***Employee Relations Administrator (Hr Iv) - Dora/Edo - Hybrid Workplace Arrangement***

Hybrid Workplace Arrangement:

Although this position will be designated under the department's Hybrid Workplace program, it will still be required to report to the department office on a scheduled basis and at the discretion of the supervisor, based on business need.

This announcement may be used to fill multiple vacancies.

The Department of Regulatory Agencies (DORA) is dedicated to preserving the integrity of the marketplace and is committed to promoting a fair and competitive business environment in Colorado.

Consumer protection is our mission.

The purpose of the Human Resources work unit is to provide strategic human resource management services to the Department of Regulatory Agencies in areas including, but not limited to, job evaluation; recruitment, comparative analysis development and administration, and selection; training development and administration; progressive discipline; grievances and appeals; employee relations and communications; workforce and organizational development; compensation administration; lay-offs; performance management, planning and evaluation; partnership agreement administration; rules and laws compliance review and interpretation; worker's compensation; short-term disability; leave management and tracking; benefits administration; and to conduct a variety of personnel research and record keeping functions.

Employee Relations

Employee relations activities include enhancing relationships between management and employees, especially with respect to the facilitation of dispute resolution and coordination of mediation; performance management and progressive discipline; coaching and performance improvement planning; complaint management and tracking; personnel investigations; consultation to management; and drafting of personnel policies, procedures, and resources.

DORA Employee Relations Administrator

This position serves as the Employee Relations Administrator in the DORA Human Resources Office. Duties and responsibilities will be performed under the guidance and supervision of the HR Director and HR Supervisor.

This position works to promote the development and growth of collaborative employee-employer relationships. Duties include but are not limited to the following:

Ensures understanding of and compliance with state personnel rules; state and department policies and procedures; state and federal laws; and best practices in employee relations in the public sector.

1. Administration of Performance Management and Progressive Discipline - 25%

   1. Administers guidance, processes, and procedures related to performance management, progressive discipline, grievances, and conflict resolution.

   2. Advises supervisors in the development of appropriate performance plans to meet program goals and plans to support employee development (e.g. skill and knowledge enhancement).

   3. Makes recommendations on potential training opportunities for employee career and skill development.

   4. Assist the HR Director in the administration of the performance management cycle and related activities (progress reviews, performance evaluations, training sessions, etc)

   5. Administration of matters related to progressive discipline including conducting consultation meetings with supervisors; using personnel rules, technical guidance, department and state policies, and direction/guidance from HR leadership to identify action plan; reviewing and editing performance improvement plans, corrective actions, disciplinary actions, and supervisor correspondence; monitoring milestones and progress; escalating complex issues to the HR Director, as appropriate, for consultation with legal counsel.

   6. Provide guidance and technical assistance to employees and managers to ensure personnel rules are followed, and reviews corrective and disciplinary actions for legal sufficiency

   7. Responsible for maintaining accurate and confidential employee records, including investigation reports, disciplinary actions, and grievances

   8. Tracking, analyzing, and providing a report on performance management and progressive discipline activity

1. Dispute Resolution and Complaint Management - 25%

   1. Assists department management in resolving or preventing workplace conflicts, grievances and disagreements by creating action plans to address challenges

   2. Work to resolve disputes at the lowest possible level by working collaboratively with employees and supervisors and applying appropriate state and department policies/procedures; state personnel rules; and applicable state and federal laws

   3. Conducts facilitated discussions and coordinates mediation sessions, according to department procedures and sound HR practices.

   4. Receive complaints; analyze and evaluate information; identify issues; prepare plans; conduct interviews; collect information; make determinations for violations of policies, procedures or laws; and/or opportunities for alternative dispute resolution.

   5. Coordinate, monitor, and track all levels for complaints, including maintaining designated repository, in compliance with applicable rules, laws, policies, and procedures.

   6. Grievance processing, including facilitating, monitoring, and tracking grievance procedures and related activities.

   7. Ensure appropriate records are maintained in compliance with applicable rules, laws, policies, and procedures.

   8. Tracking and analyze employee relations data to identify trends and propose proactive solutions

1. Investigations, Fact-finding, and Reporting - 20%

   1. Working closely with HR leadership, conducts preliminary investigations and fact-finding inquiries into workplace complaints (e.g. interpersonal and workplace conflicts; allegations of discrimination, sexual harassment, or workplace violence; concerns related to conduct in the workplace which may violate state and department policies and procedures or state or federal laws, etc). May assist HR leadership in the facilitation of third-party investigations.

   2. Draft comprehensive investigative reports; present investigative outcomes, findings and recommendations to decision makers; and assist in identifying acceptable solutions and recommend appropriate remediation action, including potential corrective and/or disciplinary action.

   3. Assist in the preparation of written agency position statements and information for complaints and investigations conducted by the State Personnel Board, federal Equal Employment Opportunity Commission (EEOC), and/or the Colorado Civil Rights Division (CCRD).

   4. Responsible for maintaining accurate and confidential employee records, including investigation reports, disciplinary actions, and grievances. Will collect documentation, track and maintain accurate and appropriate records and reporting

   5. Tracking, analyzing, and providing a report on investigative and fact-finding activity

1. Employee Relations Resource Development and Consultation - 15%

   1. Work with the Director of Human Resources and HR Supervisor to provide comprehensive employee relations expertise, advice, consultation, and/or resources to supervisors, managers and human resources staff, ensuring the proper interpretation and administration of state and department policies and procedures; personnel rules; and state and federal laws.

   2. Plan and coordinate special research assignments regarding functional and operational problems and issues to develop and recommend courses of action or corrective actions.

   3. Assist in the creation and delivery of training and coaching to supervisory staff on employee relations matters including performance management, workplace policy application, and appropriate remediation measures.

   4. Draft resources, policies, guidelines, notices, training materials to enhance understanding of best methods to address employee relations issues.

   5. Work collaboratively with other human resource professionals and leaders in the department to provide the best outcome for the agency.

1. Special Projects - 15%

   1. The position manages and administers various special projects with sound business practices, as assigned by the HR Director, HR Team Lead, and/or Chief Administrative Officer. This includes:

      • conducting extensive and specialized research and/or studies;

      • compiling and reporting data;

      • project management and implementation;

      • and/or drafting and presenting recommendations to the HR Director, HR Team Lead, and/or Chief Administrative Officer.

   2. May contribute to special projects, support, and/ or collaborate with other HR program areas, on an as needed basis (e.g. selection, job evaluation, EDI, HR operations, ADA, unemployment, etc.). Supports employee engagement and other HR initiatives. Other duties as assigned.

Note: Job duty percentages are approximate and subject to change.

MINIMUM QUALIFICATIONS (MQs):

There are two ways to qualify for this position: 1) Experience OR 2) A Combination of Education and Experience

Option 1: Experience

• Seven (7) years of full-time professional* work experience with a primary focus on employee relations, including workplace investigations and/or compliance with labor and employment laws.

Option 2: A Combination of Education AND Experience

• Graduation from an accredited college or university with a bachelor's degree in human resource management, industrial/organizational psychology, business administration, business management, or a field of study related to the work assignment; AND
• Three (3) years of full-time professional* work experience with a primary focus on employee relations, including workplace investigations and/or compliance with labor and employment laws.

SUBSTITUTIONS: A master's or doctorate degree from an accredited college or university in human resource management, industrial/organizational psychology, business administration, business management, or a field of study related to the work assignment will be substituted for the bachelor's degree requirement. Partial credit toward the degree requirement will be given for completed college/university coursework that did not result in a degree.

*Professional work involves exercising discretion, analytical skill, judgment and personal accountability and responsibility for creating, developing, integrating, applying, and sharing an organized body of knowledge that characteristically is: uniquely acquired through an intense education or training regimen at a recognized college or university; equivalent to the curriculum requirements for a bachelor's or higher degree with major study in or pertinent to the specialized field; and continuously studied to explore, extend, and use additional discoveries, interpretations, and application and to improve data, materials, equipment, applications and methods.

Document this experience in your application IN DETAIL, as your experience will not be inferred or assumed. Part-time experience will be prorated.

Preferred Qualifications/Competencies:

• Experience as a human resources professional in a public sector environment or in a government agency.

• State HR experience in employee relations.

• HR Experience working with and knowledge of the Colorado State Personnel Rules, state regulations, and state HR guidelines.

• Demonstrated experience working in a fast-paced environment and adapting to shifting priorities, as needed.

• Experience conducting workplace investigations, particularly with regard to Title VII;

• Experience with Labor Relations/Collective Bargaining/Unions;

• Advising/mentoring/coaching skills and experience;

• Process improvement and project management experience

• Current State of Colorado SPCP certifications in Selection, Job Evaluation, and/or Personal Services.

Required Competencies: The following knowledge, skills, abilities, and personal characteristics are required competencies and may be considered during the selection process (including examination and/or interview):

• Knowledge and comprehensive understanding of theories, principles, and best practices of human resources, equal opportunity, affirmative action, and employment law;

• Knowledge of laws and experience with handling workplace issues (workplace violence, sexual harassment, Title VII, ADA, FMLA);

• Ability to interpret and apply policies, procedures, regulations, and federal laws;

• Strong workplace investigative, interviewing, and research skills;

• Excellent reasoning, investigative, analytical, and problem-solving ability;

• Excellent facilitation, presentation, and communication skills, both written and oral;

• Strong mediation and conflict resolution skills and experience;

• Effective interpersonal and relationship-building skills;

• Organizational awareness and ability to partner effectively with staff and sensitivity to their needs and priorities;

• Ability to adapt communication style to various audiences and situations, modeling high standards of honesty, integrity, trust, and respect for individuals;

• Strong time, project management and organizational skills and experience;

• Thoroughness and attention to detail;

• Ability to take initiative to solve complex problems in an innovative manner;

• Ability to build relationships with individuals with diverse personalities and styles and at different levels of seniority;

• Ability to work with a variety of stakeholders with sensitivity to their need...