Job Description

The Employee Relations Business Partner for Public Safety is integral in managing employee relations within a dynamic police department workforce, consisting of both sworn and non-sworn officers, amounting to over 400 full-time employees. This role is a strategic resource equipped to handle the complexities inherent in such diverse staffing, particularly focusing on the administration of university policies and resolving employee and labor relations issues through specialized conflict resolution strategies. The Employee Relations Business Partner ensures adherence to the department's general orders, while upholding performance management and disciplinary processes, and developing and implementing departmental procedures, guidelines, and training programs. As a subject matter expert, this position provides guidance on employee relations, leaves of absence, compensation, benefits, and other core university policies, actively supporting a high-volume and high-performance work environment, considering the unique challenges of law enforcement personnel and department-specific directives.

About the Work Unit:

Vanderbilt University Public Safety (VUPS) is led by the Office of the Chief of Police in the Division of Administration. VUPS is a dedicated team of over 400 professionals united by a shared commitment to fostering a safe, secure, and welcoming environment for all in the Vanderbilt community, as well as the Vanderbilt University Medical Center. Organized into several specialized units, our department includes commissioned officers, security professionals, and skilled administrative staff, all working collaboratively to uphold the highest standards of community-based policing.

Key Functions and Expected Performance

Employee Relations:

• Policy Administration and Compliance: Ensure adherence to university policies and the department’s general orders, providing clear guidance to both sworn and non-sworn officers.
• Conflict Resolution and Issue Management Address and resolve complex employee relations issues specific to the diverse police department workforce, utilizing tailored conflict resolution strategies.
• Performance and Discipline Management: Oversee performance management systems and disciplinary processes, ensuring fair and consistent application across all personnel.
• Training and Development: Develop and implement training programs and departmental procedures that align with the specific needs of a law enforcement environment, incorporating both general university guidelines and the department’s unique requirements.
• Strategic Liaison Act as a bridge between university policies and department operations, facilitating effective communication and understanding among staff at all levels.

Communication and Collaboration:

• Advisory Role: Serve as the go-to expert for employee relations, providing guidance on policies related to leaves of absence, compensation, and benefits
• Relationship Building: Maintain strong relationships with both Public Safety and the People, Culture, and Belonging (PCB) teams to foster a supportive and cohesive work environment.
• Proactive Engagement: Address inquiries and concerns from employees quickly and equitably, prioritizing resolution-oriented communication.

Human Capital Management:

• Complex Workforce Management: Navigate the distinct challenges posed by a workforce of sworn and non-sworn officers, ensuring that all HR processes reflect a strong understanding of the specific demands and constraints of law enforcement.
• Guidance and Expertise: Offer informed insights into the unique dynamics of the police department, ensuring policies and practices are both compliant and supportive of high-performance expectations.
• Process Development: Continuously evaluate and enhance operational procedures to improve efficiency and effectiveness in handling HR functions within the department.

Supervisory Relationships:

This position has no direct supervisory responsibilities and reports administratively and functionally to the Public Safety Human Resources Director.

Education and Certifications:

• Bachelor's Degree Required in Human Resources, Business Administration, or a related field.
• HR Certification Preferred (e.g., PHR, SPHR, SHRM-CP, SHRM-SCP).
• Experience and Skills:
• Experience At least 5 years in HR management with a strong emphasis on employee relations, including handling labor relations and performance management; experience in a law enforcement environment preferred.
• Interpersonal Skills Strong communication skills for effective relationship-building within the organization.
• Problem-Solving Proven capacity to handle sensitive and confidential information with discretion and expertise.
• Technical Proficiency Familiarity with HRIS systems, particularly Oracle Cloud HCM, and advanced Microsoft Office Suite proficiency.
• Time Management Ability to effectively manage multiple deadlines and priorities.
• Attention to Detail Strong organizational skills and a keen eye for detail.
• Proactivity Demonstrated ability to exceed expectations in contributing to team success.

At Vanderbilt University , our work - regardless of title or role - is in service to an important and noble mission in which every member of our community serves in advancing knowledge and transforming lives on a daily basis. Located in Nashville, Tennessee, on a 330+ acre campus and arboretum dating back to 1873, Vanderbilt is proud to have been named as one of “America’s Best Large Employers” as well as a top employer in Tennessee and the Nashville metropolitan area by Forbes for several years running. We welcome those who are interested in learning and growing professionally with an employer that strives to create, foster and sustain opportunities as an employer of choice.

We understand you have a choice when choosing where to work and pursue a career. We understand you are unique and have a story. We want to hear it. We encourage you to apply today so that you might become a part of our story.

Vanderbilt University is an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran, or any other characteristic protected by law.