As a patient-focused organization, University of Utah Health exists to enhance the health and well-being of people through patient care, research and education. Success in this mission requires a culture of collaboration, excellence, leadership, and respect. University of Utah Health seeks staff that are committed to the values of compassion, collaboration, innovation, responsibility, integrity, quality and trust that are integral to our mission. EO/AA

The Employee Relations (ER) Consultant serves as a strategic partner and subject matter expert to leaders and team members across the healthcare system, providing expert consultation, training, and support on complex employee relations matters. Operating with a high degree of independence, the ER Consultant applies their deep knowledge of employment law, organizational policy, and healthcare regulations; alongside data-driven insights, to proactively identify trends, mitigate risk, and foster a fair, compliant, and high-performing work environment. This position is not responsible for providing patient care.

Corporate Overview: University of Utah Health is an integrated academic healthcare system with five hospitals including a level 1 trauma center, eleven community health centers, over 1,600 providers, and a health plan serving over 200,000 members. University of Utah Health is nationally ranked and recognized for our academic research, quality standards and overall patient experience. In addition to our clinical delivery system, we have a School of Medicine, School of Dentistry, College of Nursing, College of Pharmacy, and College of Health providing education and training for over 1,250 providers annually. We have over 2 million patient visits annually and research grants exceeding $350 million. University of Utah Hospitals and Clinics represents our clinical operations for the larger health system.

• Serve as a trusted advisor to team members and leaders on employee relations strategy, organizational policy interpretation, and complex workforce matters.
• Provide expert guidance on performance management, workplace behavior, conflict resolution, and corrective actions, with sensitivity to the fast-paced and high-stress dynamics of clinical operations.
• Partner with operational and clinical leadership to align ER strategies with organizational goals, balancing people-centered support with policy and legal compliance, including licensure requirements and healthcare regulations.

• Provide direct, real-time consultation to leaders on team member corrective action, performance concerns, and workplace behavior issues.
• Draft and review clear, policy-aligned documentation including but not limited to corrective actions, terminations, appeals.
• Interpret and apply policies, procedures, and employment laws during decision-making and leader consultation.
• Ensure consistency in the application of University of Utah Health policies, procedures, and ER practices to minimize risk and uphold workplace fairness.
• Collaborate with compliance, legal, and HR partners on sensitive employee concerns.
• At the direction of the ER Director may participate in Office of Equal Opportunity, Behavior Intervention, and Threat Assessment process to ensure safety on campus.

• Conduct and/or advise thorough, timely, and impartial investigations into allegations of misconduct, retaliation, or other violations.
• Document findings, provide recommendations, and partner with legal, compliance, and HR peers on resolution strategies.
• Maintain confidential records and ensure adherence to legal and organizational standards throughout the investigative process.
• Responsible for collecting information in collaboration with the Office of Equal Opportunity for external/internal complaint responses such as UALD, OEO, etc.

• Coach leaders on effective documentation practices, feedback delivery, and early intervention strategies.
• Develop and deliver training sessions on employee relations topics, including workplace conduct, progressive discipline, and compliance.
• Partner with HR and legal to ensure consistent messaging and up-to-date practices across the organization.

• Analyze ER data, including case trends, grievances, turnover, and absenteeism, to identify patterns and recommend proactive interventions.
• Collaborate with HR analytics team and Organizational Development to present dashboards and reports to leadership, enabling data-informed decisions.
• Contribute to ongoing improvement of ER processes and programs through evidence-based recommendations.

Knowledge / Skills / Abilities

• Strong knowledge of federal, state, and local employment and labor laws, including ADA, FMLA, PWFA, and related compliance frameworks.

• Skilled in coaching, conflict resolution, and influencing leaders through complex employee situations.

• Ability to interpret policies, apply employment law, and balance organizational goals with individual employee needs in clinical and administrative environments.

• Exceptional verbal and written communication skills, including the ability to draft clear, professional, and defensible documentation.

• Strong organizational and time management skills; able to manage multiple cases and deadlines simultaneously.

• High level of discretion, professionalism, and ability to manage confidential information.

Qualifications

Required

• Bachelor’s degree in Human Resources, Business Administration, or related field.
• Minimum of 4 years of professional-level experience in Employee Relations, preferably in a healthcare or similarly complex, high-volume setting.
• Demonstrated ability to manage sensitive ER issues and investigations with independence, sound judgment, and minimal oversight.
• A combination of education and experience may be considered (e.g., 2 additional years of experience for each year of missing education).

Preferred

• PHR, SPHR, SHRM-CP, or SHRM-SCP certification.
• Experience in public sector employment, higher education, or academic medical centers.
• Familiarity with HRIS and case management systems (e.g., PeopleSoft, ServiceNow, etc.).
• Experience navigating healthcare regulatory compliance.

Working Conditions and Physical Demands

Employee must be able to meet the following requirements with or without an accommodation.

• This is a sedentary position that may exert up to 10 pounds and may lift, carry, push, pull or otherwise move objects. This position involves sitting most of the time and is not exposed to adverse environmental conditions.