Interim Senior Employee and Labor Relations Partner

Job Profile Summary

Brandeis University is seeking a strategic, highly motivated, and compliance-driven Interim Sr. Employee and Labor Relations Partner to assist in planning, organizing, and directing key human resources and labor operations. The position is responsible for supporting the labor and employee relations strategy to enhance a positive work environment that promotes safety and productivity, employee satisfaction, effective communication, and a culture of teamwork and trust.

This hybrid position performs both employee and labor relations functions on an Interim basis.

Core Responsibilities

- Employee Relations (40%): Advise leaders on performance management, workforce planning, and policy interpretation; resolve workplace issues to ensure a consistent campus experience.
- Labor Relations (40%): Assist in CBA administration, contract negotiations, impact bargaining, and arbitrations. Investigate grievances and mediate disputes in partnership with HR leadership and Counsel.
- Policy & Training (20%): Co-develop compliant HR policies and deliver manager training on conflict resolution and performance management.

Employee Relations (40%)

- 20% — Provide HR advice on employee retention, benefits, compensation, workforce planning, performance management, and CBA interpretation. Escalate complex inquiries to subject-matter experts.
- 20% — Meet regularly with assigned unit leaders to understand operational goals and provide aligned HR guidance consistent with University policy.

Labor Relations (40%)

- 20% — Support the Interim Director in administering CBAs and collaborating with legal counsel. Prepare for and participate in labor-management meetings, contract negotiations, impact bargaining, and arbitrations; record notes and track action items.
- 20% — Serve as an alternate point of contact for grievances, disputes, and discipline. Conduct thorough investigations, mediate conflicts, facilitate resolution efforts, and guide managers and union reps in accordance with CBAs and institutional policy.

Combined Employee & Labor Relations (20%)

- 10% — Partner with HR leadership and legal teams to draft, revise, and communicate policies and procedures, ensuring compliance with labor laws and contractual obligations.
- 10% — Develop and deliver manager and staff training on performance management, conflict resolution, and navigating difficult conversations.

Key Competencies & Skills

- Labor & Legal Knowledge: Solid grasp of labor/employment laws and ability to interpret complex CBAs and institutional policies.
- Conflict Resolution & Investigations: Skilled in analyzing complex workplace issues, conducting impartial investigations, and mediating disputes effectively.
- Communication & Influence: Strong written, verbal, and presentation skills; able to draft clear legal/management communications and build trust across all University levels.
- Autonomy & Discretion: Ability to manage confidential information with discretion and work independently under minimal supervision.

The hourly pay range for the position is $55.55/hr - $62.42/hr.

Job Requirements:

Education, Experience & Certifications

- Education: Bachelor’s degree in labor relations, HR management, business administration, or a related field; master’s degree or JD preferred.
- Experience: At least 8 years of Employee and Labor Relations experience, with expertise in workplace investigations, conflict resolution, or collective bargaining; higher education experience preferred.
- Certifications: SHRM-CP/SCP or PHR/SPHR certification preferred.

Required Skills & Qualifications

- Communication & Writing: Ability to write clear, legally sound, persuasive communications (e.g., grievance responses, management positions) and deliver effective presentations across all organizational levels.
- Contract & Policy Interpretation: Demonstrated ability to interpret and explain complex collective bargaining agreements, policies, and procedures to faculty, staff, and leadership, paired with solid knowledge of labor and employment laws (including public sector labor law).
- Analytical Problem-Solving: Skill in analyzing employee/labor relations data and practices to identify root issues, evaluate options, and recommend practical solutions.
- Relationship Building & Collaboration: Proven ability to quickly build trust and credibility with administrators, faculty, staff, and external partners, while collaborating effectively with colleagues to resolve organizational issues.
- Execution & Discretion: Ability to work independently, reprioritize in a fast-paced environment, and exercise strict discretion with sensitive and collective bargaining information.

Pay Range Disclosure

The University's pay ranges represent a good faith estimate of what Brandeis reasonably expects to pay for a position at the time of posting. The pay offered to a selected candidate during hiring will be based on factors such as (but not limited to) the scope and responsibilities of the position, the candidate's work experience and education/training, internal peer equity, and applicable legal requirements.

Equal Opportunity Statement

Brandeis University is an equal opportunity employer which does not discriminate against any applicant or employee on the basis of race, color, ancestry, religious creed, gender identity and expression, national or ethnic origin, sex, sexual orientation, pregnancy, age, genetic information, disability, caste, military or veteran status or any other category protected by law (also known as membership in a "protected class").