This position will report, in partnership, to the Executive Director and Director of JHU Central Employee Relations and Labor Relations (ERLR). Providing a wide range of human resources and union support in the areas of employee and labor relations, collective bargaining agreements (CBA), personnel policy, practice and processes.The ERLR Consultant's primary client will be the Johns Hopkins Facilities and Real Esate (JHFRE) working directly with bargaining unit staff, supervisors, and managers regarding ERLR matters. The ERLR Consultant will collaborate and provide daily HR support to ERLR leadership team and resolution of HR and university wide union issues; and implementation of divisional and institutional-wide projects and initiatives.
Specific Duties & Responsibilities
Employee and Labor Relations /Administration
Mediate and resolve a high volume of day to day conflicts or issues, retrieve and maintaining appropriate documentation and supporting details for discipline.
Consult with management and staff of all levels to interpret policies and procedures and how they apply to individual employee circumstances.
Review and conduct investigations. Provide guidance to clients on recommendations that result in the most effective and least risk. Provide guidance regarding recommended discipline.
Partner with JH internal resources to provide assessments, solicit input on cases, and provide sound advice on complicated cases.
Review JHU policies and Collective Bargaining Agreements (CBA) to advise management about the appropriate next course of action relative to coaching, formal discipline and/or training.
Work with staff and management regarding ERLR cases that result in appeals and grievances; assisting and giving guidance relative to each step of process.
Understand and manage potential risk and escalate as appropriate. In partnership with HR Director(s), partner with General Counsel and Office of Institutional Equity to assess risk.
Provide consultative reviews and approval of FMLA correspondence to management relating to employees with ERLR cases with protected LOA and ADA implications. Serve as an advisor to employees and management on employee appeal and grievance issues.
Work with Central ERLR team to review departmental Reduction in Force (RIF) and extension of introductory period decisions.
Work in partnership with department management regarding appropriate documentation, i.e. disciplinary and performance based letters i.e. verbal, written warning, suspension and termination, suspension pending investigation; approvals for change of hours or work conditions.
Provide effective active listening and counseling skills. Appreciates the business/organizational perspective during the resolution process when addressing employee or management concerns.
Listens to the situation/concern thoroughly to provide a portfolio of recommendations for a timely and effective resolution.
Create and present sound action plans with concrete, actionable measures for effecting change in the workplace to address both technical and interpersonal concerns.
Identify and resolve workplace issues that increase productivity and promotes stability. Assess employee training, written department work practices, and growth and developmental needs.
Provide one-on-one staff and management coaching and guidance to staff, supervisors and managers on performance improvement and balancing responsibilities.
Counsel employees and management to provide consultation on University policies procedures, CBA, and work rules. Ensures that staff and management interpret and apply consistently.
Recommend ERLR practices to assist in establishing a positive employer/employee relationship and to promote a high level of employee morale and engagement.
Collaborate with Central ERLR and Centers of Excellence to create and co-facilitate presentations to departments on a variety of ERLR related topics.
Partner with management to communicate HR policies procedures, CBA articles and work rules, programs and laws to employees. Listen carefully and maintain confidentiality to assist individuals identify and analyze effective solutions.
Maintain the ERLR database that includes disciplinary actions, appeals, grievances, risk assessments, RIF’s, policy violations, condition of employment, fitness for duty, and severance Agreements.
Updates the divisional employee file with accurate documentation such as signed progressive disciplinary letters.
Support the development and maintenance of ERLR employee notification template letters.
Bachelor’s degree in a relevant field (human resources, industrial psychology, organizational development, business administration, etc.)
Five plus years progressive experience in a professional human resources capacity required, including, five plus years of employee and labor relations experience.
Progressively responsible employee and labor relations human resources experience may substitute for some educational requirements.
Knowledge of theory, methods and applications of contemporary employee relations, labor relations, conflict resolution and problem solving, diversity, grievance processes, EEO/AA, FASAP (employee assistance programs), etc.
Prior JHU experience, or experience in higher education.
Effective problem-solving skills to analyze issues and create appropriate action plans.
Ability to work with highly diverse populations, at all levels of the institution
Excellent interpersonal and communication skills (written and verbal) required
Must understand the importance of maintaining confidentiality and working with highly sensitive information
Special Knowledge, Skills, and Abilities
Knowledge of relevant employment, EEO/AA and other applicable laws and regulations.
ERP Experience (such as HR Acuity, SAP, etc.) desired.
Ability to compile and effectively manage data.
Understanding of the principles of service excellence and customer service and the ability to apply them in a demanding environment.
Technical qualifications or specialized certifications:
PHR or SPHR certification preferred.
Classified Title: Employee Relations Specialist Working Title: Central HR, Employee and Labor Relations Consultant Role/Level/Range: ATP/04/PD Starting Salary Range: Commensurate with experience Employee group: Full Time Schedule: M-F, 8:30am- 5:00pm Exempt Status: Exempt Location: 03-MD:Eastern High Campus Department name: 10001055-Employee and Labor Relations East Balt Personnel area: University Administration
The successful candidate(s) for this position will be subject to a pre-employment background check.
If you are interested in applying for employment with The Johns Hopkins University and require special assistance or accommodation during any part of the pre-employment process, please contact the HR Business Services Office at email@example.com. For TTY users, call via Maryland Relay or dial 711.
The following additional provisions may apply depending on which campus you will work. Your recruiter will advise accordingly.
During the Influenza ("the flu") season, as a condition of employment, The Johns Hopkins Institutions require all employees who provide ongoing services to patients or work in patient care or clinical care areas to have an annual influenza vaccination or possess an approved medical or religious exception. Failure to meet this requirement may result in termination of employment.
The pre-employment physical for positions in clinical areas, laboratories, working with research subjects, or involving community contact requires documentation of immune status against Rubella (German measles), Rubeola (Measles), Mumps, Varicella (chickenpox), Hepatitis B and documentation of having received the Tdap (Tetanus, diphtheria, pertussis) vaccination. This may include documentation of having two (2) MMR vaccines; two (2) Varicella vaccines; or antibody status to these diseases from laboratory testing. Blood tests for immunities to these diseases are ordinarily included in the pre-employment physical exam except for those employees who provide results of blood tests or immunization documentation from their own health care providers. Any vaccinations required for these diseases will be given at no cost in our Occupational Health office.
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