Senior Employee Relations Specialist

We need to output HTML fragment with sections: headings

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Use

• for any list of duties/requirements/benefits, and

  for prose. Do NOT repeat job title as heading. Do NOT put Job ID/requisition numbers as headings — fold minor metadata into a short

  or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove boilerplate etc. Include a section ONLY when posting has real, specific content for it — never emit heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless posting actually states them. We need to extract substantive info: Position Overview, Duties and Responsibilities, Required Qualifications, Preferred Qualifications, The Successful Candidate Will (maybe skills/attributes), Position Special Requirements/Additional Information (maybe location, in-person). Also Salary: "$77,000 annually, commensurate with experience, education, and qualifications." This includes "commensurate with experience" which is placeholder? The instruction says never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless posting actually states them. The salary is stated: $77,000 annually, commensurate with experience, education, and qualifications. The phrase "commensurate with experience" is filler? It's part of the salary description. The instruction says never emit a heading followed by filler/placeholder text, but does that apply to content within a section? It says "never emit a heading followed by filler/placeholder text (e.g., "commensurate with experience", "not specified", "N/A", "varies", "TBD")". That seems to refer to sections where the content is just filler. If we include Pay section, we must have actual salary number; we have $77,000 annually. The "commensurate with experience" is extra but still part of content. It might be okay to include Pay section with that sentence. However they said never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary, so we can include Pay section. Schedule: Not mentioned. So no Schedule section. Benefits: Not explicitly listed besides "Benefits Eligible Eligible". There's a line: "Benefits Eligible Eligible". That's vague. Not specific benefits. So we should not create Benefits section because no specific benefits listed. We need sections: About the role (maybe Position Overview), Responsibilities (Duties and Responsibilities), Requirements (Required Qualifications), Qualifications (maybe Preferred Qualifications?), Skills (The Successful Candidate Will maybe). But we must not create thin sections. We can combine. We need to use

  for section headings. Use

  • for any list of duties/requirements/benefits. Use

    for prose. We need to preserve all substantive information. Let's extract: - Position Overview: "Step into a critical, high-impact role at Montana State University as our Employee Relations Specialist, where your investigative expertise will directly drive the resolution of complex workplace challenges. We are seeking a principled professional to navigate sensitive personnel matters head-on, ensuring fair, compliant, and consistent practices through objective analysis and strategic leadership guidance." - Duties and Responsibilities: broken into subcategories: Employee Relations Management & Consultation (list of bullet-like sentences), Investigations & Conflict Resolution, Compliance & Administration. We can make a

    with each duty as
    • . Might be long but okay. - Required Qualifications – Experience, Education, Knowledge & Skills: includes Education & Experience bullet, Employee Relations & Investigations, HR Expertise & Compliance, Problem-Solving & Analysis, HR Guidance & Consultation, Training Design & Delivery, Software Proficiency. We can list each as
    • . - Preferred Qualifications – Experience, Education, Knowledge & Skills: Master’s degree in HR or related field; Prior experience in higher education HR; Possession of a professional HR certification (e.g., SHRM-CP, HRCI) or equivalent. - The Successful Candidate Will: list of attributes/abilities: effectively communicate complex concepts verbally and in writing; navigate highly sensitive and confidential situations with objectivity; apply, explain, interpret institutional guidelines, employment laws, HR procedures; maintain neutral impartial demeanor; prioritize and address continuous volume; review facts to identify practical solutions; establish trusted working relationships; represent HR department professionally. - Position Special Requirements/Additional Information: includes statements: "This job description should not be construed as an exhaustive statement...", "Nothing contained herein restricts Montana State University’s rights to assign or reassign duties...", "This position will be in person in Bozeman, MT.", Physical Demands statement, supervisory duties? No, etc. We need to preserve substantive info: location (in person in Bozeman, MT), maybe note that it's not supervisory. Also note that job description not exhaustive, etc. Might be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The "This job description should not be construed as an exhaustive statement..." is typical boilerplate but maybe considered legal? It's a disclaimer. Might be considered boilerplate to remove. However it's substantive? It's a standard disclaimer; likely considered boilerplate. The instruction says remove legal/EEO/equal-opportunity/scam-warning boilerplate. This is a disclaimer about job description not exhaustive; could be considered legal boilerplate. Safer to remove it. Also "Physical Demands To perform this job successfully..." is also boilerplate. Might remove. The supervisory duties? No is a factual statement; maybe keep? It's minor metadata. Could fold into a short

      . The location is substantive: "This position will be in person in Bozeman, MT." Keep that. Also we have metadata like Position Number, Department, etc. Those are minor metadata; we should fold into a short

      or drop. The instruction: "Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

      or drop it." So we can include a short paragraph with Position Number, Department, Appointment Type, etc. But we need to decide if we want to keep them. They are minor metadata; we can include a short

      summarizing them. However we must preserve ALL substantive information; is Position Number substantive? Probably not critical but maybe considered metadata. The instruction says fold minor metadata into a short

      or drop it. So we can include a short

      with those details. We also have FLSA Exempt, Union Affiliation Exempt from Collective Bargaining, FTE 1, Benefits Eligible, Salary. Those are also metadata; we could include them in that short paragraph. But we also have a Pay section for salary; we might separate salary into Pay section. The instruction says never create Pay/Schedule/Benefits sections unless posting actually states them. It does state salary, so we can have Pay section with the salary sentence. The other metadata like FLSA, Union, FTE, Benefits Eligible could be in a short paragraph. We need to avoid duplication. Let's structure:

      About the role

      Step into a critical, high-impact role at Montana State University as our Employee Relations Specialist, where your investigative expertise will directly drive the resolution of complex workplace challenges. We are seeking a principled professional to navigate sensitive personnel matters head-on, ensuring fair, compliant, and consistent practices through objective analysis and strategic leadership guidance.

      Responsibilities

      • Serve as a trusted HR advisor and primary point of contact for HR Business Partners, managers, and staff on employee relations matters, policy interpretation, and workplace practices.
      • Intake, assess, and respond to requests for assistance, including workplace conflicts, complaints, and performance concerns.
      • Partner with leaders and employees to address interpersonal concerns, support constructive communication, improve morale, and promote a respectful and productive work environment.
      • Provide coaching and guidance to leaders and supervisors on performance management, corrective action, documentation, and disciplinary processes.
      • Identify needs and support the development and delivery of training on workplace conduct, performance management, conflict resolution, and related employee relations topics.
      • Conduct prompt, impartial, and thorough internal investigations into workplace complaints, concerns, and allegations of misconduct.
      • Prepare clear investigative reports that summarize findings, identify relevant considerations, and recommend appropriate corrective or remedial actions.
      • Serve as a neutral and objective resource when evaluating sensitive workplace concerns and determining appropriate resolution pathways.
      • Advise managers and employees on practical strategies to resolve conflict, restore working relationships, and support consistent workplace expectations.
      • Maintain compliance with federal and state employment laws by staying current on legal and regulatory developments affecting employee relations.
      • Maintain timely and accurate case management records, analyze trends and issues, and provide recommendations that strengthen HR policies, practices, and decision-making.
      • Draft HR policies and organizational documentation, prepare reports and special projects, and present findings to the Director of Employee and Labor Relations.
      • Provide responsive service and maintain good working relationships with stakeholders.

      Requirements

      • Bachelor’s degree in human resources administration, labor or industrial relations, business or public administration, or a related field, plus at least five years of recent and relevant professional HR experience applying human resources concepts, principles, and practices; or an equivalent combination of education and experience.
      • Demonstrated background managing employee relations matters, conducting internal investigations, and resolving complex workplace concerns.
      • Working knowledge of human resources laws, regulations, principles, and practices.
      • Experience developing solutions for complex HR issues, including gathering and analyzing relevant information.
      • Documented work providing consultation or guidance to individuals across all levels of an organization.
      • Prior work developing and delivering training, learning resources, or organizational development activities and programs.
      • Proficiency using computers and software applications, including word processing, spreadsheets, databases, presentations, email, and internet tools; Microsoft Office experience preferred.

      Preferred Qualifications

      • Master’s degree in Human Resources or a related field.
      • Prior experience working in human resources within a higher education environment.
      • Possession of a professional HR certification (e.g., SHRM-CP, HRCI) or equivalent.

      Skills

      • Effectively and confidently communicate complex concepts verbally and in writing to groups and individuals with varied levels of understanding.
      • Navigate highly sensitive and confidential situations with a strict commitment to objectivity, accuracy, and close attention to detail.
      • Apply, explain, and interpret institutional guidelines, employment laws, and HR procedures for a wide variety of employees and leaders.
      • Maintain a neutral, impartial demeanor when evaluating sensitive workplace concerns, assessing conflicts, and conducting formal internal investigations.
      • Prioritize and address a continuous volume of inquiries and case files while ensuring timely, responsive service in a fast-paced environment.
      • Review facts from various sources to identify practical, policy-compliant solutions to workplace problems.
      • Establish and foster trusted, effective working relationships with co-workers, university leaders, and staff across the institution.
      • Represent the Human Resources department with professionalism, credibility, and courtesy while seamlessly adapting to evolving workplace dynamics.

      Pay

      $77,000 annually, commensurate with experience, education, and