Manager, Employee Relations & Talent Development

Title: Manager, Employee Relations & Talent Development

Agency: Virginia Peninsula Community College

Location: Hampton - 650

FLSA: Exempt

Hiring Range: $80,000-$86,000

Full Time or Part Time: Full Time

Additional Detail

Job Description:

The mission of Virginia Peninsula Community College (VPCC) is to change lives and transform our community through diverse, inclusive, and equitable education and workforce training, excellent support and services, and innovative partnerships. The Office of Human Resources (HR) seeks to attract, develop, and retain a talented workforce dedicated to the success of our employees, students, and the community. HR is committed to fostering an environment of respect, collaboration, and continuous learning, ensuring that every employee is supported, empowered, and equipped to contribute to the college's mission of academic excellence and community service.

The Manager of Employee Relations & Talent Development serves as the college subject matter expert and strategic leader for employee relations, workplace investigations, grievance administration, policy interpretation, compliance, and manages organizational learning initiatives. This position provides leadership and consultation to employees and supervisors across the College and partners with others to aid in the success of the orgainzation.

The job duties/responsibilities of the include and are not limited to:

• Employee Relations Leadership: Serve as primary resource for employee relations consultation, investigations, coaching, performance management, discipline, labor relations support, and supervisor training.
• EEOC & External Complaint Management: Lead EEOC/OCR responses, partner with counsel and leadership, identify trends, and standardize investigation protocols.
• Grievance Process Administration: Serve as grievance SME, advise on procedures and hearings, coordinate compliance, and maintain records.
• Policy Interpretation & Compliance: Interpret policies and laws, develop guidance, monitor legislative changes, and recommend updates.
• Training, Capacity Building & College Support: Manage the Talent Development Specialist position and aid in development and deliverance of training. Lead direct report in conducting needs assessments, coaching leaders, and lead organizational development initiatives.
• Performance Mangement: Develops and manages a comprehensive performance management system that focuses on goal setting, performance review and a performance improvement process. Directs the Talent Development Specialist and takes an active role in organizing efforts focused on evaluation processes for all employees.
• Data, Reporting & Continuous Improvement: Maintain records, analyze trends, develop metrics, and recommend process improvements.Committee Participation: Support organizational initiatives by participating with various committees including but not limited to Title IX representation and Threat Assessment.
• Performs other duties as assigned withihn the scope of knowledge, skills, and abilties associated with the role.

Minimum Qualifications:

Required:

• Progressive HR experience in employee relations, investigations, compliance, grievance administration, and training and development.
• Knowledge of employment laws, policies, and HR best practices.
• Strong communication, facilitation, and analytical skills.
• Proficiency in Microsoft Office Suite and Human Capital Management systems.

Knowledge:

• Comprehensive knowledge of employee relations principles, practices, and procedures, including performance management, corrective action, workplace investigations, conflict resolution, and disciplinary processes.
• Thorough knowledge of federal and state employment laws and regulations, including Equal Employment Opportunity (EEO), Title VII, ADA, FMLA, FLSA, Title IX, and other applicable employment statutes.
• Knowledge of grievance administration, complaint resolution processes, and administrative hearing procedures.
• Knowledge of human resources policies, procedures, best practices, and compliance requirements.
• Knowledge of organizational development, adult learning principles, leadership development, talent management, and employee engagement strategies.
• Knowledge of workplace investigation techniques, evidence collection, interview methodologies, report writing, and case management practices.
• Knowledge of data analysis, performance metrics, and continuous improvement methodologies.
• Knowledge of higher education organizational structures, governance processes, and public-sector employment practices preferred.

Skills

• Exceptional employee relations and conflict resolution skills with the ability to navigate highly sensitive and complex workplace situations.
• Skilled in conducting workplace investigations, interviewing employees and witnesses, analyzing facts, and developing defensible recommendations.
• Strong coaching and consulting skills with the ability to influence and develop supervisors, managers, and leaders.
• Excellent verbal, written, presentation, and facilitation skills, including the ability to communicate complex information clearly to diverse audiences.
• Strong analytical and critical thinking skills with the ability to assess risks, identify trends, and develop practical solutions.
• Skilled in developing, delivering, and evaluating training programs and organizational development initiatives.
• Effective project management and organizational skills with the ability to manage multiple priorities and meet deadlines.
• Strong relationship-building and collaboration skills with the ability to work effectively across departments and organizational levels.
• Proficiency in Microsoft Office Suite, Human Capital Management (HCM) systems, case management systems, learning management systems, and data reporting tools.
• Skilled in preparing reports, policy guidance documents, training materials, and correspondence for executive leadership and external agencies.

Abilities

• Ability to interpret and apply employment laws, regulations, policies, and procedures consistently and objectively.
• Ability to exercise sound judgment, discretion, and professionalism while handling highly confidential and sensitive matters.
• Ability to lead complex investigations and employee relations matters from intake through resolution.
• Ability to manage and prioritize multiple projects, cases, and competing deadlines in a fast-paced environment.
• Ability to develop and maintain effective working relationships with employees, supervisors, administrators, legal counsel, and external agencies.
• Ability to identify organizational needs and implement strategic talent development and employee engagement initiatives.
• Ability to analyze workforce data, identify trends, and recommend data-driven improvements.
• Ability to supervise, mentor, and develop staff while fostering a culture of accountability, collaboration, and continuous learning.
• Ability to facilitate difficult conversations, mediate disputes, and build consensus among diverse stakeholders.
• Ability to represent the institution effectively on committees, workgroups, compliance reviews, investigations, and organizational initiatives.
• Ability to maintain impartiality, fairness, and credibility when addressing workplace concerns and conducting investigations.
• Ability to adapt to changing organizational priorities, legislative requirements, and workforce needs while maintaining high-quality service delivery.

Additional Considerations:

• SHRM-SCP, SHRM-CP, SPHR, PHR, Title IX, mediation, labor relations, and/or change management credentials.
• Experience in higher education, community colleges, public sector, or decentralized organizations.
• Experience leading complex investigations, EEOC responses, grievances, labor relations matters, and enterprise-wide learning initiatives.