Director, Employee Relations and Equity

CCBC is seeking an accomplished Employee and Labor Relations leader with extensive experience in workplace investigations, conflict resolution, performance management, collective bargaining, contract administration, grievance and arbitration processes, labor-management relations, and employment law.

Requirements

• Master’s degree in human resources or related field.
• Seven (7) years of recent experience in Employee Relations, including a minimum of three (3) years of staff supervision and related experience in Human Resources Management and Labor Relations.
• Demonstrated experience investigating and adjudicating Title VII, Title IX, and ADA-related complaints and issues.
• Demonstrated knowledge of all federal and state laws and regulations regarding Employee Relations, EEO/AAP, and record maintenance and retention.
• Experience working with labor unions and current PHR, SPHR, SHRM-CP, or SHRM-SCP is preferred.

Responsibilities

Class Specific Essential Duties

• Provide direct leadership and supervision, including hiring, supervising, developing, and evaluating assigned staff.
• Develop and implement goals and objectives in coordination with HR leadership.
• Implement strategies related to operations and services.
• Remain knowledgeable about the College, its structure, culture, policies, and practices.
• Serve as point of contact for resolving employee relations and equity issues.
• Develop and manage operating budget for assigned unit.
• Prepare and analyze reports.
• Develop and evaluate policies and procedures.
• Serve as liaison between College departments, faculty, and/or staff.

Leadership & Strategy

• Oversee the Employee Relations, Labor Relations, and Equity section by developing and implementing employee relations strategies, policies, and programs that align with CCBC’s strategic goals and values.
• Guide HR business partners regarding complex, specialized, and sensitive questions and issues related to directives, policies, procedures, Collective Bargaining Agreements, performance management, compliance, and other employee-related matters.
• Develop HR directives and procedures in accordance with internal policies and applicable local, state, and federal regulations.
• Ensure compliance with federal and state laws and regulations regarding employment, labor relations, and benefits.
• Monitor changes in labor laws and proactively update policies and procedures to maintain compliance.
• Monitor and analyze key employee relations metrics, such as turnover rates, employee satisfaction, and employee engagement, and recommend improvement initiatives based on findings.
• Coordinate with HR team to support organizational changes, including departmental restructuring, layoffs, etc., ensuring proactive planning and transparent communication.
• Cultivate strong relationships, build strategic partnerships, and foster trust and collaboration across the college.

Employee & Labor Relations

• Provide advice and expert guidance to leaders and supervisors on performance management, conflict resolution, disciplinary actions, and other employee relations matters.
• Advise and counsel employees regarding a wide range of issues, including performance, corrective actions, career paths, and workplace concerns.
• Interpret and adhere to policies, procedures, and collective bargaining agreements for dispute resolution, grievance handling, and disciplinary actions.
• Coordinate communication for disciplinary actions and grievance responses by drafting and developing investigatory reports, business correspondence, evidentiary documentation, position statements, contract or regulatory analysis, disciplinary materials, and summaries of investigative findings.
• Function as a neutral party in mediating disputes between employees and management.
• May serve as the Assistant Vice President Human Resources’ designee/Equity Officer in the employee (union and non-union) grievance process.
• Manage the college’s Telework Program, ensuring consistency and equity across the program.
• Proactively identify potential employee relations issues and develop strategies to prevent or mitigate them.
• Oversee the employee exit process by ensuring departing employees have an opportunity to provide feedback on their experience at the college. Collect and analyze exit data to identify trends, prepare reports, and address concerns as appropriate.

Investigations & Compliance

• Manage the investigation and adjudication of employee and student complaints involving faculty and/or staff members related to harassment and discrimination, including Title VII and Title IX.
• Conduct and/or supervise investigations related to charges, complaints, and other circumstances which allegedly violate the College’s non-discrimination, equal opportunity, or affirmative action policies.
• Supervise audits and preparation of reports and applications required by federal, state, and/or local agencies.
• Collaborate with the Director of Benefits on Americans with Disabilities Act Amendments Act (ADAAA) accommodations to plan reasonable accommodations for disabled employees consistently and legally.

Employee Support & Programs

• Collaborate with the Employee Assistance Program (EAP) and refer employees to the CCBC EAP for employees whose job performance is affected by personal, financial, and/or substance dependency.
• Assist students, staff, and the general community with basic, general HR inquiries and services.

Training & Development

• Provide training and support to managers and employees on employee relations matters, including conflict resolution, performance management, disciplinary actions, and other topics related to workforce needs.
• Develop training, organizational development, and other solutions related to staffing issues and HR initiatives.
• Develop and facilitate training workshops for supervisors and other college staff based upon the college’s and Human Resources strategic priorities as well as employee needs.

Representation

• Represent HR at CCBC functions as a subject matter expert.
• Make presentations upon request within areas of expertise.

Benefits

Health and Medical

• CIGNA Open Access Plus (OAP) and Cigna Open Access Plus In Network (OAPIN).
• Kaiser.
• Prescription Drug Benefits: Included in CIGNA and Kaiser medical premiums.
• Mental Health: Emotional, drug/alcohol abuse treatment, both inpatient and outpatient, provided when pre-approved. Premium included in medical care plan.

Dental and Vision

• Dental Benefits: CareFirst Blue Cross/Blue Shield Regional Traditional and Preferred.
• Vision Benefits: NVA.

Flexible Spending Accounts

• Health Spending Account: $2,600.
• Dependent Care (children under 13 and elder care): $5,000.

Financial

• Term Life Insurance: MetLife Employee Basic Life Insurance is 1 times your salary with a minimum of $50,000 (90/10). Employee Supplemental Life Insurance is available in multiples of $10,000 with a maximum of $200,000. Supplemental Term Life Insurance is available for spouse (increments of $10,000 to a maximum of 50% of employee combined basic and supplemental amount) and dependents ($10,000).
• Permanent Whole Life Insurance: Unum Permanent Whole Life Insurance with Optional Long Term Care rider available. Available to full-time employees, part-time associates, and adjunct faculty. Spouse and dependent coverage available. Premiums will not increase, and coverage will not decrease. 100% employee paid.
• Accidental Death & Dismemberment: The Hartford Individual or Family Coverage. Employee pays a rate in multiples of $10,000 to a maximum of $300,000.
• Long-Term Disability Plan: Pays 60% of gross monthly salary after 90 consecutive days of absence. Employee pays 100% of premium.

Retirement Plans

• Maryland State Teacher’s Pension System (7% contributory).
• Optional Retirement Plan (non-contributory).
• Baltimore County Employees’ Retirement System (7% contributory).
• Supplemental (Retirement Annuities) 403(b) and 457(b) Tax-sheltered annuities.
• Roth 403(b) savings feature available through TIAA-CREF and VOYA Financial Advisors, Inc.
• Deferred Compensation Plan — 457(b) offered through VOYA Financial Advisors, Inc.

Additional Benefits

• Legal Services: Legal Resources pre-paid legal voluntary benefit for advice, consultation, and representation.
• Credit Union: First Financial Federal Credit Union membership available.
• Direct Deposit: Mandatory payroll direct deposit.
• Employee Assistance Program (EAP): Cigna Behavioral free personal advocates.
• Paid Leave Benefits: Academic, Bereavement, Sick and Safe Leave, Jury Duty, Religious Holidays, Military Leave, Sabbatical, Personal, Vacation, and Holidays.
• Tuition Assistance: Eligible full-time employees may qualify for waiver or reimbursement programs. Spouses and legal dependents up to age 22 are eligible for reimbursement with proof of successful completion and a C or better grade.
• Employee’s eligible for Tuition Assistance become eligible for the external Tuition reimbursement program the first semester after one calendar year of employment.
• Eligibility for waiver or reimbursement for CCBC courses begins after the completion of a 90-day probation for public safety and classified employees.
• Academic Cash Award: Classified employees are eligible for a lump sum award of $500 for completion of an unduplicated college degree.
• McDaniel College’s Educator’s Legacy Scholarship Program: Children of ANY current full-time benefits-eligible CCBC employee are eligible.