Job Description:

The Director, Facilities Management Human Resources provides leadership in all areas of human resource including employment, recruitment, performance management, employee and labor relations, talent development, organizational design and compensation.  The Facilities Management Department employs approximately 110 professional, administrative and support staff and 300 trades, grounds, custodial and service response employees who are member for a collective bargaining unit. The incumbent will partner with Facilities Management administrators, department heads, managers, and will work closely with University HR (UHR) to implement HR programs and services. This position works closely with University Human Resources - Employee and Labor Relations on union grievances and contract negotiations.  Participates in the development of department policies, procedures, programs, short and long range planning, policy formulation and goal setting.    Participates in standing and ad hoc meetings related to HR and other leadership groups to effectively integrate divisional needs as they relate to systems, programs and services with UHR. Working with individual supervisors, develops and approves appropriate performance management communications/actions, identifying, evaluating and resolving human resources issues arising due to performance issues, skill gaps, employee relations concerns and assists with the interpretation and consistent application of HR policy, employment law and a collective bargaining agreement. The incumbent will work with the Office of Institutional Equity and Diversity on diversity and inclusion initiatives to ensure effective support for the department.

Major Job Responsibilities:

Oversight of Human Resources for Facilities Management -

Partnering with University Human Resources, the incumbent will manage the overall staffing for professional, union and student staff. Advise managers about recruitment, hiring and retaining high quality and diverse staff to support departmentsâ™ mission and goals. Collaborate with managers to understand the priorities of staffing needs and build a highly qualified and diverse workforce. Acquire, retain and motivate key talent needed to build organizational capacity. Collaborate with hiring managers to educate them about employment and hiring practices minimizing the University's risk of liability. Recommend appropriate recruitment strategies. Monitor searches ensuring all EEO/AA guidelines are addressed and recruitment efforts meet these goals. Create and submit hiring recommendations to UHR. Manage the salary increase for Facilities Management staff including the reviews, divisional job audits and equity requests working closely with UHR. Collect and analyze data in order to evaluate and inform organizational decisions.

Manage Employee and Labor Relations Function for Facilities Management -

Partner with UHR, Senior and/or Assistant Director of Employee & Labor Relations and the Vice President of Facilities Management on employee and labor relations, including grievances and the collective bargaining process working with managers to gather feedback, and advise on strategy as appropriate. Advise Facilities Management in identifying, evaluating and resolving human resource management issues and disciplinary actions arising from performance issues and labor relations concerns assisting in their resolution and consistent interpretation and application.

Manage Organizational and Professional Development for Facilities -

Work with Facilities Management leadership and staff to design, implement, and evaluate training programs and development processes to ensure that Facilities Management is able to meet its mission requirements and strategic goals in operations, technology, and services. Provide or arrange for formal and informal coaching to strengthen capacities of individual staff members, supervisors, and teams. Coordinate with UHR on professional development opportunities for staff. Develop processes and organize communications for recognizing professional achievements. Actively promote diversity and inclusion consistent with the Universityâ™s and the Facilities Managementâ™s diversity and inclusion action plans.

Education and Experience:

• Bachelorâ™s degree and a minimum of 7 years of progressively responsible human resources experience including a broad range of labor relations experience.
• Experience working with union staff required.
• Prior experience in the higher education setting is helpful but not required.
• Excellent interpersonal and communication skills, both verbal and written; tactful, direct and demonstrated ability to present data and communicate effectively with diverse campus groups.
• Effective as a change agent, with the ability to think strategically, to turn new ideas and approaches into executable programs, and lead a diverse staff through ongoing changes in organization, processes, procedures, and technologies.
• Experience cultivating strong relationships.
• Strong problem solving, analytical and conflict resolution skills.
• Evidence of sensitivity to and understanding of diverse socioeconomic, cultural, ethnic and academic backgrounds.
• Knowledge of federal and state employment laws and regulations (e.g., FLSA, FMLA, ADA)
• Strong system skills including Microsoft Office, database and resource planning systems.

Cover letter required when submitting application materials.

Background check: Criminal and Educational background check satisfactory to Brown University.

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Submission Guidelines:

Please note that in order to be considered an applicant for any staff position at Brown University you must submit an application form for each position for which you believe you are qualified. Applications are not kept on file for future positions. Please include a cover letter and resume with each position application.

Still Have Questions?

If you have any questions you may contact employment@brown.edu.

EEO Statement:

Brown University is an E-Verify Employer.

Brown University is committed to fostering a diverse and inclusive academic global community; as an EEO/AA employer, Brown considers applicants for employment without regard to, and does not discriminate on the basis of, gender, sex, sexual orientation, gender identity, national origin, age, race, protected veteran status, disability, or any other legally protected status.