Employee & Labor Relations Manager

Definition

Plans, organizes, and manages a variety of employee and labor relations operational activities involving disciplinary actions, grievances, appeals, complaints, contract negotiations, and other related areas.

Typical Duties

Plans, organizes, and manages various employee and labor relations operational activities concerning disciplinary actions, grievances, appeals, complaints, contract negotiations, and other related areas.

Develops, recommends, evaluates, and implements operational policies, procedures, and work standards for various employee and labor relations activities to manage work flow and improve efficiency and effectiveness of provided services.

Supervises, trains, and evaluates assigned staff to ensure effective and efficient operations of the unit.

Serves as a technical advisor for management and supervisory staff in the interpretation and application of negotiated bargaining agreements.

Confers with administrators and supervisors on the effective resolution of complex employee relations problems by providing information on progressive discipline, evaluation procedures, due process requirements and complaint and grievance procedures and recommending courses of action.

Represents the District at classified disciplinary and grievance hearings, which includes pre-hearing preparation of witnesses, answering of interrogatories, and the production of records and evidence, and the preparation of statement and briefs.

Analyzes and evaluates evidence in cases of disciplinary action, develops additional supportive evidence, background information and documentation; prepares statements of charges for Board of Trustees’ approval and recommends appropriate disciplinary action.

Advises employees on the rights, privileges, and burdens of employees and supervisors in filing grievances, appeals, and complaints, and counsels individuals on minor problems of employee conduct or dissatisfaction, poor work habits, leave problems, indebtedness, and provisions related to various employee benefits and services.

Mediates discussions between supervisors, employees, and employee representatives regarding problems adversely affecting an employee’s performance.

Coordinates and participates in the research of information used in the collective bargaining process on matters such as salaries, employment practices, employee benefits, and related areas; prepares reports on findings; and makes recommendations.

Coordinates and participates in the development of training sessions for administrators and supervisors on progressive discipline, grievance processes and procedures, and related areas.

Reviews and evaluates medical reports, reports of arrest, criminal investigations, and related data; interprets health and arrest / conviction standards; and makes disposition on the eligibility of individuals for employment and retention.

Establishes and maintains working relationships with Federal, State, and local governmental agencies whose functions are related to employee and labor relations.

Advises the director of activity statuses and issues needing attention, evaluation, resolution, and decisions.

Attends and participates committees to provide subject matter advice and guidance related to assigned responsibilities.

Participates in consultation sessions with bargaining unit representatives, as designated.

Participates in the development of negotiation strategies for collective bargaining and interprets negotiated agreements for management.

Assists in preparation of proposals and counter proposals for discussion at the collective bargaining table.

Prepares a variety of descriptive and evaluative reports and correspondence related to employee and labor relations.

Stays current on trends and developments related to employee and labor relations; reviews proposed changes in laws, regulations, rules, and procedures related to employee and labor relations areas and assesses its effect on District policies and makes recommendations for administrative response.

Evaluates information technology systems applicable to assigned area and recommends improvements and / or necessary changes that increase efficiency and effectiveness.

Utilizes the capabilities of management information systems related to assigned area.

Manages the maintenance of employee and labor relations records.

Assumes responsibility on designated matters in the absence of administrators in the division.

Performs related duties as assigned.

Distinguishing Characteristics

An Employee and Labor Relations Manager plans, organizes, and manages a variety of employee and labor relations operational activities involving disciplinary actions, grievances, appeals, complaints, contract negotiations, and other related areas.

A Director of Employee and Labor Relations plans, organizes, and directs the day-to-day operations of the District’s employee and labor relations unit which encompasses the functions of collective bargaining, contract administration, disciplinary actions, appeals, complaints, grievances, HR policy development and reporting, and other related areas.

Supervision

General supervision is received from a classified administrator. Immediate supervision is exercised over professional, technical, and clerical employees.

Class Qualifications

Knowledge of :

Public sector labor relations laws and precedents

Sections of the Education and Penal Codes and rules, regulations, and policies of the District related to the employment and retention of personnel

Principles of mediation, arbitration, and conflict resolution

Principles and techniques of bargaining contract negotiations

Policies of the District related to the employment and retention of personnel

Collective bargaining agreements covering District employees

District Board of Trustee rules and administrative policies related to employee and labor relations

Personnel Commission laws and rules

Principles and techniques of counseling and guidance

Fact-finding methods and investigative methods and procedures

Organization, functions, and key staff of the District

Principles of management and organization

Principles of supervision and training

Organization and management of records

Current trends and development in employee and labor relations fields

Capabilities of computer systems, software, and hardware used in the employee and labor relations field

Computer software such as word-processing, spreadsheet, database management, and desktop publishing

Ability to :

Plan, organize, and manage a variety of employee and labor relations operational activities

Develop methods and procedures that improve efficiency of assigned functions

Develop innovative, workable solutions to complex and sensitive employee relations problems

Recognize critical problems, develop and evaluate data, determine solutions, assess alternatives, and make sound recommendations

Interpret, apply, and explain applicable laws, policies, and precedents to employee and labor relations matters

Effectively present and argue management’s position in cases involving arbitration

Effectively counsel employees with problems which are adversely affecting work performance

Prepare effective and comprehensive oral and written communications and presentations

Effectively utilize computer equipment, software, and management information systems in the performance of duties

Analyze training needs and develop training programs

Adapt to changing priorities and work demands

Perform complex assignments independently

Evaluate work methods and performance

Deal with novel and difficult problems

Maintain high levels of ethical and professional conduct and confidentiality

Express difficult situations and concepts effectively in oral and written presentations

Exercise sound judgment and maintain poise in challenging and / or sensitive situations

Effectively utilize human resources information and documentation systems in the performance of duties

Stimulate teamwork and promote cohesiveness to achieve unit goals

Organize work to meet critical deadlines

Consistently use and promote professional standards and practices related to assignments

Maintain a focus on details, quality, and precision in the performance of duties

Actively contribute to a culture of constructive collaboration and innovation with colleagues

Secure confidence, respect, and cooperation of individuals and organizations contacted in the course of work

Maintain a fair and impartial attitude

Maximize use of available human, fiscal, and physical resources

Integrate technology into business operations

Establish and maintain effective working relationships with a diverse pool of District administrators, employees, and representatives of public agencies and private organizations

Travel to off-site locations to conduct investigations

Learn specialized computer applications

Entrance Qualifications

Education :

A bachelor’s degree from a recognized college or university preferably with a major in labor or industrial relations, human resource management, public administration, industrial or organizational psychology, or a related field.

Experience :

Four years of recent, full-time, paid, professional-level experience in employee relations with responsibilities for investigating and resolving employee disciplinary matters, grievances, appeals, and complaints. Collective bargaining and supervisory experience are desirable.

Special :

A valid Class “C” California driver’s license.

Travel to locations throughout the District is required.