Employee Relations Partner
University of South Florida, Tampa, FL, United States
Organizational Summary
Central HR consists of multiple areas of expertise including Talent Acquisition, Benefits, Classification & Compensation; Employee and Labor Relations; Continuous Process Improvement, HRIS, HR Business Partners and Talent and Learning Management. USF Human Resources is embarking on a multi-year transformation focused on a Human Resources strategy that elevates our people so that the University and culture support a competitive workforce advantage in line with our strategic plan.
Position Summary
Through the Centers for Excellence, the Employee Relations Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The Employee Relations Partner provides guidance in the areas of employee and labor relations matters and may train client departments, employees, and/or members of the University through Organizational Development Training services and upon department request. Serves as the initial service partner for complaints which may involve intake and summarizing complaints and action items forward.
Minimum Qualifications
This position requires a Bachelor's degree and two years of HR related experience; or Master's degree in an area of specialization appropriate for the program. Six years of HR-related experience or a combination of education and experience may substitute for the Bachelor's degree.
Degree Equivalency Clause
Four years of direct experience for a bachelor's degree.
Senate Bill 1310 (SB 1310) Information
The Florida Senate's SB 1310 establishes the following equivalency criteria for postsecondary education and direct experience:
Two years of direct experience for an associate degree
Four years of direct experience for a bachelor's degree
Six years of direct experience for a master's degree
Seven years of direct experience for a professional degree
Nine years of direct experience for a doctoral degree
Related work experience may not substitute for any required licensure, certification, or registration required for the position of employment as established by the public employer and indicated in the advertised description of the position of employment. Minimum qualifications that require a high school diploma are exempt from SB 1310.
Working at USF
With approximately 16,000 employees, the University of South Florida is one of the largest employers in the Tampa Bay area. We are dedicated to cultivating a talented, engaged and driven workforce that strives to be bold. Employees excel in USF's rich academic environment, which fosters their development and advancement. In 2025, Forbes recognized USF as one of Florida's best large employers, ranked No. 1 among the state's 12 public universities. Our first‑class benefits package includes medical, dental and life insurance plans, retirement plan options, employee and dependent tuition programs, generous leave, and hundreds of employee perks and discounts.
Compliance and Federal Notices
This position may be subject to a Level 1 or Level 2 criminal background check.
Family and Medical Leave Act (FMLA)
Applicants for USF employment are entitled to request reasonable accommodations during the application process. A request is to be made at least five (5) working days prior to the time the accommodation(s) is needed.
Equal Employment Opportunity
The University of South Florida is an equal opportunity employer that does not discriminate against any employee or applicant for employment based on any characteristic protected by law. The University maintains affirmative action programs for protected veterans and individuals with disabilities in accordance with all applicable federal and state laws. This job description does not constitute an employment contract.
Responsibilities
Serves as an initial service partner for inquiries that come into Employee Relations. This includes but not limited to, fact gathering upon intake, interpreting and providing appropriate procedures or policies to an individual (employee or supervisor) and documents with a written summary. Has a thorough understanding of laws and policies, procedures and best practices to direct an individual to the appropriate information. This includes being familiar with the website and assisting individuals with navigating to the appropriate information. Maintains the highest level of confidentiality and sensitivity to both conversations and available information.
Interprets laws (FMLA, ADA, FLSA, IRS, etc.), rules, policies, and procedures related to human resources, collective bargaining agreements and leave policies and provides guidance and recommendations to ensure their consistent and equitable application. Partners with the Leave team and consults with management, employees, and others regarding requests for reasonable accommodations under the ADA, FMLA, Workers Compensation and Return to Work Programs. Research accommodation requirements and options, as necessary, and makes recommendations.
Establishes partnerships with the Office of General Counsel working in close collaboration to ensure current HR and Employee Relations practices are in compliance with all applicable policies and regulations; provides assistance and collaboration as needed with investigation matters; works in partnership to create and deliver training on Employee Relations matters. Provides guidance and consultation to supervisors, managers and employees in the area of labor and employee relations, including matters related to performance management, conflict resolution, corrective action and discipline, and contract and policy interpretation.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Works in partnership with HR leadership to develop and establish a culture that advocates collaboration, accountability, employee motivation, employee recognition, and ethics.
Serves as subject matter expert providing guidance on specialized area of responsibility including, but not limited to matters relating to: employee and labor relations, progressive discipline and corrective action, and performance management. Aware of the corrective action processes and ensures the appropriate parties are involved and aware. Assists with employee improvement plans. May perform exit interviews as needed.
Performs other duties as assigned.
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Central HR consists of multiple areas of expertise including Talent Acquisition, Benefits, Classification & Compensation; Employee and Labor Relations; Continuous Process Improvement, HRIS, HR Business Partners and Talent and Learning Management. USF Human Resources is embarking on a multi-year transformation focused on a Human Resources strategy that elevates our people so that the University and culture support a competitive workforce advantage in line with our strategic plan.
Position Summary
Through the Centers for Excellence, the Employee Relations Partner formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The Employee Relations Partner provides guidance in the areas of employee and labor relations matters and may train client departments, employees, and/or members of the University through Organizational Development Training services and upon department request. Serves as the initial service partner for complaints which may involve intake and summarizing complaints and action items forward.
Minimum Qualifications
This position requires a Bachelor's degree and two years of HR related experience; or Master's degree in an area of specialization appropriate for the program. Six years of HR-related experience or a combination of education and experience may substitute for the Bachelor's degree.
Degree Equivalency Clause
Four years of direct experience for a bachelor's degree.
Senate Bill 1310 (SB 1310) Information
The Florida Senate's SB 1310 establishes the following equivalency criteria for postsecondary education and direct experience:
Two years of direct experience for an associate degree
Four years of direct experience for a bachelor's degree
Six years of direct experience for a master's degree
Seven years of direct experience for a professional degree
Nine years of direct experience for a doctoral degree
Related work experience may not substitute for any required licensure, certification, or registration required for the position of employment as established by the public employer and indicated in the advertised description of the position of employment. Minimum qualifications that require a high school diploma are exempt from SB 1310.
Working at USF
With approximately 16,000 employees, the University of South Florida is one of the largest employers in the Tampa Bay area. We are dedicated to cultivating a talented, engaged and driven workforce that strives to be bold. Employees excel in USF's rich academic environment, which fosters their development and advancement. In 2025, Forbes recognized USF as one of Florida's best large employers, ranked No. 1 among the state's 12 public universities. Our first‑class benefits package includes medical, dental and life insurance plans, retirement plan options, employee and dependent tuition programs, generous leave, and hundreds of employee perks and discounts.
Compliance and Federal Notices
This position may be subject to a Level 1 or Level 2 criminal background check.
Family and Medical Leave Act (FMLA)
Applicants for USF employment are entitled to request reasonable accommodations during the application process. A request is to be made at least five (5) working days prior to the time the accommodation(s) is needed.
Equal Employment Opportunity
The University of South Florida is an equal opportunity employer that does not discriminate against any employee or applicant for employment based on any characteristic protected by law. The University maintains affirmative action programs for protected veterans and individuals with disabilities in accordance with all applicable federal and state laws. This job description does not constitute an employment contract.
Responsibilities
Serves as an initial service partner for inquiries that come into Employee Relations. This includes but not limited to, fact gathering upon intake, interpreting and providing appropriate procedures or policies to an individual (employee or supervisor) and documents with a written summary. Has a thorough understanding of laws and policies, procedures and best practices to direct an individual to the appropriate information. This includes being familiar with the website and assisting individuals with navigating to the appropriate information. Maintains the highest level of confidentiality and sensitivity to both conversations and available information.
Interprets laws (FMLA, ADA, FLSA, IRS, etc.), rules, policies, and procedures related to human resources, collective bargaining agreements and leave policies and provides guidance and recommendations to ensure their consistent and equitable application. Partners with the Leave team and consults with management, employees, and others regarding requests for reasonable accommodations under the ADA, FMLA, Workers Compensation and Return to Work Programs. Research accommodation requirements and options, as necessary, and makes recommendations.
Establishes partnerships with the Office of General Counsel working in close collaboration to ensure current HR and Employee Relations practices are in compliance with all applicable policies and regulations; provides assistance and collaboration as needed with investigation matters; works in partnership to create and deliver training on Employee Relations matters. Provides guidance and consultation to supervisors, managers and employees in the area of labor and employee relations, including matters related to performance management, conflict resolution, corrective action and discipline, and contract and policy interpretation.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention. Works in partnership with HR leadership to develop and establish a culture that advocates collaboration, accountability, employee motivation, employee recognition, and ethics.
Serves as subject matter expert providing guidance on specialized area of responsibility including, but not limited to matters relating to: employee and labor relations, progressive discipline and corrective action, and performance management. Aware of the corrective action processes and ensures the appropriate parties are involved and aware. Assists with employee improvement plans. May perform exit interviews as needed.
Performs other duties as assigned.
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