General Information
| Job Description | LABOR REL MGR 2 | Working Title | Director of Employee & Labor Relations |
|---|---|---|---|
| Job Code | 000494 | Grade | 26 |
| Department Name | Employee and Labor Relations - D01104 | Department Head | |
| Supervisor | Effective Date |
Position(s) Directly Supervised
| Job Code | Title | FTE |
|---|---|---|
| 007373 | ADMIN AST 3 | 1 |
| 000497 | EMPLOYEE REL REPR 4 | 3 |
| 000261 | LABOR REL REPR 5 | 2 |
| 007597 | HR GENERALIST 4 | 1 |
| 007477 | COMM SPEC 3 | 1 |
Generic Scope
| Oversees through subordinate managers a large department or multiple smaller units, OR manages a highly specialized technical function/team. Has significant responsibility to achieve broadly stated goals through subordinate managers. Determines objectives, directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. Determines strategies for a program with organization-wide impact. |
Custom Scope
| Establishes objectives and work plans, and delegates assignments to subordinate managers. Responsible for managing, preparing, administering, and labor relations resources. Reviews and approves recommendations for labor relations programs. Involved in developing, modifying and executing policies that affect immediate operation(s) and also has organization-wide effect. Under general direction of the Leadership of Human Resources, represents organization at system-wide labor relations negotiations. Responsible for making decisions that have significant effect of the organization operations and that are legally enforceable. Erroneous decisions or failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules |
Department Custom Scope
| The Director of Employee & Labor Relations (ELR) reports to the Chief Human Resources Officer and oversees the provision of employee and labor relations services to the campus and plays a leadership role in programs aimed at increasing employee engagement and workplace performance. In addition to leading the ELR team, the incumbent serves as chief negotiator in local contract negotiations. The position has responsibility for representing campus interests in system wide contract negotiations, and for implementation and administration of 14 collective bargaining agreements and relevant personnel policies. The ELR team is responsible for the provision of a broad range of employee an organization focused activities such as performance management, complaint resolution, grievance administration and management consultation. |
Education & Experience Requirements
Education Requirements
| Degree | Requirement |
|---|---|
| Bachelor's degree in related area and/or equivalent experience/training. | Required |
| Advanced degree in related field or JD. | Preferred |
Experience Requirements
| Experience | Requirement |
|---|
License Requirements
Certification Requirements
| Certification | Requirement |
|---|---|
| CLRM or other labor relations certification, SHRM or HRCI certification | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
| Establishes department priorities and goals, delegates work assignments and manages fiscal and HR resources to ensure the achievement of goals and objectives. Responsible for administering all collective bargaining agreements for the organization and final responsibility for interpreting the agreements. | 5 |
| Provides management oversight for assigned labor relations staff by establishing priorities and delegating work assignments effectively, ensuring proper adherence to collective bargaining policies and procedures. Has final responsibility for conducting local negotiations in various bargaining units. | 10 |
| Responsible for administering and interpreting collective bargaining agreements for the organization; conferring with senior managers as necessary. | 15 |
| Makes recommendations and implements decisions on issues (operational and budget processes, staff FTE, finance, human resources and space planning) that have department-wide impact. | 5 |
| Guides administrative dispute process. | 5 |
| Represents the organization in proceedings, grievances and final and binding arbitrations. | 5 |
| Works in a highly collaborative manner with people of diverse cultures and at all levels to effectively advise organization managers and human resource professionals on highly complex labor relations and employment law implications relating to individual and organization-wide issues or courses of action and to build consensus with other organization regarding labor relations objectives, writing contract language, developing bargaining strategies, addressing concerns of employees, and maintaining effective relationships with the unions. | 20 |
| Advises management on settlement options in cases which may cross multiple jurisdictional lines and require broad consensus. | 5 |
| Responsible for ensuring contracts comply with statutory requirements, and meet needs of the organization and union management. | 5 |
| Develops and guides effective bargaining strategies that will lead to desired outcomes.Conducts local negotiations in various bargaining units and ensures contracts comply with statutory requirements, and meet needs of the organization and union management. Advises senior management at medical center and campus for location on controversial situations, negotiations, or influencing and persuading other senior level managers. | 5 |
| Represents the organization at judicial and administrative forums. | 5 |
| Effectively manages unit staff, including developing individuals and providing cross training. | 5 |
| Advises senior management on employee and labor relations matters. Advises organization management in employee and labor relations matters and recommends changes to policies. Manages, through subordinate supervisors, the coordination of activities of a department with responsibility for results in terms of costs, methods, and employees. | 5 |
| Meets annual goals assigned by manager and remains within allocated budget guidelines. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Maintains effective professional relationships with department managers as well as other managers in the field. | Required |
| Recognizes issues that have organizational impact or future implications and advises manager appropriately. | Required |
| Provides written analyses and oral presentations to management. | Required |
| Maintains a thorough understanding of the goals of the organization and ways in which this position can support those goals. | Required |
| Has advanced knowledge of labor/employment law and the principles and techniques of labor negotiations which must be continually updated. | Required |
| Must be aware of the dynamics associated with each negotiation in order to effectively represent the organization's interests. | Required |
| Requires specialized knowledge of other areas with human resources function including compensation, employee relations, and employee benefits. | Required |
| Requires advanced knowledge of the principles of advocacy, and applicable state and federal laws and court decisions. | Required |
| Must have thorough knowledge of the organization's policies and procedures relating to budget and HR-related matters. | Preferred |
| Requires highly effective negotiation and communication skills. | Required |
| Requires skills associated with working in a highly collaborative manner. | Required |
| Position requires highly effective decision-making, problem solving, critical thinking, project and initiative management and organizational leadership skills. | Required |
| Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|
Other Special Requirements & Conditions
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Level of Supervision Received
| GeneralDirection |
Environment
Working Environment
| Campus |
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 |