A Graduate School of Education, Health & Psychology
Posting Summary:The Office of Human Resources at Teachers College, Columbia University, is
seeking an HR Manager, Employee Relations Advisor who will serve as a
specialized expert and HR partner, managing complex workplace investigations,
conflict resolution, and labor relations for unionized and non-unionized
groups.
Job Summary/Basic Function:
Reporting to the Director of HR Services, the Employee Relations Advisor will
provide specialized expertise in employee and labor relations, supporting the
effective resolution of workplace concerns and promoting a positive, compliant
work environment across the institution. The role also serves as the primary
HR partner for designated client groups, particularly those with union
representation.
Reporting to the Director of HR Services, the Employee Relations Advisor
partners with HR Business Partners and HR client teams to address complex
employee relations issues while directly supporting assigned departments.
The HR Manager, Employee Relations Advisor will conduct workplace
investigations, advise on sensitive employee matters, support conflict
resolution efforts, and provide guidance on policy interpretation and
compliance. The role also supports labor relations activities, including
collective bargaining administration, contract interpretation, and grievance
management.
As the administrator for the Employee Relations Case Management System, the
incumbent will play a key role in ensuring employee relations practices are
handled in a consistent, equitable, and efficient manner in alignment with
institutional policies, collective bargaining agreements, and applicable
employment laws. The incumbent will also coordinate quarterly updates on
behalf of the Chief Human Resources Officer with key internal stakeholders
(e.g., Office of Community Affairs and Office of General Counsel),
synthesizing key themes and identifying systemic issues. The HR Manager,
Employee Relations Advisor will translate insights into actionable, high-
impact interventions, such as targeted training, policy enhancements, and
process improvements, to strengthen employee relations practices and
organizational effectiveness.
CHARACTERISTIC DUTIES AND RESPONSIBILITIES:
Employee Relations Consulting
Advise HR Business Partners and HR Generalists on complex employee
relations matters to ensure consistent interpretation and application of
HR policies and employment practices across departments.
Provide guidance on workplace concerns, including performance management,
conduct issues, disciplinary actions, and conflict resolution.
Workplace Investigations
Conduct fair and unbiased workplace investigations involving allegations
of misconduct, policy violations, or other workplace concerns.
Develop investigation plans, gather documentation, conduct interviews,
analyze evidence, and determine findings.
Prepare clear and thorough investigation reports with recommendations for
appropriate action.
Ensure investigations are conducted in a fair, timely, and confidential
manner in accordance with institutional procedures.
Work with the HR Business Partner to monitor progress, ensure execution,
and confirm closure of action items and/or sanctions in the department.
Conflict Resolution and Mediation
Facilitate conflict resolution discussions between employees or between
employees and supervisors.
Support early intervention strategies to address workplace concerns before
escalation.
Promote respectful communication and collaborative problem-solving within
departments.
Labor Relations Support
Provide support for labor relations activities in coordination with HR
leadership.
Assist with the interpretation and administration of collective bargaining
agreements.
Support grievance processes, including investigation, documentation, and
preparation for grievance meetings or hearings.
Assist HR leadership in preparing for collective bargaining negotiations
as needed.
Provide guidance to managers on labor contract provisions and workplace
practices related to represented employees.
HR Client Team Collaboration
Partner closely with HR Business Partners and HR Generalists to support
departments across the employee lifecycle.
Provide consultation during complex employee relations situations,
workplace conflicts, or organizational changes.
Support HR client teams in developing appropriate documentation and
response strategies for employee issues.
May act as the primary HR Business partner for a small client group, as
needed
Policy Guidance and Compliance
Provide expert guidance on HR policies, workplace expectations, and
employment practices.
Ensure employee and labor relations matters are handled in compliance with
institutional policies, collective bargaining agreements, and employment
laws.
Assist in the development and improvement of employee relations policies
and procedures. Conduct research as needed to support compliance work and
ensure policies reflect best practices in higher education.
Case Management and Data Analysis
Manage internal department records and database processes.
Maintain accurate and confidential records of employee relations cases and
investigations.
Track and analyze employee relations trends, investigation outcomes, and
workplace issues across departments. Identify patterns or emerging
workplace issues.
Prepare reports and recommendations for the Director of HR Services and HR
leadership to support proactive workplace strategies.
Other duties as assigned
Key Competencies
Employee Relations & Conflict Management - Effectively addresses
workplace issues, mediates conflicts, and ensures fair, consistent
treatment across departments.
Professional Judgment and Confidentiality - Exercises sound judgment
in sensitive matters and maintains strict confidentiality in employee and
labor relations cases.
Influence, Integrity, and Communication Effectiveness - Builds
credibility and trust with managers and employees, providing clear
guidance and fostering collaborative solutions.
Minimum Qualifications:
Bachelor's degree in Human Resources, Business, or related field, or the
equivalent in education, training and experience.
5+ years of progressive HR experience with a minimum of 3 years of
experience conducting investigations and managing complex employee
relations matters in a unionized environment.
Strong knowledge of employment and labor laws, HR compliance, and employee
relations practices.
Excellent interpersonal and conflict resolution skills.
Excellent written and verbal communication skills, with a focus on
preparing clear, concise, and comprehensive reports
Excellent organization, planning, analytical and problem-solving skills.
Strong presentation and facilitation skills.
Ability to manage complex and sensitive matters with discretion and
professionalism
Preferred Qualifications:
Master's degree in Human Resources, Organizational Development, or related
field.
Experience working in higher education or similarly complex organizations.
Professional HR certification (SHRM-CP, SHRM-SCP, PHR, or SPHR).
Experience working within a business partner HR service delivery model.
Salary Range:
$86,000- $96,000
Work Modality:
Hybrid
Competitive Compensation and Benefits
The salary range reflects the College's good faith and reasonable estimate of
the compensation for the position at the time of the job posting. Salary
decisions are dependent on several factors including but not limited to market
and organizational considerations, experience, and qualifications of a
selected candidate as well as internal and external equity.
Our benefits contribute significantly to the total compensation package that
includes medical, dental, vision, and supplemental insurance plans; flexible
and hybrid work schedules; tuition remission; life insurance; short and long-
term disability insurance; an exceptional employer retirement matching
program; health savings accounts (HSA), flexible spending accounts (FSA),
Public Service Loan Forgiveness eligibility, and a robust Employee Assistance
Program (EAP).
Hybrid/Remote
Teachers College maintains a hybrid work environment, which provides employees
with flexible work arrangements while ensuring we preserve the important
aspects of our unique in-person college-campus culture. Depending on role and
business needs, colleagues will either work onsite or in a hybrid model (a
combination of in-office and virtual days). Employees are expected to live
within a 150-mile radius of the College.
