General Information
| Job Description | EMPLOYEE REL REPR 4 | Working Title | Employee Relations Analyst 4 - Limited Appointment |
|---|---|---|---|
| Job Code | 000497 | Grade | 24 |
| Department Name | Human Resources - D01103 | Department Head | |
| Supervisor | Effective Date |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|
Generic Scope
| Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving frequently requires analysis of unique issues/problems without precedent and/or structure. May manage programs that include formulating strategies and administering policies, processes, and resources; functions with a high degree of autonomy. |
Custom Scope
| Technical leader who provides guidance to all levels within the organization, utilizing specialized employee relations expertise within area of responsibility to resolve questions, concerns and grievances for a large, complex group of employees in creative and effective ways. Internal and external contacts often pertain to significant employee relations programs and objectives. Normally receives little direction on assignments. May serve in a lead capacity, providing guidance to other employee relations professionals. |
Department Custom Scope
| Technical leader who provides guidance to all levels within the organization, utilizing specialized employee relations expertise within area of responsibility to resolve questions, concerns, and grievances for a large, complex group of employees in creative and effective ways. Provides advanced professional advice and counsel to management on employee relations issues and employee engagement efforts and projects in support of a high-performance workplace. Internal and external contacts often pertain to significant employee relations programs and objectives. Advises supervisors regarding employee performance management and corrective actions, including discipline and dismissal actions, conduct of investigations and management of complaints and grievances. Normally, receives little direction on assignments. 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. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| 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 |
|---|
License Requirements
| License | Requirement |
|---|---|
| Valid drivers license. | Required |
Certification Requirements
| Certification | Requirement |
|---|---|
| Society For Human Resource Management Certified Professional (SHRM-CP) | Preferred |
| Labor Relations Academy Masters Certification (CLRM) | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|---|
| Advanced degrees may count towards years of experience. | Required |
Key Responsibilities
| Description | % Time |
|---|---|
| Applies advanced employee relations specific concepts and skills to investigate formal and informal employee complaints (including whistleblower/UC hotline complaints) and develops recommendations on the organization's response to employees. | 15 |
| Ensures that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization. | 5 |
Provides advice and counsel to managers on such issues as performance management, complex organizational changes, work place climate and other related areas.
|
20 |
| Responds to employee relations issues according to state and federal laws and union/labor contracts. | 10 |
| Manages sensitive and confidential information in an appropriate manner. | 5 |
| Provides information in response to complex Equal Employment Opportunity Commission (EEOC) .Works effectively with people from diverse cultures to provide employee relations related support. | 5 |
| Responds to grievances and employee relations issues according to state and federal laws and union/labor contracts, and works collaboratively with management to recommend position and settlement options. Represents the organization in proceedings, grievances, and arbitration. | 10 |
| Provides advice and counsel to assigned client groups on complex wide ranging employee relations issues | 5 |
| Recommends appropriate level of corrective action and discipline up to and including termination. Conducts highly sensitive termination interviews, analyzes disciplinary statistics and makes recommendations based on trends. | 10 |
| Coordinates and conducts advanced analysis of complex and varied issues and develops recommendations for integrated human resources solutions to clients. | 5 |
| Develops and facilitates training for supervisors and managers in employee relations topics. | 5 |
| Reviews and analyzes a variety of human resources issues, e.g., policy revision proposals, internal procedures and practices and develops resulting recommendations. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Has advanced 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 |
| Advanced knowledge of employee relations function and other subject areas of human resources . | Required |
| Has advanced knowledge of applicable state and federal laws and regulations. | Required |
| Has advanced knowledge of union/labor contracts. | Preferred |
| Capable in developing, interpreting, implementing and administering organization -wide human resources policies and processes. | Required |
| Effective written and oral communication skills. | Required |
| Advanced organizational, analytical, and problem solving skills to conduct analysis and develop recommendations | Required |
| Exercise excellent judgment in responding to employee relations-related requests. | Required |
| Demonstrated success in administering performance management systems and mentoring managers on the process of evaluating performance. | Required |
| Demonstrates skills and abilities in leading management in the areas of conflict and change management. | Required |
| Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. | Required |
| Demonstrated skills to provide guidance to managers and employees on complex and significant employee relations issues. | Required |
| Understanding of the principles related to management, supervision and leadership to provide expert level advice and counsel. | Required |
| Understanding of the principles related to management, supervision and leadership to provide expert level advice and counsel. | Required |
| Possesses highly developed skills to provide guidance to managers and employees on complex and significant employee relations issues. | Required |
| Exhibits strong knowledge of legal requirements needed to minimize exposure. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|---|
| 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
| Direction |
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 |