General Information
Job Description | EMPLOYEE REL REPR 5 | Working Title | Employee & Labor Relations Analyst 5 - Limited Appointment |
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Job Code | 000516 | Grade | 26 |
Department Name | Human Resources - D01103 | Department Head | |
Supervisor | Effective Date |
Position(s) Directly Supervised
Job Code | Title | FTE |
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Generic Scope
Recognized organization-wide expert. Has significant impact and influence on organizational policy and program development. Regularly leads projects of critical importance to the organization; these projects carry substantial consequences of success or failure. May direct programs with organization-wide impact that include formulating strategies and administering policies, processes, and resources. Significant barriers to entry exist at this level. |
Custom Scope
Recognized functional expert who regularly leads employee relations projects of criticality to organization. Utilizes comprehensive and in-depth employee relations expertise to provide guidance and recommendations regarding strategic direction for the organization. Works on employee relations matters that are the most diverse and complex in scope and where analysis of data and situations requires evaluation of many factors and implications with broad impact on the organization. Develops internal and external contacts often pertaining to organization-wide plans and objectives. Determines methods and procedures on new assignments and functions as a lead with other employee relations professionals. Is considered a subject-matter expert of the organization. |
Department Custom Scope
Recognized functional expert who regularly leads employee and labor relations projects of criticality to organization in support of a high performance work place. Provides expert professional advice and counsel to management on employee and labor relations/employee engagement issues and projects. Advises supervisors regarding employee performance management and corrective actions, including discipline and dismissal actions, conduct of investigations and management of complaints and grievances. Utilizes comprehensive and in-depth employee and labor relations expertise to provide guidance and recommendations regarding strategic direction for the organization. Works on employee and labor relations matters that are the most diverse and complex in scope and where analysis of data and situations requires evaluation of many factors and implications with broad impact on the organization. Provides expert advice in interpretation and implementation of collective bargaining agreements and relevant policies. Develops internal and external contacts often pertaining to organization-wide plans and objectives. Determines methods and procedures on new assignments and functions as a lead with other employee relations professionals. Is considered a subject-matter expert of the organization. |
Education & Experience Requirements
Education Requirements
Degree | Requirement |
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Bachelor's degree in related area and/or equivalent experience/training. | Required |
JD or Master's degree in related area. | Preferred |
Experience Requirements
Experience | Requirement |
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License Requirements
License | Requirement |
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Valid drivers license. | Required |
Certification Requirements
Certification | Requirement |
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Society For Human Resource Management Certified Professional (SHRM-CP) | Preferred |
Labor Relations Academy Masters Certification (CLRM) | Preferred |
Educational Condition Requirements
Condition | Requirement |
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Advanced degree may count towards years of experience. | Required |
Key Responsibilities
Description | % Time |
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Investigates formal employee complaints and develops recommendations on the organization's response to employee or employee representative. | 10 |
Ensures that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization. | 5 |
Works in a highly collaborative manner with diverse client groups across the organization, external contacts of significance, and members of organization management at all levels on such issues as performance management, complex organizational changes, work place climate and other related areas.
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20 |
Responds to complex grievances and situations according to state and federal laws and union/labor contracts.
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15 |
Leads and influences others on matters of significance. | 5 |
Manages sensitive and confidential information in an appropriate manner and according to organization policy. | 5 |
May coordinate with Office of General Counsel and outside counsel to respond to employment litigation. Serves as a liaison between management and counsel. Assists counsel with all phases or pre-trial/trial including development o f strategic direction of the case and settlement strategies. | 5 |
Develops and facilitates training for supervisors and managers in employee and labor relations topics. | 5 |
Recommends appropriate level of corrective action and discipline up to an including termination. Conducts highly sensitive termination interviews and makes recommendations regarding policy and procedures based on trends. | 10 |
Leads and conducts advanced analysis of complex and varied issues and develops recommendations for integrated human resources solutions to clients. | 10 |
Represents the organization as a participant in system-wide collective bargaining. Responsible for administering collective bargaining agreements and for interpreting the agreements. Represents the campus in bargaining with unions on campus-specific issues. | 10 |
Knowledge, Skills & Abilities
Knowledge/Skill/Ability | Requirement |
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Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills. | Required |
Demonstrates thorough knowledge of organization policies and procedures; advanced knowledge of functional area and understands how work impacts other areas in Human Resources and the organization. | Preferred |
Has advanced knowledge of employee relations function and other subject areas of human resources. | Required |
Exhibits strong knowledge of legal requirements needed to minimize exposure. | Required |
Capable in developing, interpreting, implementing and administering organization-wide human resources policies and processes. | Required |
Has strong knowledge of dispute resolution and grievance procedures and expert knowledge of administering and ensuring adherence to labor/union contracts. | Required |
Possesses skills to provide guidance to managers and employees on complex and significant employee relations issues. | Required |
Demonstrated success in developing and administering performance management systems. | Required |
Demonstrates skills and abilities in conflict and change management. | Required |
Has superior written, verbal and presentation skills for presenting and communicating complex information to managers at varying levels in the organization on employee relations issues. | Required |
Demonstrated ability to handle the most difficult or volatile situations/individuals effectively. | Required |
Possesses advanced knowledge of applicable state and federal laws and regulations. | Required |
Understanding of the principles related to management, supervision and leadership to provide expert level advice and counsel. | Required |
Special Requirements & Conditions
Special Condition | Requirement |
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Valid drivers license will be required if operating a personal or university vehicle for university related business. | Required |
Must possess or obtain a Valid CA Drivers License in accordance with the California Department of Motor Vehicles. | Required |
Must provide own transportation to offsite events/meetings. | Required |
Other Special Requirements & Conditions
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Level of Supervision Received
GeneralDirection |
Environment
Working Environment
Other University Setting |
Other Requirements
Items Used
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Physical Requirements
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Mental Requirements
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Environmental Requirements
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Critical Position
Is Critical Position: No |