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.
About the Work Unit:
Employee Relations, within the division of People, Culture, and Belonging, supports a fair, respectful, and productive work environment at Vanderbilt University by helping faculty, staff, and leaders navigate workplace concerns. The team provides consultation on employee relations matters, supports the consistent application of university policies, and conducts impartial investigations into allegations of discrimination, harassment, retaliation, and other workplace misconduct.
Working collaboratively with human resources colleagues, university leadership, the Office of the General Counsel, and other campus partners, Employee Relations addresses sensitive workplace issues with discretion, objectivity, and care. Through investigations, consultation, training, and the identification of recurring workplace concerns, the team promotes accountability, supports effective resolutions, and identifies opportunities to strengthen workplace practices.
Key Functions and Expected Performance:
• Conducts impartial, fact-finding investigations into workplace complaints, including allegations of discrimination, harassment, retaliation, and violations of university policy, independently or in collaboration with appropriate stakeholders. Develops investigation plans, interviews parties and witnesses, gathers and preserves relevant documentation and other evidence, and prepares clear, objective investigation reports.
• Communicates with parties and witnesses throughout each investigation and manages multiple simultaneous investigations in an efficient manner.
• Maintains updated case files in the case management system.
• Analyzes complex employee issues and investigation findings to determine root causes, and presents objective findings and recommendations to appropriate decision-makers to support fair, effective resolutions.
• Provides ongoing updates regarding the status of reports, complaints, and investigations to employee relations leadership.
• Executes employee relations processes that support compliance with institutional policies and applicable regulatory standards.
• Works closely with other university offices and community resources to assist in determining supportive measures and implementing university policies.
• Advises departmental leadership on resolution strategies that maintain a supportive work environment.
• Trains university faculty and staff on relevant policies and prevention measures.
• Provides input on strategic initiatives by researching emerging trends and forecasting potential impacts on employee engagement.
• Establishes clear policies and procedures and mentors junior staff to ensure operational excellence and consistency in practice.
• Engages in self-directed professional reading and attends relevant professional development courses and trainings to build subject-area expertise.
Supervisory Relationships:
This position does not have supervisory responsibility; this position reports administratively and functionally to Associate Vice Chancellor for Workforce Relations and Enterprise Expansion.
Education and Certifications
▪ A Bachelor’s Degree is necessary.
▪ A graduate or advanced degree (e.g., Master’s, Ph.D., J.D.) in a relevant field preferred.
▪ Professional HR certification (SHRM-SCP or SPHR) preferred.
Experience and Skills:
▪ At least 5-7 years of experience is necessary.
▪ 8-11 years of work experience conducting and managing fact-finding investigations into allegations of protected class discrimination and harassment or comparable field strongly preferred. Experience in a university setting preferred.