General Information
| Job Description | EMPLOYEE REL REPR 4 | Working Title | Employee & Labor Relations Analyst |
|---|---|---|---|
| Job Code | 000497 | Grade | 24 |
| Department Name | Employee and Labor Relations Dept - D01104 | Department Head | |
| Supervisor | George Williams | Effective Date | 07/01/2022 |
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
| Reporting to the Director of Employee and Labor Relations, the Employee & Labor Relations Analyst is a technical leader who provides guidance to all levels within the organization, utilizing specialized employee and labor 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 and labor 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, works on assignments with autonomy. May serve in a lead capacity, providing guidance to other employee relations professionals. Works on employee and labor relations matters that are the 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 |
|---|---|
| 6 - 10 years of related experience. | Required |
| Minimum of 8 years of related experience. | Required |
| Significant experience conducting complex workplace investigations. | Required |
| Professional experience performing employee and/or labor relations activities in higher education and/or public sector. | Preferred |
License Requirements
| License | Requirement |
|---|---|
| Valid Driver License | Required |
Certification Requirements
| Certification | Requirement |
|---|---|
| Society for Human Resource Management Certified Professional (SHRM-CP) | Preferred |
| Labor Relations Academy Masters Certification (CLRM) | Preferred |
| Professional in Human Resources Certification (PHR) | Preferred |
Educational Condition Requirements
| Condition | Requirement |
|---|
Key Responsibilities
| Description | % Time |
|---|---|
Provides advice and counsel to managers on such issues as performance management, complex organizational changes, work place climate and other related areas.
|
25 |
Provides advice and counsel to assigned
client groups on complex wide ranging
employee relations issues
|
15 |
| 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. | 10 |
| Administers and interprets labor / union contracts. | 10 |
| Conducts highly sensitive termination interviews, analyzes separation statistics and makes recommendations. | 5 |
| Ensures that legal and regulatory requirements are met in terms of employee relations to minimize exposure to liability for the organization. | 5 |
| Responds to employee relations issues according to state and federal laws and union/labor contracts. | 5 |
| 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 |
| Prioritizes work assignments, adapts to changing priorities, and conducts complex and varied analysis and develops resulting recommendations. | 5 |
| Reviews and analy z es a variety of human re sources issues, e.g., policy revision proposals, internal procedures and practices. | 5 |
| Coordinates wit h 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 of strategic direction of the case and settl ement strategies. | 5 |
Knowledge, Skills & Abilities
| Knowledge/Skill/Ability | Requirement |
|---|---|
| Demonstrated skills to provide guidance to managers and employees on complex and significant employee relations issues. | Required |
| Capable in developing, interpreting, implementing and administering organization -wide human resources policies and processes. | Required |
| Has advanced knowledge of applicable state and federal laws and regulations. | Required |
| Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively. | Required |
| Has advanced knowledge of union/labor contracts. | Required |
| Demonstrated success in administering performance management systems and mentoring managers on the process of evaluating performance. | Required |
| Understanding of the principles related to management, supervision and leadership to provide expert level advice and counsel. | Required |
| Advanced knowledge of employee relations function and other subject areas of human resources . | Required |
| Effective written and oral communication skills. | Required |
| Demonstrates skills and abilities in leading management in the areas of conflict and change management. | Required |
| 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. | Required |
| Exercise excellent judgment in responding to employee relations-related requests. | Required |
| Advanced organizational, analytical, and problem solving skills to conduct analysis and develop recommendations | Required |
| Exhibits strong knowledge of legal requirements needed to minimize exposure. | Required |
Special Requirements & Conditions
| Special Condition | Requirement |
|---|---|
| Valid driver license will be required if operating a personal or university vehicle for university related business. | Required |
| Must possess or obtain a valid California Driver License in accordance with the California Department of Motor Vehicles | Required |
| Must provide own transportation to offsite events/meetings. | Required |
| Travel | Required |
| Travel Outside of Normal Business Hours | Required |
Other Special Requirements & Conditions
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Level of Supervision Received
| Direction |
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: Yes |