Assistant Director, Employee Relations and Compliance
Choose901, Memphis, TN, United States
The department of Human Resources has an opening an Assistant Director, Employee Relations and Compliance. This position is a key role within our Human Resources team serving as a trusted partner across the institution, providing guidance on employee relations matters, supporting compliance initiatives, and helping to uphold policies that align with our university mission.
First consideration will be given to internal applicants.
Initial screening will begin Friday, April 3, 2026, and will continue every Friday thereafter until filled.
Responsibilities
Performs research and benchmarks best practices in the creation and revision of all HR initiatives, policies and practices. Monitors the yearly review of all HR policies and updates/revises them as needed with input from HR subject matter experts/specialists and staff as well as other Provides leadership and strategic direction for all Employee Relations functions. Oversees the development and implementation of the overall University‑wide Employee Relations programs. Offers confidential support in conflict resolution, mediation, and grievance processes, particularly for sensitive or high‑profile cases. Participates in the Triage Team Committee meetings as needed. Conducts employee‑related investigations and prepares formal investigative reports. Advises employees and supervisors on performance and conduct matters and recommends appropriate actions. Reviews all disciplinary actions, terminations, resignations, and non‑reappointments for consistency and policy compliance. Evaluates the Performance Improvement Plans for alignment with established guidelines. Reviews and executes Reduction in Force (RIF) recommendations in collaboration with HR leadership and in accordance with University policies. Researches and benchmarks best practices to support the creation and revision of HR initiatives, policies, and procedures. Manages the annual HR policy review process, ensuring updates are completed in partnership with HR leadership and staff, content experts and key University groups (e.g., Staff/Faculty Senate). Communicates updates and delivers training on new and revised policies. Collaborates with Employee Learning and Development on performance‑related initiatives and programs that support employee well‑being, including mental and physical health resources. In collaboration with the SHRBPs and the Benefits Specialist, serves as the initial point of contact for employees experiencing loss or grief. Facilitates and monitors EAP referrals. Leads the Performance Management Program for faculty and staff, including annual training facilitation. Reviews performance evaluations and follows up with departments as needed. Summarizes Stay and Exit Interview findings, identifies trends, and consults with HR Leadership and SHRBPs to support operational improvements and retention strategies. Identifies recurring issues and recommends associated training needs. Manages the Employee Behavioral Intervention Program and participates in the Student Behavioral Intervention Team as needed for investigations involving threats, aggression, and/or violence. Serves as a backup representative on the Emergency Management and Recovery Team. Oversees unemployment compensation processes, including claim research, responses, and invoice accuracy review. Performs other duties as assigned.
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Performs research and benchmarks best practices in the creation and revision of all HR initiatives, policies and practices. Monitors the yearly review of all HR policies and updates/revises them as needed with input from HR subject matter experts/specialists and staff as well as other Provides leadership and strategic direction for all Employee Relations functions. Oversees the development and implementation of the overall University‑wide Employee Relations programs. Offers confidential support in conflict resolution, mediation, and grievance processes, particularly for sensitive or high‑profile cases. Participates in the Triage Team Committee meetings as needed. Conducts employee‑related investigations and prepares formal investigative reports. Advises employees and supervisors on performance and conduct matters and recommends appropriate actions. Reviews all disciplinary actions, terminations, resignations, and non‑reappointments for consistency and policy compliance. Evaluates the Performance Improvement Plans for alignment with established guidelines. Reviews and executes Reduction in Force (RIF) recommendations in collaboration with HR leadership and in accordance with University policies. Researches and benchmarks best practices to support the creation and revision of HR initiatives, policies, and procedures. Manages the annual HR policy review process, ensuring updates are completed in partnership with HR leadership and staff, content experts and key University groups (e.g., Staff/Faculty Senate). Communicates updates and delivers training on new and revised policies. Collaborates with Employee Learning and Development on performance‑related initiatives and programs that support employee well‑being, including mental and physical health resources. In collaboration with the SHRBPs and the Benefits Specialist, serves as the initial point of contact for employees experiencing loss or grief. Facilitates and monitors EAP referrals. Leads the Performance Management Program for faculty and staff, including annual training facilitation. Reviews performance evaluations and follows up with departments as needed. Summarizes Stay and Exit Interview findings, identifies trends, and consults with HR Leadership and SHRBPs to support operational improvements and retention strategies. Identifies recurring issues and recommends associated training needs. Manages the Employee Behavioral Intervention Program and participates in the Student Behavioral Intervention Team as needed for investigations involving threats, aggression, and/or violence. Serves as a backup representative on the Emergency Management and Recovery Team. Oversees unemployment compensation processes, including claim research, responses, and invoice accuracy review. Performs other duties as assigned.
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