Position Title: Employee Relations Consultant

Department: Human Resources

Reports To: Director of Employee Relations

Salary Range: $70,000 – $90,000

FLSA Status: Exempt

Location: Blacksburg, VA

Position Summary:

Reporting to the University Employee Relations Director and serving as a collaborative member of the ER team, The Employee Relations Consultant serves as a strategic partner to Human Resources Partners, Supervisors, and Employees, providing expert guidance on employee relations matters to foster a positive work culture. This role also interacts with campus partners such as University Legal, Office for Civil Rights Compliance and Prevention Education, University Ombuds, the Virginia Tech Police Department and more.

The ER Consultant supports the university’s mission by promoting fair and consistent employment practices, interpreting policy, and delivering proactive solutions that align with institutional values while focusing on fair processes.

The ER Consultant operates within a three-tier service model, providing self-service resources for routine matters, consultation for complex situations requiring specialized expertise, and direct case management for high-risk or precedent-setting cases. The consultant collaborates with HR Partners, who retain primary responsibility for day-to-day ER in their units, while serving as subject matter expert, quality assurance resource, and escalation point for matters requiring university-level coordination.

Key Responsibilities:

1.Consultation and Policy Interpretation

• Serve as an ER resource for Tier 2 and Tier 3 matters, with authority to provide policy interpretation and process guidance independently. Consult with Director of Employee Relations on cases involving significant institutional risk, potential legal exposure, or precedent-setting policy questions. Maintain consistency with university practices while exercising professional judgment appropriate to each situation's unique circumstances.
• Provide proactive and strategic consultation to supervisors, and HR partners on employee relations issues including performance management, conflict resolution, and workplace conduct.
• Interpret and apply federal, state, and university policies, procedures, and employment laws to ensure consistent and equitable outcomes.

• Advise on complex employee relations cases, including disciplinary actions and grievance processes.
• Assist with investigations into workplace concerns, interpret findings, and make policy aligned recommendations.
• Serve as a strategic thought partner to HR Directors, university partners, and leaders.
• Maintain confidentiality while managing sensitive information and case documentation.
• Collaborate on the development and refinement of ER policies, procedures, training materials, and communication resources
• Serve as a neutral third party, distinguishing between policy compliance guidance and advocacy, ensuring all parties understand ER's role as an institutional resource focused on fair process and equitable outcomes.

2.Coaching, Training, and Resources

• Identify priority training needs based on ER case trends, stakeholder input, and data analysis. Partner with Talent Development to co-design and co-deliver ER-related training programs, leveraging ER subject matter expertise while utilizing Talent
• Development's instructional design and facilitation capacity. Serve as subject matter expert and co-facilitator for supervisor and HR Partner training on ER topics including performance management, progressive discipline, and grievance processes.
• Coach leaders on best practices for employee engagement, communication, and performance feedback.
• Collaborate with HR colleagues to build capacity across the institution for managing employee relations effectively.
• Coordinate with administrative staff to maintain and enhance ER web pages, ensuring that all resources, files, and technical elements remain accurate, accessible, and user- friendly. Regularly review content for relevance and timeliness to keep ER information current and aligned with university standards.
• Contribute to the development and refinement of the ER competency framework for HR Partners, supporting skills assessment, individualized development planning, and the gradual assumption of ER responsibilities as capability increases. Provide guidance and coaching to HR Partners through case consultations, peer learning sessions, and opportunities for hands-on practice with complex situations.

3.  Data and Analysis of ER Trends

• Monitor and analyze employee relations data to identify trends, risks, and opportunities for improvement. Analyze ER case trends to identify departments or situations at elevated risk for employee relations challenges.
• Track and analyze data such as exit interviews, disciplinary actions, grievance outcomes, and other data.
• Prepare reports and presentations for senior leadership, highlighting key metrics and actionable insights.
• Contribute to continuous improvement initiatives by recommending policy or process changes based on data findings.

• Identify trends and recurring concerns and develop proactive intervention strategies that address root causes, prevent escalation, and promote healthy workplace cultures. Partner with HR Partners to implement early intervention protocols in high-risk areas.

4.Other duties

• Consult on compliance with federal, state, and university employment regulations
• Support investigations into employee complaints and concerns, documenting findings and ensuring appropriate resolution.
• Maintain accurate records and documentation in accordance with legal and institutional standards.
• Participate on the DHR case management team, ensuring monthly touchpoints to discuss complex issues
• Partner with HR Partners to develop and implement early intervention strategies addressing root causes before formal ER cases emerge.
• Represents the ER team on committees, work groups, and campus initiatives as assigned.
• Monitor and assess legal risk in employee relations matters, escalating high-risksituations to HR leadership and Legal Affairs promptly. Stay current on employment law developments through continuing education, professional affiliations, and legal counsel consultation.
• Serve as liaison to the Legal Office on employment-related matters, coordinating case strategy, providing factual background, and ensuring legal advice is appropriately integrated into ER guidance.

Qualifications:

Required:

• Bachelor’s degree in human resources, business administration, or related field, and/or the equivalent level of training and experience
• Professional experience providing employee relations or HR consulting.
• Strong knowledge of employment law and HR best practices.
• Excellent interpersonal, communication, and conflict resolution skills.
• Ability to handle sensitive matters with discretion and professionalism.
• Demonstrated ability to analyze data and make data informed decisions
• Ability to analyze complex issues, exercise sound judgment, and develop practical, equitable solutions

Preferred:

• Master’s degree in a related field