assistance to the CHRO; prepares and presents staff reports and necessary correspondence.
Directs, oversees and participates in the development of the department's work plan, using wide range of factual, technical and non-technical knowledge; assigns work activities, projects and programs; monitors work flow; reviews and evaluates work products, methods and procedures for quality, accuracy and thoroughness.
Oversees and researches complex issues related to very difficult and sensitive personnel matters, including EEO and employment law issues.
Oversees the employee dismissal process, termination appeals hearings, grievance investigations, and EEOC compliance.
Participates in the development and administration of the employee relations budget; assists in the forecasts of funds needed for staffing, equipment, materials, training and supplies; effectively devises and implements cost reduction techniques; strives for delivering support services on time, on budget, with 100% accuracy and exceeding customer expectations.
Selects, trains, motivates and evaluates personnel; provides or coordinates staff training with a sensitivity of diversity; works with employees to correct deficiencies; implements discipline and termination procedures, provides appropriate and timely feedback.
Interprets laws, personnel policies and regulations, including but not limited to CMS Board Policy, NC Public School Law, FLSA, Title IX of the Civil Rights Act, Title VII, EEOC, ADA, age discrimination, equal pay, sexual harassment and progressive discipline.
Provides direction to managers, supervisors, principals, and other administrative staff to implement action on EEO and employment law issues. Follow up required ensuring compliance.
Provides advice, support and direction to principals, and department heads.
Works collaboratively with HR staff on employee relations and other employment legal matters.
Reviews relevant documentation for cases involving misconduct and poor performance for licensed instructional employees. Prepares Notice of Charges for dismissal meetings with the Superintendent.
Manages multiple investigations while providing advice, support and direction to principals and department heads with respect to disciplinary and performance management issues.
Makes independent and informed decisions to minimize CMS' exposure to serious legal, economic, political, or negative impacts.
Oversees training workshops for principals and department heads on HR topics such as diversity, employment laws and regulations including Title VII of the Civil Rights Act, Fair Labor Standards Act, the Americans with Disabilities Act, Age Discrimination Act, Family and Medical Leave Act, supervisory skills, sexual harassment and progressive discipline.
Addresses employee conflict and performance issues. Advises administrators with regard to application of CMS' disciplinary and management guidelines.
Consults with legal counsel on a variety of legal issues.
Researches, develops, interprets and provides responses for administrative, instructional, and non-instructional staff in the areas of federal and state human resources law, NC public school law, and CMS Board of Education policy.
Performs other related duties as assigned.
Decision Making:
Work is accomplished within a broad framework. The employee has authority to make final decisions regarding the daily administration of the department. Employee collaborates with the CHRO and HR Executive Directors, and other department heads regarding policy and procedural issues.
Decisions are made in conjunction with system-wide goals and policies. This position participates in reviewing and making recommendations for board policies, reviews and writes procedures, goals and objectives in association with the CHRO. Impacts administration and management of Employee Relations services, impacting long and short-range goals and objectives of the school system.
Makes general and complex decisions by exhibiting a high degree of independence, accuracy, expertise, sound/appropriate judgment, problem solving skills, and effective results which would reflect positively and/or result in the dismissal of EEOC charges, lawsuits, or formal or informal litigation.
Education and Experience:Minimum
Bachelor's Degree in Human Resources, or related field;
Seven years of progressive Human Resources experience including working knowledge of Employee Relations; and three years of supervisory experience.
Desired
Master's Degree in Human Resources or related field, or Juris Doctorate.
10 years of progressive human resources experience including five years of administrative/supervisory experience.
Licensing / Certification Requirements:
PHR/SPHR, desirable but not required.
# of Jobs:
1.00
Salary:
From 76669.00
Teacher Scale:
N
Minimum Educational Requirements:
Bachelors
Term:
12 Month
Additional Job Information:
#J-18808-Ljbffr