Director of Human Resources, Dining Services

Website Brown University

Job Description:

The Director of Human Resources provides leadership in all areas of human resources; including employment, recruitment, performance management, employee and labor relations, talent development, organizational design, and compensation.  This position oversees the planning, development, and implementation of human resources programs, systems including WORKDAY, and services to effectively support the goals and mission of Dining Services for approximately 40 professional staff and 198 union staff as well as student workers.  The Director will partner with Dining administrators, department heads, and University HR with respect to staffing, recruitment, staff engagement, employee & labor relations, union grievances and contract negotiations, retention, compensation, performance evaluation, learning & professional development, and organizational development. In addition, the selected candidate will work with the Office of Institutional Equity and Diversity on diversity and inclusion initiatives to ensure effective support for the department. The position will assist in developing the yearly budget and the reallocation of funds as needed. The position reports to the Vice President of Dining Programs and will work to prioritize issues requiring the attention of the Vice President. The Director oversees a staff including a Director of Labor Relations and a Human Resource Specialist.

Major Responsibility:  Oversight of Human Resources for Dining Services-60%

Partnering with University Human Resources, the incumbent will manage the overall staffing for professional, union and student staff. Advise managers about recruitment, hiring and retaining high quality and diverse staff to support departments’ mission and goals. Collaborate with managers to understand the priorities of staffing needs and build a highly qualified and diverse workforce. Acquire, retain and motivate key talent needed to build organizational capacity. Collaborate with hiring managers to educate them about employment and hiring practices minimizing the University’s risk of liability. Recommend appropriate recruitment strategies. Monitor searches ensuring all EEO/AA guidelines are addressed and recruitment efforts meet these goals. Advise dining departments in identifying, evaluating and resolving human resource issues arising from performance concerns in collaboration with UHR in addressing skill gaps, employee relations concerns, etc. Evaluate problems and recommend remediation techniques, such as job skill training or intervention, to resolve human relations issues. Provide advice and follow up on problematic situations. Provide talking points for managers faced with difficult employee conversations. In consultation with UHR, provides guidance/drafts to supervisors for performance management. Coach managers on appropriate methods of delivery and discussions. Partner with the Vice President of Dining Programs to support the departmental initiatives and professional development such as GED and ESL Programs as well as LinkedIn Learning programs. Oversee the development of training, onboarding programs, and new processes specific to dining staff. Manage salary increase processes for Dining Services staff, ensuring conformity with University-established performance management processes. Ensure that annual merit salary recommendations are fair and equitable. Reviews and evaluates divisional job audits and equity requests. Recommend new hire salary placements based on level of experience, skill set, requirements of the position, market value, internal equity, and parameters of budget constraints. Review and analyze divisional staff salaries, ensure consistency and address potential equity issues. Review for approval of all requests for bonus payments. Work closely with University Compensation to ensure policies and practices are consistently applied.

Major Responsibility:  Employment and Labor Relations Function for Dining Serices-25%

Supporting Actions:

Partner with UHR, Senior and/or Assistant Director of Employee & Labor Relations and the Vice President of Dining Programs on employee and labor relations issues, including grievances and the collective bargaining process working with managers to gather feedback, and advise on strategy as appropriate.

Advise Dining Services senior leadership, managers, and supervisors in identifying, evaluating, and resolving human resource management issues and disciplinary action arising from performance issues, employee and labor related concerns, etc., and assist in the resolution and the consistent interpretation and application of HR best practices, Brown policies, collective bargaining agreements, and employment law to ensure Dining Services management team is equipped to effectively supervise employees.

Communicate to management and staff regarding performance criteria and evaluation process. Advise managers on skills assessment, performance improvement plans, and other processes to promote individual professional development.

Oversee and monitor labor and employee relations to avoid potential grievances and/or bring about timely and appropriate resolution of issues. Conduct internal fact-finding interviews, investigations and research as part of grievance proceedings or toward resolution of incidents. Hear and answer grievances up to step 2. Oversee documented discipline to ensure consistency. Track all grievances and maintain all grievance records and supporting documentation. Support the Labor & Employee Relations team and Legal Counsel by preparing documents for arbitration hearings.

Coordinate and facilitate monthly labor and management meetings, prepare for and participate in arbitrations and contract negotiations.

Review job descriptions, probationary review, and annual performance appraisals to provide input to Dining Services managers and supervisor to assist with resolution of employee relations issues. Provide follow-up and refer more complex matters to the Senior and/or Assistant Director of Employee and Labor Relations.

Major Responsibility: Oversight of Payroll Function for Dining Services-15%

Oversee the payroll process including monthly, bi-weekly, weekly for exempt, non-exempt non-union, union staff, and student payrolls in all operations. Oversee departmental FLSA practices to ensure compliance with FLSA regulations and Brown’s policies and procedures. Facilitate union payroll rule updates toWORDAY OPStoassureaccuratetimekeeping.Ensure payrolls are accurate and submitted in a timely fashion;in accordance with university and FLSA guidelines and policies. Make suggestions for appropriate salaries and appropriate job grades/classifications

Job Qualifications

  • Bachelor’s degree in human resources management, business management or related field; advanced  education preferred.
  • Minimum of 7 to 10 years of progressively responsible human resources and operational management experience at a complex institution of higher education or equivalent.
  • Experience working with union staff required
  • Leadership skills with the ability to develop programs and lead initiatives
  • Knowledge of federal and state employment laws and regulations required (e.g., FLSA, FMLA, ADA)
  • Minimum of five years direct supervisory experience.
  • Effectiveness as a change agent, with the ability to think strategically, to turn new ideas and approaches into executable programs, and lead a diverse staff through ongoing changes in organization, processes, procedures, and technologies.
  • Demonstrated success with, and knowledge and understanding of, human resources management. Broad expertise with current best practices and awareness of emerging issues in human resources.
  • Demonstrated ability to develop and implement strategies, plans and budgets in a complex, fast changing environment.
  • Demonstrate ability to communicate effectively both verbally and in writing, and the ability to establish a cooperative work environment and create strong collaborative relationships with key stakeholders across the university with confidence and diplomacy.
  • Strong interpersonal and communication skills, and the ability to work effectively with a wide range of constituencies in a complex and diverse community.
  • Evidence of sensitivity to and understanding of diverse socioeconomic, cultural, ethnic and academic backgrounds.
  • Strong system skills including Microsoft Office, database and resources planning systems.

This position is an on-site only position. It is not available for hybrid or remote status at this time.

All offers of employment are contingent upon a criminal and educational background check satisfactory to Brown University.

Please include a cover letter when applying to this position.

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