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POSO Specialist - Employee Relations Focus
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Reporting to the Director of Engagement & Development, the POSO Specialist serves as the primary resource for employee engagement, development, and employee relations. The unit focuses on the employee journey from recruitment to departure as well as focusing on the relationship between the employee and the institution. This role is responsible for learning and development initiatives and employee engagement programs to enhance organizational culture and workforce success. Additionally, the position supports conducting formal reviews, advising leadership on complex employee issues, and ensuring adherence to university, state, and federal laws and policies.
65% Employee Relations
Consultation, Analysis, and Policy Application
- Serve as the day-to-day employee relations (ER) consultant for employees, supervisors, and managers to surface and address workplace concerns early and effectively.
- Provide consultation and coaching on performance, conduct, and workplace issues; recommend corrective action strategies and follow through steps, including formal disciplinary actions.
- Interpret and apply university, state, and federal policies/procedures to non‑routine situations; exercise sound judgment on complex cases across varied academic and administrative units.
- Maintain strict confidentiality and complete, timely documentation for all matters.
Investigations, Dispute Resolution, and Case Management
- Participate in thorough, impartial reviews into complaints and concerns involving staff, faculty, and student employee interactions; gather and analyze evidence; prepare findings and action recommendations.
- Facilitate mediation and other problem-solving approaches to resolve disputes at the earliest possible stage.
- Manage sensitive situations (discipline, grievances, return to work, and other crises) with timely communication and risk aware recommendations.
Program and Process Responsibilities (ER)
- Administer performance evaluation processes for assigned areas (e.g., system functionality/workflow oversight; completion tracking and reporting).
- Consult with departments on Reduction-in-Force (RIF) needs and coordinate all steps of the RIF process.
30% Learning & Development and Employee Engagement
- Partner enablement & performance management coaching: Provide practical training on documentation, feedback, performance planning/reviews, and PIP
- Engagement initiatives: Support climate/engagement survey logistics and post‑survey roll‑ups for leader action‑planning; coordinate with and provide training for POSO partners on follow‑through.·
- Program design & development: Assess needs; research and design strategic, goal‑aligned learning for managers and employees (instructor‑led, online, hybrid) spanning leadership, communication, team effectiveness, core people development practices, and system skills.
- Evaluation & improvement: Measure effectiveness (e.g., surveys/metrics), analyze outcomes, and iterate content/delivery to improve impact.
- Department consults & custom solutions: Consult with departments to identify needs; design/deliver tailored training sessions; recommend process improvements; collaborate with and train POSO partners to address organizational development goals.
5% Other Duties as Assigned: Perform other duties as assigned.
This position may be eligible for flexible work arrangements including hybrid work and flexible scheduling.
Contingent upon availability of funds.
This position may be eligible for flexible work arrangements including hybrid work and flexible scheduling.
Contingent upon availability of funds.
Minimum Education/Experience
Bachelor’s degree and two years of progressively responsible professional human resources management experience; or an equivalent combination of training and experience. All degrees must be received from appropriately accredited institutions.
License or Certification Required by Statute or Regulation
None
Preferred Experience, Skills, Training/Education
- Master’s degree in Human Resources, Organizational Development, Public Administration, or related field.
- Certifications: PHR/SPHR or SHRM‑CP/SHRM‑SCP.
- Formal mediation training/experience.
- Experience conducting workplace investigations in higher education or the public sector.
- Proficiency with HRIS/case management systems and Microsoft 365; strong analytical/reporting skills.
- Demonstrated experience developing and delivering manager facing training.
- Working knowledge of applicable employment laws/regulations and HR practices.
- Strong interpersonal, written, and verbal communication skills, with demonstrated conflict resolution capabilities.
- Proven ability to manage sensitive and confidential information and handle multiple priorities with timeliness and accuracy.
Special Instructions to Applicant
East Carolina University requires applicants to submit a candidate profile online in order to be considered for the position. Candidates must also submit a cover letter, resume, and a list of three references, including contact information, online.
Applicants must be currently authorized to work in the United States on a full-time basis.
Additional Instructions to Applicant
In order to be considered for this position, applicants must complete a candidate profile online via the PeopleAdmin system and submit any requested documents. Additionally, applicants that possess the preferred education and experience must also possess the minimum education/experience, if applicable.
Job Open Date
11/06/2025
Open Until Filled
Yes
Job Close Date - Positions will be posted until 11:59 p.m. EST on this date. If no closing date is indicated, the position may close at any time after the initial screening date.
Initial Screening Begins
11/20/2025
Rank Level
Quick Link for Direct Access to Posting
Nondiscrimination Statement
East Carolina University is committed to workforce success and cultivating a culture of care for our employees. ECU prohibits unlawful discrimination and harassment based on race/ethnicity, color, genetic information, national origin, religion, sex, sexual orientation, gender identity, age, disability, political affiliation, and veteran status. All qualified applicants will receive consideration for employment without regard to their protected veteran status or disability.
Individuals requesting accommodation under the Americans with Disabilities Act Amendments Act (ADAAA) should contact the ADA Coordinator at (252) 737-1018 (Voice/TTY) or ADA-Coordinator@ecu.edu.
Individuals requesting accommodation under the Americans with Disabilities Act Amendments Act (ADAAA) should contact the ADA Coordinator at (252) 737-1018 (Voice/TTY) or ADA-Coordinator@ecu.edu.
Eligibility for Employment
Final candidates are subject to criminal & sex offender background checks. Some vacancies also require credit or motor vehicle checks. ECU participates in E-Verify. Federal law requires all employers to verify the identity and employment eligibility of all persons hired to work in the United States.
Department for People Operations, Success, and Opportunity
If you experience any problems accessing the system or have questions about the application process, please contact the Department for People Operations, Success, and Opportunity at (252) 328-9847 or toll free at 1-866-489-1740 or send an email to employment@ecu.edu. Our office is available to provide assistance Monday-Friday from 8:00-5:00 EST.
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