Thank you for your interest in employment with our institution. We want your application process to go smoothly and quickly. We ask that you keep in mind the following when completing your application:
If you need assistance or have questions regarding the application process, please contact:
Human Resources
humanresources@wnc.edu
Job Description
Administrative Faculty, Non Tenure Track, Benefits Eligible.
Position Overview
The Employee Relations Manager administers day-to-day employee and labor relations; analyzes, advises on, tracks, manages, mediates, and resolves employee relations cases; advises employees seeking assistance with workplace problems; assists supervisors in utilizing best practices when addressing employee relations issues; increases supervisors’ abilities to positively impact employee performance, conduct, and morale; identifies and works to correct issues affecting workplace morale and productivity; develops and maintains systems that support positive employee relations; provides education for supervisors and managers, and develops and administers training; and collaborates with the CHRO & CoS, General Counsel, HR Manager, and Civil Rights Specialist on employee and labor relations matters.
The position reports to the CHRO & CoS. The incumbent will be based on the Carson City campus with occasional travel to the Fallon and Douglas campuses, and occasional travel for training and conferences. The hours are generally Monday – Friday from 8:00am – 5:00 pm.
Job Duties
Employee Relations
Interpret and apply applicable Federal and State employment laws and regulations, Nevada Administrative Code, Board of Regents (BOR) Handbook, Nevada System of Higher Education (NSHE) Procedures and Guidelines Manual, WNC policy and bylaws, and Collective Bargaining Agreements, including consideration of past practice and precedent
Advise both supervisors and employees on employee relations matters
Instruct and assist supervisors and managers with coaching, discipline, grievance, termination and other employee relations matters
Assist management and supervisors with the development of documents used to address performance management and behavior concerns
Develop, compile, and maintain employee relations templates and documents
Review applicable investigation reports, analyze the matter within compliance frameworks, and recommend appropriate personnel action
Write disciplinary documents, ensure due process, and meet specified timelines
Identify and develop pre-disciplinary review officers and coordinate pre-disciplinary reviews
Represent WNC before the Employee Management Committee, Personnel Hearing Officers, and other applicable hearing/appeal bodies
Assist General Counsel with employment-related case preparation, responses, and appeals
Confer with Business Center North (BCN) on classified employee grievance and disciplinary proceedings
Manage positive drug and alcohol screens and refusals to test
Periodically review the status of required licenses and certifications and address suspensions or revocations
Manage Fitness for Duty cases
Monitor probationary and trial periods and consult regularly with supervisors to ensure informed decisions are made prior to the conclusion of probationary and trial periods
Manage involuntary transfers, releases during probationary periods, reversions during trial periods, notices of non-reappointment/termination, and non-renewal of temporary appointments
Monitor for challenges and opportunities to enhance culture and the employee experience, make recommendations for improvements
Work with the Human Resources team to plan, organize, and conduct employee appreciation activities
Labor Relations
Represent WNC administration in CBA negotiations
Monitor changes to collective bargaining agreements (CBA) and ensure compliance
Develop relationships with employee and labor representatives
Independently manage and resolve CBA issues with union representatives
Guide employees and supervisors through the State and/or CBA grievance and appeal processes
Performance Management
Oversee performance management processes
Monitor employees who have been issued Does Not Meet Standards/Unsatisfactory performance evaluations and consult regularly with supervisors to provide assistance in managing the below standard performance
Position Management
Provide guidance and feedback on the development of administrative faculty position descriptions
Analyze updated administrative faculty position descriptions against a grade rubric and comparable positions, determine if significant change has occurred, determine an appropriate grade based on the level and complexity of job duties, revise internal processes for conducting position analysis
Create, modify, and expire positions in Workday
Data and Records
Serve as the custodian of personnel records
Function as designated lead for employee record requests and personnel file reviews
Maintain, develop, and deliver systems, projects, metrics, and reports as directed
Implement stay and exit surveys
Review individual exit survey responses to identify successes, challenges, issues, and opportunities for improvement
Analyze aggregate exit survey data to identify trends
Share aggregate data with leadership and make recommendations for improvements
Assist with climate or culture surveys as directed
Training
Manage mandatory supervisor training compliance
Develop and facilitate training on various employee relations topics
Manage employee training platforms
Review and recommend targeted training to help address employee or department concerns
Policy & Procedure
Develop and implement new policies and procedures as needed
Review HR policies and procedures for any technical updates or substantive changes needed
Review new policies and policy updates proposed by other departments and advise or provide input as appropriate
Other
Monitor federal and State lawmaking sessions and assess bills in relation to areas of responsibility
Assist with fiscal notes for Nevada legislative sessions
Stay current on best practices and trends in the field and advise leadership as appropriate
Other related duties as assigned
Minimum Qualifications
Bachelor's degree AND
Four years of related professional experience, reflected on résumé, which includes:
Employee Relations
Labor Relations
Interpreting and administering complex laws, regulations, and policies
An equivalent combination of education and experience may be substituted for the bachelor’s degree. A minimum of an associate’s degree is required
Preferred Qualifications
Collective Bargaining Agreement Negotiation experience
Experience representing an organization to external agencies and before hearing and appeal bodies
Developing and conducting training
SPHR, PHR, SHRM-SCP, or SHRM-CP certification
Department Contact Information:
Melody Duley, CHRO & Chief of Staff:
melody.duley@wnc.edu
melody.duley@wnc.edu
Minimum Starting Salary Information:
This position is at a salary grade D. The minimum of the placement range is $94,881.02. The selected candidate will be placed at or above the minimum based on education and experience. WNC's placement range falls within the NSHE salary schedule: NSHE ADMINISTRATIVE SALARY SCHEDULE
Retirement – NSHE Faculty Retirement Plan Alternative (RPA)
All faculty and professional staff working at least half-time equivalent must participate in the NSHE Faculty Retirement Plan Alternative (RPA) as a condition of employment. The current contribution rate is 19.25%. Your contribution is matched by the College at 19.25%.
Your contributions are made by pre-tax salary reduction and you are 100% vested from your first day. You choose how to invest your own and NSHE’s contributions. The plan administrator provides dedicated financial consultants that are available to assist you in your investment deliberations. NSHE provides participants with a three-tiered investment line-up that provides investment options for everyone, from the less engaged investor to the investor who prefers to more actively manage their retirement savings. The tiered structure provides a simplified investment selection process, allowing you to make your decision based on your investment expertise and comfort level. See Your Retirement Benefits for additional information.
Faculty and staff who have previously participated in the Public Employees’ Retirement System of Nevada (PERS) may be required to continue participation in PERS.
The Nevada System of Higher Education (NSHE) does not participate in the federal Social Security System but does contribute to the federal Medicare program. This means that while you are employed by NSHE neither you nor NSHE contribute to Social Security and you do not earn a Social Security benefit.
Perks of Working at WNC
Beautiful campus located along numerous biking and walking trails
Voluntary supplemental retirement plans, both pre-tax and Roth options available (403b, 457b plans)
Employer paid Long Term Disability (LTD) Program
Health insurance options including dental and vision - Health Insurance
Generous annual leave (A contract), sick leave (A & B contract), 12 paid holidays - Faculty Benefits
The WNC Fitness Center offers Faculty and Staff membership WNC Fitness Center
ComPsych our Employee Assistance Program offers resources and assistance to Faculty and Staff
Discounted WNC Staff rates for our Child Development Center which has received Four Star Recognition from the Nevada Silver Star Quality Rating and Improvement System
Voluntary benefits including accident, disability, legal services, and more – Voluntary Benefits
An administrative faculty senate represents full-time, administrative faculty
Free parking and plenty of it!
No State income tax!
Education Benefits for Faculty Employees and Family Members
WNC is proud to provide a reduced-rate tuition benefit to faculty and their qualified dependents. Faculty can take up to six credits per semester at a reduced rate. Qualified dependents of faculty can take unlimited credits per semester. More information can be found in the Board of Regents Handbook.
Yes
Full-Time Equivalent
100.0%Required Attachment(s)
Resume
Contact information for three professional references
This posting is open until filled
Qualified individuals are encouraged to apply immediately. Lists of eligible candidates will be established and hiring may occur early in the recruiting process. Recruitment will close without notice when a sufficient number of applications are received or a hiring decision has been made.
Posting Close Date
Note to Applicant
TITLE IX STATEMENT
WNC is committed to providing a place of work and learning free of discrimination on the basis of a person’s age (40 or older), disability, whether actual or perceived by others (including service-connected disabilities), sex (including pregnancy or related conditions), military status or military obligations, sexual orientation, gender identity or expression, genetic information, national origin, race (including hair texture and protective hairstyles such as natural hairstyles, afros, bantu knots, curls, braids, locks and twists), color, or religion.
WNC does not discriminate on the basis of sex in any education program or activity that it operates. The college's commitment to nondiscrimination in its education programs and activities extends to applicants for admission and employment.
Inquiries concerning the application of these provisions and/or questions as to how to file a complaint of unlawful discrimination may be referred to WNC's Civil Rights Specialist & Title IX Coordinator:
Victor Navarro at TitleIX@wnc.edu or (775) 445-4235
Western Nevada College
2201 West College Parkway
Bristlecone Building, Room 154
Carson City, NV 89703
Applicants should fully describe their qualifications and experience with specific reference to each of the minimum and preferred qualifications. The search committee will use this information during the initial review of application materials.
This position may require that a criminal background check be conducted on the candidate(s) selected for hire.
HR will attempt to verify academic credentials upon receipt of hiring documents. If the academic credentials cannot be verified, HR will notify the faculty member that an official transcript of their highest degree must be submitted within thirty days of the faculty member’s first day of employment.
References will be contacted at the appropriate phase of the recruitment process.
As part of the hiring process, applicants for positions in the Nevada System of Higher Education may be required to demonstrate the ability to perform job-related tasks.
For positions that require driving, evidence of a valid driver's license will be required at the time of hire and as a condition of continued employment.
All document(s) must be received on or before the closing date of the job announcements (if a closing date is provided).
Schedules are subject to change based on organizational needs.
Western Nevada College does not sponsor Visas. All applicants must be eligible to work in the United States, without sponsorship, at the time of hire and as a condition of continued employment.