Human Resources Employee Relations Director, University of Rochester

Rochester, NY


The Director of Employee Relations is the subject matter expert for Leaders and HRBP’s in managing employee relations issues and concerns and the investigation and mediation of complex employee relations cases and the alternative resolution process of the Policy against discrimination and harassment. This role is central to promoting and ensuring a culture of trust, engagement, equity and inclusion through policies and practices uniting our staff around our common vision of making URMC a Great Place to Work. This position ensures a pro-active approach in engaging staff toward identifying and improving the work environment. This position is also central to ensuring that employee relations issues are handled proactively when possible, timely, fairly and consistently. This role is responsible for the development of standards, processes, procedures, employee relations training, and case tracking and reporting.


Under general direction and with considerable latitude for independent judgment:

Employee Relations:

  • Develops standards for mediation, corrective action processes and investigations.

  • Consults with HR Business Partners to ensure consistent interpretation and application of Human Resources’ policies, procedures, regulations and engagement programs.

  • Encourages and assists in the use of positive means of resolving employees’ and Supervisors’ concerns, problems, and formal complaints that promote a fair, equitable and inclusive workplace.

  • Oversees the employee relations managers, the Associate Director for PADH Alternative Resolutions Processes, and the HR Business Partners in the follow-up and tracking of cases from internal systems.

  • Provides performance management support and coaching to leaders to grow the leader’s expertise and mediates performance and employee concerns and issues.

  • Works closely with the Office of OEI to engage resources for restorative approaches to conflict resolution.

  • Oversees the application of the University’s Grievance Procedure (Policy 160) by providing direction to HR Business Partners, staff, and leaders throughout the process.

  • Directs and oversees the process and procedures for resolution of complex employee relations cases.

  • Directs and advises HR Business Partners and leaders on the proper administration of performance improvement and management strategies, assisting with investigations of relevant facts and assuring consistent standards of discipline.

  • Oversees the successful tracking and reporting of University-wide Employee Relations cases and investigations to ensure fair, equitable and consistent treatment of all staff. Interprets trends and makes relevant recommendations for policy changes.

Establishing Policy, Procedure and Training and Development:

  • Identifies trends and opportunities for enhancements in policy, training, coaching and development using data compiled from various case management databases.

  • Works with the office of learning and development to identify and makes recommendations for training programs and identifies appropriate participants. Supports the development of the design and delivery of employee relations training programs for leaders.

  • Using aggregate trend data, collaborates with the Director for Staff Diversity, HR Operations leaders, and HR Business Partners on the development of long and short-term strategies and key initiatives to promote a culture of inclusion and engagement.

  • Coaches and supports leaders in developing effective skills for creating positive team building and staff engagement strategies (e.g. developing negotiation and conflict resolution skills) and promoting team cohesiveness and respectful, equitable, inclusive and open/honest communication structures in the work environment.

  • Establishes and maintains relationships with University HR Operations leaders, organizational leaders at all levels across the University and works collaboratively with the Office of Counsel and the Office of Equity and Inclusion.


Bachelor’s degree in Human Resources or related field. 8 years of experience in Human Resources with a minimum of 5 years of employee relations experience, or equivalent combinations of education and experience.

NOTE: This document describes typical duties and responsibilities and is not intended to limit management from assigning other work as required.

The University of Rochester is committed to fostering, cultivating, and preserving a culture of equity, diversity, and inclusion to advance the University’s mission to Learn, Discover, Heal, Create – and Make the World Ever Better. In support of our values and those of our society, the University is committed to not discriminating on the basis of age, color, disability, ethnicity, gender identity or expression, genetic information, marital status, military/veteran status, national origin, race, religion/creed, sex, sexual orientation, citizenship status, or any other status protected by law. This commitment extends to the administration of our policies, admissions, employment, access, and recruitment of candidates from underrepresented populations, veterans, and persons with disabilities consistent with these values and government contractor Affirmative Action obligations.

How To Apply

All applicants must apply online.

EOE Minorities/Females/Protected Veterans/Disabled

Pay Range

Pay Range: $107,200 - $160,800 Annually

The referenced pay range represents the minimum and maximum compensation for this job. Individual annual salaries/hourly rates will be set within the job’s compensation range, and will be determined by considering factors including, but not limited to, market data, education, experience, qualifications, expertise of the individual, and internal equity considerations.

Location: Central Administration
Full/Part Time: Full-Time
Opening: Full Time 40 hours Grade 056 Ofc HR - VP Office
Schedule: 8 AM-5 PM