Occupational Summary

Advise and assist management and staff to respond to employee issues and concerns by interpreting applicable HR policies and procedures and making responsible recommendations in these areas as necessary and appropriate; initiate recommendations for appropriate measures to address underlying systemic problems or issues represented by the expressed concern, including but not limited to, suggestions on policy clarification or development, interpretation of the Adjunct Union CBA, appropriate training or other development interventions.

 

Work Performed

Serve in a specialist, liaison capacity for Staff & Labor Relations and respective entities; evaluate and research professional trends and issues in specialty areas relevant to HR; educate other HR staff about specialty to ensure consistent and equitable application of HR policies and procedures; collect, research and disseminate appropriate internal and external material on HR issues and trends, and provide in-service training support as well as the development of Duke-wide programs to enhance understanding of this material as needed; identify and recommend new policy or program initiatives in specialty areas designed to enhance delivery and quality of service. Apprise the Associate Vice President of Staff & Labor Relations of organizational issues, problems or trends; prepare reports, analyses and other written communication setting forth progress, adverse trends and appropriate recommendations or conclusions as necessary or requested. Implement and coordinate HR programs supporting organizational strategic objectives for creating and maintaining a model work place, including but not limited to, promotional career advancement programs, employee participation and input vehicles, and management development and training. Provide staff support on implementing major organization-wide projects, including but not limited to, employee opinion surveys, multi- cultural awareness and sensitivity programs and employee advocacy/conflict resolution procedures. Identify problem employee relations areas that impede organizational progress; recommend appropriate interventions and/or other corrective actions as needed. Participate in the interactive process to identify and assess options for providing reasonable accommodations and access to eligible employees in accordance with the ADA and other disability laws. Provide guidance and assistance to supervisors/managers regarding interpretation, compliance, and enforcement for FMLA. Investigate labor relations problems and assist with the coordination of appropriate responses to effectuate satisfactory resolution. Serve as a representative at hearings, grievances, and meetings regarding labor relations matters. Since this position will provide support for the University and the Health System, there will be times where "on-call" weekend and holidays are to be expected. Determine the appropriateness of proposed disciplinary action to address employee misconduct, and oversee the disciplinary process to ensure compliance with University, Health System, Federal, State, and local laws and/or regulations. Work with administrators and managers to ensure compliance with collective bargaining agreements. Perform other related duties incidental to the work described herein.

 

Required Qualifications at this Level

Education/Training:

Work requires an educational background normally equivalent to a bachelor's degree in business administration or higher education administration. A master's degree in a related discipline is desirable.

 

Experience:

Work requires five years of demonstrated HR management experience in a dynamic complex service culture with multiple missions. Experience in a health care and/or research setting preferred. Significant professional management experience and leadership skills. Must possess expert knowledge of labor laws, collective bargaining, human resources trends, programs, policies, practices and procedures. Must be able to build coalitions/networks to maximize success.

 

Skills:

 

The intent of this job description is to provide a representative and level of the types of duties and responsibilities that will be required of positions given this title and shall not be construed as a declaration of the total of the specific duties and responsibilities of any particular position. Employees may be directed to perform job-related tasks other than those specifically presented in this description.

Duke University is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas-an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

Essential Physical Job Functions

Certain jobs at Duke University and Duke University Health System may include essential job functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.

 

 

Minimum Qualifications

 

 

Education

Work requires an educational background normally equivalent to a bachelor's degree in business administration or higher education administration. A master's degreein a related discipline is desirable.

 

Experience

 

Work requires five years of demonstrated HR management experience in a dynamic complex service culture with multiple missions. Experience in a health care and/or research setting preferred. Significant professional management experience and leadership skills. Must possess expert knowledge of labor laws, collective bargaining, human resources trends, programs, policies, practices and procedures. Must be able to build coalitions/networks to maximize success.

 

Duke is an Affirmative Action/Equal Opportunity Employer committed to providing employment opportunity without regard to an individual's age, color, disability, gender, gender expression, gender identity, genetic information, national origin, race, religion, sex, sexual orientation, or veteran status.

 

Duke aspires to create a community built on collaboration, innovation, creativity, and belonging. Our collective success depends on the robust exchange of ideas—an exchange that is best when the rich diversity of our perspectives, backgrounds, and experiences flourishes. To achieve this exchange, it is essential that all members of the community feel secure and welcome, that the contributions of all individuals are respected, and that all voices are heard. All members of our community have a responsibility to uphold these values.

 

Essential Physical Job Functions: Certain jobs at Duke University and Duke University Health System may include essentialjob functions that require specific physical and/or mental abilities. Additional information and provision for requests for reasonable accommodation will be provided by each hiring department.