Responsible for Employee and Labor Relations Strategies, including but not limited to thefollowing:• Create and develop policies related to employee and labor relations and the correctiveaction process including conducting timely investigations to ensure fair and objectivefindings and resolutions• Provides training, education, advice and support to university leadership and employeeson employee relations matters, including conduct standards, coaching, performancemanagement, disciplinary actions, policies and procedures• Assists in the development and implementation of workforce planning and talentmanagement strategiesUnion and Workers Compensation, including but not limited to the following:• Responsible for the accurate administration of the Memo of Understanding’s (MOU)• Serves as the university representative during Union Negotiations and assists with thepreparation of documents and records required for negotiations and meetings• Manages labor grievances as needed including investigation, adherence to policies andresolution• Manages workers compensation claim lifecycle working with the insurance carrier forprocessingPerformance, including but not limited to the following:• Updates and manages the annual performance management process includingidentification and resolution of performance gaps through training efforts and/orcorrective action/performance improvement plans• Manages the exit interview process, reporting on trends and findings

Serve as the Subject Matter Expert, on an interim/as-needed basis, supporting the clients Human Resources needs

Responsible for Recruitment and Retention Strategies, including but not limited to the following;• Strategic consultation to gain an in-depth understanding of the organizational needs, business strategy, challenges, and goals • Ensure recruiting and outreach efforts and hiring procedures, embrace the University’s goals for Diversity, Equity & Inclusion (DEI)• Full life-cycle support while maintaining an in-depth knowledge of legal requirements related to the day-to-day management of employees, reducing legal risks and ensuring regulatory compliance.• Identify and implement effective sourcing and advertising strategies in an effort to increase quality and diversity of applicant pools.• Assist with the immigration and foreign national sponsorship and visa process.• Respond to general benefit questions, perform limited compensation functions, provide policy guidance and interpretation, identify training needs for assigned divisions/departments, as well as individual manager/staff coaching needs, implement and facilitate training/organizational development interventions consulting with HR colleagues as necessary.Systems Management, including but not limited to the following; • PageUp People Limited Applicant Tracking System (ATS)• Workday • Creation and maintenance of the division’s intranet and website pages including content• Oversight of Human Resources Division Budget including all sub-level initiatives (e.g. wellness, accommodations, university staff training, employment of new staff, and HR systems) and the University’s benefits budget Serve as the Subject Matter Expert, on matters including but not limited to the following; • Recruiting and hiring, applicant tracking systems, and workforce planning • University’s background screening program, screening processes, policy and Pennsylvania’s Child Protective Service Law (PA CPSL) including the adjudication of adverse results

Ensures recruitment and retention efforts support the University's goals and actively contributes to Bucknell's efforts to foster a diverse and inclusive campus community by being the primary strategic HR contact for an assigned portfolio of University divisions / departments.

Responsible for Special Projects, including but not limited to the following; -Oversight and management of the University's background screening program-Developed program policy in compliance with Pennsylvania's Child Protective Service Law-Triage division inquiries related to recruitment, benefits, employee relations, interpretation of policies and procedures. Responsible for inquiry resolution, coordination of response or escalating as needed.Higher Level Work including but not limited to; -Development and management of division budget in excess of $1million-Supporting, leading and managing service recognition, team retreats, technology upgrades-Manager the University's contingent worker programLeading and Influencing Others;-Serve as a member of the HR Leadership Team-Effectively leverage discretion with regular and ongoing exposure to highly sensitive University and personnel matters-Leading and managing the HR front office staff and Undergraduate Executive Interns-Providing high level executive support to the Vice President of Human Resources

Responsible for a broad spectrum of Human Resource functions supporting 200 staff and over 400 seasonal staff members.Employee Relations including but not limited to;-Worked closely and collaboratively with key principals and leaders of hotel to ensure positive employee experiences-Conducted and documented investigations-Conducted stay and exit interviews to identify trends for development and/or recruitment strategies-Utilized best practices to build and sustain trusting relationships and a positive, safe work environmentLearning and Organizational Development including but not limited to;-Aligned staffing with anticipated business volume-Identify, develop and facilitate training solutions-Design performance review program ensuring equitable evaluation metrics-Collaborate with key principals and counsel on policy revisions and creationAdditional Leadership Functions including but not limited to:-Administration of benefits program including plan design and utilization review-Oversee international and domestic recruiting efforts (including J1, H1B, and H2B vias applicants)-Support employees with navigating leave and benefit programs-Regulatory administration (unemployment compensation, workers compensation, OSHA 300 reporting)-Served as a member of the Safety and Executive Committees