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Job Standard for Employee Relations Manager

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  1. Click “View in Google Docs/Download” and download to Word.
  2. The Job Overview, Level Scope, Minimum Qualifications and Essential Job Functions are specific to this job’s competencies and cannot be edited.
  3. For the Job Posting you may;
    1. update/change the purpose to add in department specific information, 
    2. add key responsibilities to the 35% of the time, specific to your department needs, 
    3. add a preferred qualifications section
    4. post the position using the business title

The statements on this job standard are intended to describe the general nature of the role and level of work being performed. They are not intended to represent an exhaustive list of all responsibilities, duties and skills required of the employee.

Employee Relations Manager Overview

  • Work Type: Professional
  • Job Code: 73580
  • Pay Grade: P10
  • FLSA Status: Exempt
  • Career Level: Manager
  • Family: Human Resources
  • Function: Employee Relations


This position manages portions of the Employee Relations department to ensure Boise State University is following federal, state, and university related policies, laws and regulations.  Interacts with all levels of university leadership regarding employee relations, legal compliance, investigations, discipline, terminations, and negotiated separations.   Works with a great deal of independent discretion in decision making and execution of responsibilities including supervising employees.

Level Scope

Provides direct supervision typically to professionals or skilled technical employees at the entry or intermediate level. Functions as advisor to unit and administration and sets goals and objectives for team members for achievement of operational results. Analyzes and resolves problems through drawing from prior experiences. Interprets policies (e.g., fiscal management, HR, contracts and grants, resource management in defined areas) and demonstrates solid subject matter knowledge. Exercises judgment within defined procedures and policies to determine appropriate action. Supervises staff to assure accountability and stewardship of campus resources (operational, financial, and human) in compliance with departmental goals and objectives.

Minimum Qualifications

Bachelor’s Degree and 2 years experience or equivalent

Knowledge, Skills, and Abilities

  • Functional knowledge of Title I and Title II of the ADA, Title VI and Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), Uniformed Services Employment and Reemployment Rights Act (USERRA), Fair Labor Standards Act (FLSA) and related state and federal regulations
  •  Working knowledge of the principles and practices of human resource administration and employee relations; of word processing, spreadsheet development and design, human resources, database and internet software.
  • Ability to establish and maintain effective working relationships with employees, management, and various agencies at all levels of the organization; use reason and de-escalation skills to manage difficult or emotional situations; present facts and recommendations verbally and in writing; plan, design, implement, and conduct trainings to a diverse level of management, and employees; maintain strict confidentiality
  • Ability to motivate, develop and direct staff, knowledge of supervisory practices

Essential Functions

Key Responsibilities

60% of Time the Employee Relations Manager must:

  • Provides advice and counsel to supervisors on employee issues as they relate to compliance with regulations and laws.  Conducts interactive processes with employees to determine ADA compliance and reasonable accommodations.  Negotiates employment separations.  Represents Boise State University at personnel-related hearings, mediations, and depositions.
  • Administers the Boise State University discipline program.  Prepares employee discipline notices, conducts personnel investigations, attends discipline meetings and prepares discipline decision letters, including but not limited to separation notices, severance agreements, and related documentation.
  • Fosters and promotes use of human resources services
  • Assists with Proposals and makes recommendations to the Boise State policy committee for changes and improvements to the university employee policy handbook. Helps identify legal requirements and government reporting regulations affecting human resources functions and ensures policies, procedures and reporting are in compliance.
  • Supervisory responsibilities:  Employees in this position are authorized to recommend and/or effect the full range of duties (with appropriate managerial review), including hiring, performance evaluations, transferring, promoting, assigning of significant duties, rewarding, disciplining and terminating employment; exercise independent judgement to direct others work and have the authority to take corrective action; and, utilize people skills to communicate, motivate and direct or oversee a person, group, department, or organization.

35% of Time the Employee Relations Manager

  • Oversee FMLA specifically the work of the individual responsible for FMLA and training the individual.
  • Lead  HR projects; to support the goals of the campus.
  • Serve on University Committees such as CARE.

5% of Time the Employee Relations Manager

Perform other duties as assigned

Work Environment and Physical Demands

Some positions may involve frequent bending, moving, lifting, and carrying material weighing up to 50 pounds; some positions may involve moving, lifting, and carrying material weighing up to 70 pounds; standing up to eight hours each day; working in all weather conditions; exposure to high noise levels and requiring wearing hearing protection.

Travel Requirement

Not applicable for Employee Relations Manager

Career Path

Additional training/education or equivalent experience, as well as business need, are required for movement into higher level jobs.


Incumbents must perform the essential duties and responsibilities with or without reasonable accommodation. The above statements are intended to describe the general nature and level of work.  Final employment offers are  contingent upon a Final Candidate’s successful completion of a Background Verification, and a determination by the University that the information derived from the Background Verification does not disqualify the individual.  In addition, a Financial History Check and Motor Vehicle Record (MVR) Check may be required.