The University of Illinois Urbana-Champaign is accepting applications for a HR Consultant, Labor and Employee Relations. This position provides strategic consultation and expert guidance on labor and employee relations matters, ensuring alignment with the university's goals and legal requirements. This role is vital for shaping labor relations strategies and fostering a collaborative work environment. Duties and Responsibilities Threat Assessment Team • Serve as primary and comprehensive support to the campus Threat Assessment Team (TAT). • Act as case manager for cases discussed at weekly TAT meetings (gather information about persons of interest, including employment information, social media, and other sources of information). • Prepare and distribute agendas for weekly meetings, take notes at TAT meetings, ensure that action items are completed in a timely manner. • Develop and implement communications plan (e.g., TAT website, communications to campus, presentations to campus community, etc.). Apply HR subject-matter expertise and organizational history to labor and employee relations issues. • Advise campus units and employees on wide range of labor and employment policies and practices, including University Policy and Rules, Campus Administrative Manual, State Universities Civil Service System Statute and Rules, the Illinois Educational Labor Relations Act, and other applicable state and federal labor and employment laws. • Act as primary central human resources contact for various represented employees in bargaining units that vary in size, employee type, classifications, etc. • Develop and implement documentation and reporting for administration of labor relations. • Update union-related policies; recommend and implement policies and procedures necessary to establish and maintain compliance with collective bargaining agreements and general policies and procedures necessary to establish and maintain compliance with collective bargaining agreements and general human resources policies. • Develop and deliver training materials that provide guidance to campus human resources practitioners and supervisors in areas such as Policy and Rules, FMLA, workplace violence, performance management and performance appraisals, and the Performance Partnership Program. • Represent IHR in campus-level committees such as background investigations; coordinate programs including Employee Advisory Committee election, Staff Advisory Council election, employee recognition programs, etc. Provide guidance to management on complex or novel issues. • Participate in management meetings and offer guidance to campus units on labor and employee relations issues; consults with managers and supervisors in identifying and resolving problems and recommend courses of action. • Develop and recommend appropriate corrective action; advise managers on communication approaches, documentation, and dispute resolution. • Upon request, represent IHR in arbitration and Merit Board discharge proceedings, by serving as the expert witness, alongside University Counsel; as requested, assist in the planning and preparation of cases before arbitrators and administrative bodies. • As assigned, assist in planning, preparation, and presentation of cases before arbitrators and administrative bodies, including disciplinary cases and grievance arbitration cases. Interpret collective bargaining agreements and participate in contract negotiations. • As assigned, serve as chief spokesperson in negotiations for collective bargaining agreements with various unions. • Provide information and guidance to departments and employees regarding day-today administration and interpretation of collective bargaining agreements. • Attend labor-management meetings requested by a union to discuss and resolve issues arising under a collective bargaining agreement. • Regularly confer with bargaining unit representatives to review labor-management relations. Represent Urbana campus administrative and management viewpoints to union representatives. • Build and maintain ongoing, long-term relationships between negotiating parties; and advocate and champion a productive management/union working environment. • Resolve disputes that bind both labor and management to specific terms and conditions of labor contracts. • Oversee and conduct grievance hearings for assigned university units and contracts. Resolve disputes to the satisfaction of all parties. Work with supervisors to recommend and enact disciplinary measures, ensuring consistency with best practices and policies. • Consult with and assist departments in the investigation of disciplinary matters, conduct pre-disciplinary meetings, and recommend appropriate disciplinary action in accordance with sound and accepted employee relations practices.