Employee Relations Partner

Organizational Summary: Central HR consists of multiple areas of expertise including Talent Acquisition, Benefits, Classification & Compensation; Employee and Labor Relations; Continuous Process Improvement, HRIS, HR Business Partners and Talent and Learning Management. USF Human Resources is embarking on a multi-year transformation focused on a Human Resources strategy that elevates our people so that the University and culture support a competitive workforce advantage in line with our strategic plan.

Position Summary: Through the Centers for Excellence, the Employee Relations Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The Employee Relations Partner provides guidance in the areas of employee and labor relations matters and may train client departments, employees, and/or members of the University through Organizational Development Training services and upon department request. Serves as the initial service partner for complaints which may involve intake and summarizing complaints and action items forward.

Responsibilities:

• Serves as an initial service partner for inquiries that come into Employee Relations. This includes but not limited to, fact gathering upon intake, interpreting and providing appropriate procedures or policies to an individual (employee or supervisor) and documents with a written summary. Has a thorough understanding of laws and policies, procedures and best practices to direct an individual to the appropriate information. This includes being familiar with the website and assisting individuals with navigating to the appropriate information. Maintains the highest level of confidentiality and sensitivity to both conversations and available information.
• Interprets laws (FMLA, ADA, FLSA, IRS, etc.), rules, policies, and procedures related to human resources, collective bargaining agreements and leave policies and provides guidance and recommendations to ensure their consistent and equitable application. Partners with the Leave team and consults with management, employees, and others regarding requests for reasonable accommodations under the ADA, FMLA, Workers Compensation and Return to Work Programs. Research accommodation requirements and options, as necessary, and makes recommendations.
• Establishes partnerships with the Office of General Counsel working in close collaboration to ensure current HR and Employee Relations practices are in compliance with all applicable policies and regulations; provides assistance and collaboration as needed with investigation matters; works in partnership to create and deliver training on Employee Relations matters. Provides guidance and consultation to supervisors, managers and employees in the area of labor and employee relations, including matters related to performance management, conflict resolution, corrective action and discipline, and contract and policy interpretation.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Works in partnership with HR leadership to develop and establish a culture that advocates collaboration, accountability, employee motivation, employee recognition, and ethics.
• Serves as subject matter expert providing guidance on specialized area of responsibility including, but not limited to matters relating to: employee and labor relations, progressive discipline and corrective action, and performance management. Aware of the corrective action processes and ensures the appropriate parties are involved and aware. Assists with employee improvement plans. May perform exit interviews as needed.
• Performs other duties as assigned.

Minimum Qualifications: 
This position requires a Bachelor's degree and two years of HR related experience; or Master's degree in an area of specialization appropriate for the program. Six years of HR-related experience or a combination of education and experience may substitute for the Bachelor's degree.

Degree Equivalency Clause: Four years of direct experience for a bachelor’s degree.
• Senate Bill 1310- The Florida Senate (https://www.flsenate.gov/Session/Bill/2023/1310) is conditional upon meeting all employment eligibility requirements in the U.S.
• SB 1310: Substitution of Work Experience for Postsecondary Education Requirements
• A public employer may include a postsecondary degree as a baseline requirement only as an alternative to the number of years of direct experience required, not to exceed:
• (a) Two years of direct experience for an associate degree;
• (b) Four years of direct experience for a bachelor’s degree;
• (c) Six years of direct experience for a master’s degree;
• (d) Seven years of direct experi