Director of Employee Relations - Human Resources

POSITION TITLE

Director of Employee Relations

SCHOOL/DEPARTMENT

Human Resources

SALARY

Director Salary Schedule

FLSA STATUS

Exempt

REPORTS TO

Assistant Superintendent of Human Resources

SUPERVISES

None

WORK WEEK SCHEDULE

Monday - Friday

WORK HOURS

40; may require occasional evening and weekend hours

NUMBER OF MONTHS PER YEAR

12

About the Department/Division:

The Human Resources Division of the Alamance-Burlington School System is dedicated to creating an exceptional employee experience that empowers employees to do their best work in service of students. Our team partners with schools and departments to attract, develop, support, and retain talented professionals who contribute to a culture of excellence, collaboration, and continuous growth. From recruitment and onboarding to talent development, employee relations, licensure support, benefits administration, leave management, and retirement planning, we provide comprehensive services that support employees throughout every stage of their career. Guided by ABSS''s commitment to being Student Centered, Future Focused, the Human Resources Division strives to create a positive and supportive workplace where employees can thrive, grow professionally, and contribute to student success.

Position Summary:

The Director of Employee Relations serves as a key leader within the Human Resources Division and is responsible for fostering a positive, professional, and legally compliant work environment across the Alamance-Burlington School System. Reporting directly to the Assistant Superintendent of Human Resources, this position provides leadership and expertise in employee relations, workplace investigations, Title IX compliance, conflict resolution, and organizational culture initiatives that support the district''s mission and strategic priorities.

The Director of Employee Relations leads the district''s efforts to promote fair and consistent employment practices, ensure compliance with federal and state laws, Board policies, and administrative procedures, and mitigate organizational risk. The position oversees and conducts investigations involving employee misconduct, harassment, discrimination, retaliation, and other workplace concerns; provides guidance and coaching to administrators regarding employee performance, conduct, documentation, and corrective action; and supports the district''s Title IX compliance.

In collaboration with district leadership, legal counsel, and school administrators, the Director of Employee Relations supports the development of positive workplace cultures by providing training, consultation, and proactive employee relations strategies that strengthen employee engagement, accountability, and organizational effectiveness. The position also monitors and analyzes employee relations trends, complaint data, and workplace climate indicators to identify opportunities for continuous improvement and informed decision-making.

As a strategic partner to school and district leaders, the Director of Employee Relations works to ensure that employees are supported, concerns are addressed fairly and promptly, and the district maintains a workplace culture that reflects professionalism, respect, and high expectations for all.

Essential Duties & Responsibilities:

• Employee Relations

• Serve as the district''s lead employee relations professional, providing guidance and support to administrators on employee conduct, performance, workplace concerns, and employment-related matters.

• Develop and implement employee relations strategies that promote a positive organizational culture, employee engagement, accountability, and compliance with district policies and procedures.

• Provide consultation and support to supervisors and administrators regarding performance management, progressive discipline, corrective action, and employee conflict resolution.

• Assist school and district leaders in addressing workplace concerns in a timely, consistent, and legally compliant manner.

• Analyze employee relations trends and recommend strategies to improve organizational effectiveness, employee experience, and retention.

• Investigations and Complaint Resolution

• Conduct and oversee investigations involving employee misconduct, harassment, discrimination, retaliation, workplace complaints, policy violations, and other employment-related concerns.

• Gather, review, and analyze evidence; conduct interviews; prepare investigative reports; and recommend findings and corrective actions.

• Ensure investigations are conducted in a fair, impartial, thorough, and timely manner.

• Coordinate with district leadership and legal counsel regarding complex investigations and sensitive personnel matters.

• Maintain confidential records and documentation related to investigations and complaint resolution.

• Title IX Compliance

• Serve as the district''s Title IX Coordinator and ensure compliance with all applicable federal and state laws, regulations, and district policies related to Title IX.

• Coordinate and oversee Title IX complaint intake, investigations, resolutions, and recordkeeping.

• Monitor district compliance with Title IX requirements and recommend improvements to policies, procedures, and practices.

• Provide training and guidance to employees, administrators, students, and stakeholders regarding Title IX rights and responsibilities.

• Collaborate with school and district administrators to ensure prompt and equitable resolution of Title IX concerns.

• Policy Interpretation and Legal Compliance

• Interpret and provide guidance regarding Board policies, administrative procedures, federal and state employment laws, and human resources regulations.

• Review personnel documentation and employment actions to ensure consistency, accuracy, and legal compliance.

• Partner with legal counsel and district leadership regarding employee relations matters, investigations, grievances, and employment decisions.

• Support compliance efforts related to Equal Employment Opportunity (EEO), ADA, Title VII, Title IX, and other applicable employment laws and regulations.

• Assist with the development, revision, and implementation of district policies and procedures related to employee relations and workplace conduct.

• Administrator Coaching and Professional Development

• Provide coaching and consultation to principals, supervisors, and district leaders regarding employee relations best practices.

• Develop and deliver training on workplace investigations, employee conduct, documentation, conflict resolution, harassment prevention, Title IX, and related topics.

• Build administrator capacity to effectively manage employee performance, conduct concerns, and workplace conflicts.

• Promote proactive approaches to employee engagement, workplace culture, and conflict prevention.

• Organizational Culture and Employee Experience

• Support district initiatives designed to foster a positive, inclusive, and respectful workplace culture.

• Collaborate with district leaders to identify opportunities to improve employee engagement, morale, retention, and organizational effectiveness.

• Utilize employee relations data, complaint trends, and climate indicators to inform strategic planning and continuous improvement efforts.

• Participate in district committees, initiatives, and projects related to organizational culture, employee experience, and workforce effectiveness.

• Data Management and Reporting

• Maintain accurate records, databases, and documentation related to employee relations matters, investigations, Title IX complaints, and compliance activities.

• Analyze complaint, investigation, and employee relations data to identify trends, risks, and opportunities for improvement.

• Prepare reports, presentations, and recommendations for district leadership regarding employee relations and compliance matters.

• Monitor key performance indicators and compliance requirements related to employee relations and Title IX.

• Other Duties

• Collaborate with Human Resources staff to support recruitment, retention, employee support, and workforce development initiatives.

• Attend meetings, professional development activities, and conferences as required.

• Perform other duties and responsibilities as assigned by the Assistant Superintendent of Human Resources.

Minimum Education and Experience:

• Two (2) years' work experience required in progressively responsible positions in an area(s) such as employee relations, conducting investigations, administrative experience with discipline processes and policies, human resources, or school-based leadership.
• Extensive knowledge of Title IX, Americans with Disabilities Act, and other applicable civil rights and employment laws.
• Must hold and maintain a valid motor vehicle operator''s license according to the State of NC requirements.

Preferred Qualifications:

• Master's Degree or equivalent experience in Educational Administration, Human Resources, Business Administration or related field.
• Human Resources related certification (ex. SHRM, PHR, HRCI, PSHRA, AASPA)

Position Competencies:

• Demonstrates a commitment to providing responsive, respectful, and solution-oriented service that enhances the employee experience and supports schools and departments throughout the employee experience.
• Communicates clearly, professionally, and diplomatically through written, verbal, and interpersonal interactions with employees, administrators, legal counsel, and external agencies.
• Demonstrates knowledge of employee relations principles, employment law, and human resources best practices to promote fair, consistent, and legally compliant employment practices.
• Maintains comprehensive knowledge of federal and state laws, and Board policies to ensure district compliance and reduce organizational risk.
• Effectively manages difficult conversations, resolves workplace conflicts, facilitates productive dialogue, and promotes positive working relationships among employees and leaders.
• Handles highly-sensitive personnel information with the highest level of confidentiality, professionalism, ethical conduct, and discretion.
• Conducts thorough, objective, and defensible investigations by gathering facts, analyzing evidence, exercising sound judgement, and making well-supported recommendations.
• Demonstrates professionalism, empathy, sound judgement, discretion, and self-awareness when managing sensitive personnel matters and supporting employees through challenging situations.
• Uses employee relations data, complaint trends, and other organizational metrics to identify opportunities for improvement, inform strategic planning, and evaluate the effectiveness of employee relations trends.

Minimum Qualifications or Standards Required to Perform Essential Job Functions

• Physical Requirements: Must be physically able to operate a variety of automated office machines, including computers, calculators, copiers, facsimile machines, etc. Must be able to exert an eligible amount of force frequently or constantly to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may also involve walking or standing for periods of time.
• Data Conception: Requires the ability to compare and/or judge the readily observable, functional, structural or composite characteristics (whether similar or divergent from obvious standards) of data, people or things.
• Interpersonal Communication: Requires the ability to speak and/or signal people to convey or exchange information. Includes receiving instructions, assignments or directions to subordinates or assistants.
• Language Ability: Requires the ability to read correspondence, reports, forms, billing statements, invoices, financial statements, roster, insurance forms, turnaround documents, etc. Requires the ability to prepare correspondence, forms, reports, billing statements, invoices, and financial statements using proper format. Requires the ability to speak to people with poise, voice control, and confidence.
• Intelligence: Requires the ability to apply rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists; to interpret a variety of instructions furnished in oral, written, diagrammatic or schedule form.
• Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow oral and written instructions. Must be able to communicate effectively and efficiently in standard English and government technology.
• Numerical Aptitude: Requires the ability to utilize mathematical formulas; to add and subtract; multiply and divide; utilize decimals and percentages; to determine percentages and decimals; and to apply the principles of algebra and geometry.
• Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width, and shape.
• Motor Coordination: Requires the ability to rapidly and accurately coordinate hands and eyes when using office equipment.
• Manual Dexterity: Requires the ability to handle a variety of items such as office equipment and hand tools. Must have minimal levels of eye/hand/foot coordination.
• Color Discrimination: Requires the ability to differentiate between colors and shades of color.
• Interpersonal Temperament: Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under minimal stress and when confronted with persons under stress.
• Physical Communication: Requires the ability to talk and hear. (Talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving the nature of sounds by ear.) Must be able to communicate via telephone.

DISCLAIMER: The above statements are intended to describe the general purpose and responsibilities assigned to this position. They are not intended to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and skills that may be required of the employees assigned to this position. This description may be revised by the supervisor, with Human Resources review and approval, any time.