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Job Standard for Employee Relations Manager

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  1. The Purpose, Scope, Qualifications and Job Functions are specific to this job title and can not be edited.
  2. Click “View in Google Docs/Download” and download to Word.
  3. Under Essential Functions you may add an additional 35%, specific to your department needs.
  4. Complete this standard before creating the job announcement and posting the position.
  5. This standard will be used as the new Job Description for the prospective employee.
  6. After hire is complete, insert Employee Name and PCN#

Employee Relations Manager Overview

  • Person Group: Professional
  • Job Code: 75588
  • Pay Grade: P11
  • FLSA Status: Exempt
  • Career Level: Senior Manager
  • Family: Human Resources
  • Function: Employee Relations


This position manages 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, negotiated separations, and trainings.  Develops and writes personnel policies and regulations. Works with a great deal of independent discretion in decision making and execution of responsibilities including supervising employees.

Level Scope

Spends the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate staff.  Manages experienced professionals who exercise latitude and independence in assignments. Establishes departmental goals and objectives, functions with autonomy.  Manages the accountability and stewardship of human, financial, and often physical resources in compliance with departmental and campus wide goals and objectives. Ensures subordinate supervisors and professionals adhere to defined internal controls with a focus on policy and strategy implementation.  Manages systems and procedures to protect departmental assets and requires practical knowledge in leading and managing the execution of processes, projects and tactics within one area.

Minimum Qualifications

Bachelor’s Degree and 5 years of relevant experience, including 1 year of managerial experience, or equivalent progressively responsible professional experience.

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.
  • Plans, directs, and 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.
  • Develops and conducts management training on harassment and discrimination, employment law, ADA, performance reviews, discipline, terminations, ethics, and personnel policies and regulations.  Fosters and promotes use of human resources services
  • Administers the Boise State Employee Policy Handbook and writes all personnel policies and regulations regarding university employment.  Proposes and makes recommendations to the Boise State policy committee for changes and improvements to the university employee policy handbook.  Identifies 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 judgment 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

  • Determined by department needs

5% of Time the Employee Relations Manager

  • Perform other duties as assigned

Work Environment and Physical Demands

Campus and various external sites, office environment

Travel Requirement

Not applicable for Employee Relations Manager

Career Path

Assistant Director, other manager level professional positions

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


Incumbent 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.