Job Vacancy Announcement
Employee Labor Relations Manager
Human Resources and Organizational Development
Full Time or Part Time
Hiring Salary Range
Salary commensurate with education and experience
Fixed Term/Tenure Track (Faculty Only)
Regular or Temporary
Job Description Summary
Responsible for interacting with all non-supervisory level faculty
and staff as it relates to labor and employee relations issues and
activities. This position effectively manages confidential employee
relations issues, including disciplinary actions,
employment-related investigations (complaints and conflicts),
terminations and separation information, and administers and
implements policies and procedures according to governing laws and
regulations and assists in the administration of a collective
bargaining agreement. This position also develops training modules
on a variety of subjects and conducts training as a part of Human
Resources and Organizational Development services.
- Bachelor’s degree in Human Resources, Psychology and/or Public
Administration—Master’s degree preferred;
- Two years full-time experience in employee/labor relations to
include grievance investigations; unemployment hearings;
- PHR, SPHR, SHRM -CP or SHRM - SCP certification preferred.
CRITERIA : The following criteria, which are not the sole criteria
used in the final hiring decision, will be used to review the
applications of those persons who meet the stated minimum
qualifications and to select those qualified applicants who will be
interviewed. Other information and observations made during the
interview process may be considered in the selection process.
Resume/CV and cover letter are required with the application.
Please ensure that your documents address the criteria listed
below for this position.
- Conducts day-to-day administration of employee/labor relations
activities to ensure compliance of PGCC’s CODE of policies, rules,
regulations, and procedures, as well as the Collective Bargaining
Agreement ( CBA ).
- Conducts investigations related to grievances filed by faculty
and non-supervisory staff and ensures compliance with College,
Federal, and state employment regulations.
- Consults with the director of talent/labor relations and
engagement regarding Human Resources and labor relations issues in
such areas as work performance, disciplinary process, terminations,
the CBA, and reclassifications and makes referrals to the College’s
employee assistance program.
- Manages Maxient—HROD’s case management system—and prepares
statistical reports on employee relations cases (grievances and
complaints, etc.) as requested.
- Recommends policy changes and updates to the director of
talent/labor relations and engagement.
- Researches complex labor and employee issues, and if necessary,
refers to director of talent/labor relations and engagement for
consultation with legal counsel.
- Reviews all non-supervisory staff evaluations with Levels 1 and
2 ratings and recommends and assists with the development of
Success Plans. Monitors the completion of staff evaluations and
reports non-compliant managers to resolution.
- Advises employees on the interpretation and administration of
the College CODE, handbooks, disciplinary actions, and evaluation
- Conducts consultations and mediations of employee complaints
and grievances prior to filing of formal complaints whenever
- Tracks employee relations cases to identify complaint patterns
within departments and divisions, and recommends intervention or
- Coordinates the revisions of all staff and faculty
- Designs training modules and conduct staff training, and
assists the director of talent/labor relations and engagement with
staff training and professional development as assigned.
- Assists the director of talent/labor relations and engagement
with policy formulation and changes.
- Implements and integrates approved Human Resources proposals
from the College-wide Forum, to include pilot program results and
- Assists with conducting Knowledge Transfer sessions and exit
interviews, with separating employees as needed.
- Represents the College at a wide variety of functions in a
professional and friendly manner.
- Oversees the coordination of the Honors Convocation and the
Faulty and Staff Awards program.
- Assists with processing unemployment claims and representing
the College at unemployment hearings as necessary.
- Stays current with state and Federal employment
- Conducts research and draft Human Resources reports.
- Provides statistical data on employee relations activities for
the annual PGCC Workforce Profile.
- Provides support in other areas of Human Resources to include
executing and supporting initiatives as assigned.
- Performs other related duties as assigned.
Is Background Check Required?
- Must be available to work Monday through Friday from 8:30 a.m.
to 4:30 p.m. Work schedule subject to change based on the needs of
- Ability to communicate effectively in spoken and written
- As required by the 1986 Immigration Act, be prepared to present
acceptable documentation showing your identity and that you are a
U.S. citizen or an alien who is authorized to work.
Open Until Filled
Background Check Statement
Prince George’s Community College is committed to providing a safe
campus community. PGCC conducts background investigations for
applicants being considered for employment. Background
investigations include reference checks, a criminal history record
check, education verification, and when appropriate, a financial
(credit) report or driving history check.
Special Instructions to Applicants
Posting Specific Questions
Required fields are indicated with an asterisk (*).
- * Which of the following best describes your level of completed
education? (Education details must be included in your
- Master's Degree or above from an accredited
- Bachelor's Degree from an accredited college/university
- Associate's Degree from an accredited college/university
- One to two years of college credit (30 credit hours is
equivalent to one year)
- Less than 30 credits from an accredited college/university
- High School Diploma or GED
- None of the above
- * Do you have one of the following; PHR, SPHR, SHRM-CP or
SHRM-SCP or an equivalent certification?
- * Do you have at least two years full-time experience in
employee/labor relations to include grievance investigations;
- * Briefly describe your experience referenced in the previous
questions. Enter N/A if you do not have experience. Do not enter
(Open Ended Question)
- How did you hear about this employment opportunity?
- HigherEd Jobs
- Hispanic Outlook
- Personal Referral
- PGCC Website
- Social Media (LinkedIn, Twitter, Facebook)
- The Chronicle of Higher Ed
- The Washington Post
- Other: Please indicate below
- How did you hear about this employment opportunity? If you
selected 'Other' please indicate source:
(Open Ended Question)
- Cover Letter
- Letter of Recommendation 1
- Letter of Recommendation 2
- Letter of Recommendation 3