The purpose of this position is to perform complex professional administrative work supporting a functional area within the Human Resources department related to employee relations and equity.

Compensation within the posted range is determined by a candidate's education level and/or years of experience in the field.  Generally, employees are hired in the lower third of the scale.  

Master's Degree in Human Resources or a related field plus five (5) years of related experience is required, J.D. degree, PHR or SPHR preferred. Proficient working with all Microsoft Office programs, including database applications; excellent customer service, written and verbal communication skills.

1. Advises and assists faculty and staff with employee relations issues related to CCBC policies and procedures, HR Directives, union agreements, union grievances, disciplinary actions, EEO complaints, and requests for ADAAA accommodations.
2. Conducts investigations of internally and externally filed complaints alleging unlawful discrimination, harassment, and retaliation; as well as, allegations of violations of CCBC policy and procedure and unfair treatment. Prepares written responses and recommends corrective actions.
3. Prepares responses/position statements in response to formal charges filed with external regulatory agencies (EEOC, Commission on Civil Rights; Office of Civil Rights); and represents the College in mediation/settlement negotiations and/or fact-finding conferences. Consults with CCBC senior staff and with the college’s legal counsel, as necessary and appropriate. 
4. Serves as liaison to governmental regulatory agencies. Coordinates governmental agency audits (OFCCP, OCR, DOL, INS, etc.). 
5. Serves as CCBC’s formal ADAAA Compliance Coordinator for faculty and staff; establishes employees’ eligibility, CCBC’s responsibility under the law; and facilitates reasonable accommodations as required. 
6. Coordinates and participates in the collection and tracking of data for the annual Affirmative Action Plan and ensures timely submission. 
7. Assesses achievement of AAP goals and recommends strategies, programs, and activities to ensure attainment of identified goals.
8. In collaboration with the Employment Unit, develops specific strategies to remedy underrepresented job categories for women, minorities, individuals with disabilities, and veterans.
9. Provides guidance, direction, support and technical assistance to supervisors in the preparation of coaching and counseling tools, such as Performance Improvement Plans, disciplinary memoranda and letters, and performance evaluations.
10. Conducts Exit Interviews and surveys, collects and analyzes data, makes recommendations based on findings.

Essential Job Duties are intended to be examples of duties and are not intended to be all inclusive. There will be other duties as assigned.