A Pr Manager Jobs in Reno, NV (NOW HIRING)

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Human Resources
humanresources@wnc.edu
(775) 445-4237
2201 West College Parkway
Carson City, NV 89703
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

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.
Exempt
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