Manager I, Employee Relations (226 Days)

Manage the employee grievance and mediation processes; assign cases, monitor applicable deadlines, review case documentation and recommendations, and ensure consistent procedures and timely resolution of employee concerns.
Supervise, train, coach, and evaluate assigned staff; establish performance expectations, allocate workloads, and hold staff accountable for case quality, responsiveness, and deadlines.

• Direct the handling of complex or sensitive employee relations matters; use de-escalation strategies, review facts and recommendations, maintain confidentiality, and escalate matters to HCM leadership or legal counsel as appropriate.
• Guide staff and supervisors in applying District policies and relevant employment requirements; coordinate with HCM leadership and legal counsel on interpretation and implementation, as appropriate.
• Oversee the development and delivery of training and guidance for managers and supervisors on performance management, disciplinary actions, workplace conflict, and grievance procedures; assess needs and update training as needed.
• Establish and maintain effective working relationships with employees, supervisors, department leaders, and other stakeholders to address workplace concerns and support consistent resolution of disputes.
• Develop and maintain employee relations procedures, case documentation standards, and quality controls; coordinate work across departments and ensure confidential records are handled appropriately.
• Oversee preparation and review of reports, analyses, and presentations for HCM leadership; monitor caseloads, timeliness, outcomes, and recurring concerns, and recommend actions aligned with District goals.
• Evaluate the effectiveness of grievance, mediation, training, and related employee relations services; identify trends, implement approved improvements, and monitor results.
• Lead on-site collaboration with department leadership, staff, and stakeholders to coordinate employee relations services, communicate expectations, and address barriers to timely service delivery.
• Perform all other tasks and duties as assigned.

Manage the employee grievance and mediation processes; assign cases, monitor applicable deadlines, review case documentation and recommendations, and ensure consistent procedures and timely resolution of employee concerns.
Supervise, train, coach, and evaluate assigned staff; establish performance expectations, allocate workloads, and hold staff accountable for case quality, responsiveness, and deadlines.

• Direct the handling of complex or sensitive employee relations matters; use de-escalation strategies, review facts and recommendations, maintain confidentiality, and escalate matters to HCM leadership or legal counsel as appropriate.
• Guide staff and supervisors in applying District policies and relevant employment requirements; coordinate with HCM leadership and legal counsel on interpretation and implementation, as appropriate.
• Oversee the development and delivery of training and guidance for managers and supervisors on performance management, disciplinary actions, workplace conflict, and grievance procedures; assess needs and update training as needed.
• Establish and maintain effective working relationships with employees, supervisors, department leaders, and other stakeholders to address workplace concerns and support consistent resolution of disputes.
• Develop and maintain employee relations procedures, case documentation standards, and quality controls; coordinate work across departments and ensure confidential records are handled appropriately.
• Oversee preparation and review of reports, analyses, and presentations for HCM leadership; monitor caseloads, timeliness, outcomes, and recurring concerns, and recommend actions aligned with District goals.
• Evaluate the effectiveness of grievance, mediation, training, and related employee relations services; identify trends, implement approved improvements, and monitor results.
• Lead on-site collaboration with department leadership, staff, and stakeholders to coordinate employee relations services, communicate expectations, and address barriers to timely service delivery.
• Perform all other tasks and duties as assigned.

• Bachelor’s Degree from an accredited university in a related field.
• S-PHR preferred.
• SHRM-CP preferred.
• 5+ years of direct experience in Human Resources, employee relations, and/or educational administration.
• 3-5 years of supervisory experience.
• Ability to supervise and develop staff, establish priorities, manage workloads, and hold staff accountable for timely and accurate work.
• Ability to exercise sound judgment, resolve complex problems, and use mediation and de-escalation skills in sensitive or volatile situations.
• Ability to lead through change, organize competing priorities, improve processes, and meet deadlines in a changing environment.
• Knowledge of laws, policies, regulations, principles, and practices related to human resources, employee relations, grievances, performance management, and disciplinary actions.
• Ability to protect confidential information, communicate effectively orally and in writing, deliver training, and use Microsoft Office and HR systems to manage cases and analyze data.

• Bachelor’s Degree from an accredited university in a related field.
• S-PHR preferred.
• SHRM-CP preferred.
• 5+ years of direct experience in Human Resources, employee relations, and/or educational administration.
• 3-5 years of supervisory experience.
• Ability to supervise and develop staff, establish priorities, manage workloads, and hold staff accountable for timely and accurate work.
• Ability to exercise sound judgment, resolve complex problems, and use mediation and de-escalation skills in sensitive or volatile situations.
• Ability to lead through change, organize competing priorities, improve processes, and meet deadlines in a changing environment.
• Knowledge of laws, policies, regulations, principles, and practices related to human resources, employee relations, grievances, performance management, and disciplinary actions.
• Ability to protect confidential information, communicate effectively orally and in writing, deliver training, and use Microsoft Office and HR systems to manage cases and analyze data.

Human Capital Management (750)
9400 N CENTRAL EXPRESSWAY
14TH FLOOR
Dallas, 75231

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