Meaghan Lenahan

• Direct & supervise Employee Relations, Time & Attendance and HRIS teams totaling six (6) employees.
• Ensure compliance with seven (7) collective negotiations agreements, NJ4A, NJ Civil Service Commission & other legal requirements in the management of progressive discipline, grievances, time & attendance implementation, & union-employer data exchanges.
• Manage three (3) distinct performance management processes, covering more than 500 union and non-union employees. Develop and implement change management and other communication strategies necessary in the execution of each review cycle.
• Offer guidance to managers on employee performance and conduct concerns,. Navigate complex interpersonal conflict and related matters, establishing expectations to drive improved relationships and heightened employee accountability.
• Consult on and execute employee separations in consultation with key stakeholders. Oversee the execution of required personnel actions.
• Represent the Office of Human Resources on University-wide committees, and with both internal and external offices for collaborative outcomes.
• Develop and direct the implementation of HR practices & procedures with respect to all areas of oversight.

• Supervise two (2) Employee Relations managers supporting the team's function.
• Served as a lead on implementation team for Workday HCM (2020) Project instituting self-service system offerings and other HRIS modules for more than 1,000 employees.
• Direct and support investigations and related handling of disciplinary and grievance matters. Receive and act on recommendations from staff, ensuring thorough reviews and due process of all relevant factors.
• Oversee the implementation of performance review cycles for more than 500 union and non-union employees.
• Produce and distribute reports to internal and external offices as required by University partnerships and Union agreements.

▪ Conduct the intake, investigation & resolution of corrective action & disciplinary referrals. Meet with relevant parties for fact-finding interviews; collect & review discovery, determine and recommend appropriate disciplinary action to senior leadership.

▪ Manage grievance procedure for multiple Unions. Develop and present management’s case.

▪ Manage end-to-end processing of performance evaluations for more than 500 union & non-union employees. Monitor evaluation processes and ensure compliance with negotiated agreements & other policy requirements. Oversee the completion of relevant personnel actions related to evaluation outcomes.

▪ Conduct one-on-one and group trainings on performance management and progressive disciplinary processes strategies. Communicate changes to policies and procedures as they are put into effect.

▪ Supervise the work of one (1) full-time Employee Relations Program Assistant & ensure the accurate and timely completion of all tasks supporting the functionality of the Unit.

▪ Assisted in processing discipline and grievance cases. Facilitated scheduling of hearings and related meetings; supported investigation efforts; participated in case resolution up to and including the development of disciplinary charges.

▪ Acted as Deputy Custodian of Records in the processing of Open Public Records Act requests and Government Records Council complaints. Supported University-wide initiatives related to records retention & disposition.

▪ Acted as liaison with University Counsel and the Office of the Attorney General in connection with all relevant matters including OPRA requests, legal subpoenas and discovery requests.