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MARGINAL FUNCTIONS
MINIMUM QUALIFICATIONS
AND
KNOWLEDGE AND ABILITIES
Senior and Middle Management
MINIMUM QUALIFICATIONS
Employee Labor and Relations Manager
$5590.09 – $6482.79/ Biweekly
$145,342.34- 168,552.54
CLOSING DATE/TIME: Friday 8/19/2022 8:59PM Pacific Time
DEFINITION
Under general direction of the Director of Human Resources, provides expert consult to policy makers, managers and supervisors and employees and union representatives regarding employee relations matters; liaisons directly with union representatives; directs and executes the employee corrective action/disciplinary process; functions as a designee for grievance response matters, trains and guides department directors in performance management issues and union relations. In cooperation with the Human Resources Director, plans and implements organizational culture and employee engagement initiatives.
ESSENTIAL FUNCTIONS
- Provides expert consultation to leadership regarding employee relations matters; and
- With the coordination of the Human Resources Department, develops, implements, and maintains and Employee Engagement Program and makes recommendations to changes in practices or procedures to increase employee engagement; and
- Assists Human Resources Director with negotiation of collective bargaining agreements with labor unions, including preparation of goals, strategies, and proposals; and
- Directs conferencing with unions representatives regarding changes related to wages, hours or terms and conditions of employment; and
- Directs the employee corrective action/disciplinary processes by consulting with managers and supervisors to ensure organizational consistency and due process; and
- Executes disciplinary and performance management related actions at the discretion of the executive director; and
- Provides guidance to supervisors and department leadership on low level grievances; and
- Consults with all levels of employees and union representatives to identify and resolve union and employee concerns and issues in an effective, orderly and timely manner inside and outside of the grievance process; and
- Develops and implements training for employees and leaders for employee relations and engagement issues; and
- Interprets memoranda of understanding and other union/management agreements to advises managers and supervisors on courses of action; and
- Assists in addressing ADA accommodation interactive processes as needed; and
- Assembles and analyzes data and information on trends in labor and employee relations; and
- In conjunction with legal counsel, leads the preparation and presentation of arbitrations, lawsuits, PERB complaints and other administrative processes including gathering evidence, testifying as a witness, and implementing decisions and judgments; and
- Assembles and analyzes data and information on trends in labor and employee relations; and
- Leads the preparation and presentation of arbitrations, lawsuits, PERB complaints and other administrative processes including gathering evidence, testifying as a witness, and implementing decisions and judgments; and
- Ensures the maintenance of records and prepares reports on negotiations, union activities, employee discipline and grievances
MARGINAL FUNCTIONS
Performs other related duties as required.
MINIMUM QUALIFICATIONS
A bachelor’s degree, with a major in personnel administration, human resource management, industrial relations, or a related field;
AND
5 years of increasingly responsible experience in Employee and Labor Relations Management.
Equivalent combinations of education, training and experience will be considered.
KNOWLEDGE AND ABILITIES
KNOWLEDGE OF:
The principles, practices and techniques involved in the administration of a comprehensive employee relations and engagement programs; statutes relating to public sector employer- employee relations including, but not limited to; the Meyer Milias Brown Act; public administration and governmental organization; management analysis techniques and statistical research methods; principles and practices of effective supervision and progressive discipline; State and Federal laws related to equal employment opportunity, employee working conditions, disability and leave, including but not limited to: Title VII of the Civil Rights Act of 1964; California Fair Employment and Housing Act; Age Discrimination Act; California Rehabilitation Act; Americans with Disability Act Amendment Act; Equal Pay Act; Fair Labor Standards Act; California Labor Code; Family Medical Leave Act; California Family Rights Act; principles, practices and application of electronic data processing to Human Resources work; and administrative investigation best practices and procedures;
ABILITY TO:
Effectively supervise staff, Interpret policies and procedures and make sound decisions; support and facilitate employee and labor relations activities; communicate exceptionally, both orally and in writing; coordinate and conduct administrative investigations while keeping a high level of confidentiality; analyze situations accurately and adopt an effective course of action in a fast paced environment; coordinate multiple negotiations and meet critical deadlines; be creative and keep an open mind in order to resolve difficult and sensitive matters; develop and maintain effective working relationships with personnel at all organizational levels; negotiate labor agreements; communicate orally and in writing with excellence; apply excellent interpersonal skills to deal with difficult issues effectively and in mediating disputes.
Senior and Middle Management
MINIMUM QUALIFICATIONS
