LABOR AND EMPLOYEE RELATIONS MANAGER

CLASS CHARACTERISTICS

Under general direction, to plan, organize and manage County-wide employee and labor relations activities; to provide complex staff assistance to the Board of County Commissioners, the County Administrator, County departments and County Counsel; to act as the County’s chief negotiator for assigned collective bargaining processes; and to do other work as required.

DISTINGUISHING CHARACTERISTICS

The Department of Employee Services provides human resources services to all County departments, including employee recruitment and selection, personnel ordinance and policy administration, employee relations, diversity, position classification and compensation, employee training and development, workforce planning, benefits administration, employee wellness, risk management, workers’ compensation, liability and casualty claims management, human resources information systems, labor relations and collective bargaining.

The Employee and Labor Relations Manager is responsible for managing and coordinating the activities and operations of the County's employee and labor relations programs. The incumbent is responsible for administering and interpreting collective bargaining agreements, developing strategy for collective bargaining negotiations and may be designated to serve as chief negotiator for bargaining specific labor contracts. The incumbent assists the director in developing strategic County wide human resource plans and setting strategic direction for the County’s employee relations and labor relations activities.

The Employee and Labor Relations Manager differs from other human resources management classifications by specialization in the management and oversight of the employee and labor relations programs.

TYPICAL TASKS

Duties may include but are not limited to the following:

Manages and organizes labor relations activities, including contract negotiations, contract administration and union relations; works closely with human resources staff to ensure consistent administration of personnel policies and procedures, labor contracts and labor relations; manages and participates in the development of labor relations work plans; develops strategies for collective bargaining negotiations; monitors contracts; develops and negotiates changes to labor contracts during life of agreement; reviews and evaluate policies and procedures and recommends changes.
Acts as the County’s chief negotiator and designated bargaining representative for specific labor contracts; researches, prepares and presents contract proposals; develops strategies for labor contract negotiations; assists in the preparation of recommendations in coordination with the DES Director and County Administrator.
Administers labor contracts; provides interpretation of labor contract terms to managers and employees; oversees processes for the review and resolution of employee grievances; advises managers and employees on the more sensitive labor and employee relations matters, including grievances and arbitration procedures and actions, employee performance and complex leave issues; advises and assists managers and supervisors in identifying issues and determining appropriate courses of action; works with managers and labor representatives to resolve problems; consults County Counsel and/or Risk Management staff on highly complex employee issues.
Mediates disputes and assists in conflict resolution; advises management in corrective action and performance management; negotiates letters of agreement, separation agreements and last chance agreements in coordination with the DES Director and County Counsel.
Supervises and performs investigation of grievances or complaints; assists department managers in the administration, review and resolution and defense of grievances and other appeal procedures; in coordination with County Counsel, acts as a witness in representing the County in interest and grievance arbitrations.
Monitors legislative action reports, bills and new legislation affecting the County; makes recommendations to the DES director; works closely with DES staff to ensure that they are updated on employment and labor law changes and trends.
Researches, develops, implements and administers new labor and employee relations, collective bargaining and other human resources policies and procedures; delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups, and union representatives on employee and labor relations issues; designs and delivers supervisory training in the areas of contract administration, grievances, labor and other employee relations issues.
Hires and supervises professional staff to provide quality service to citizens and County staff; prepares performance evaluations; recommends and administers progressive discipline; conducts and/or facilitates staff training and development programs; promotes cooperative team efforts among staff and with other County departments.
Participates as a member of the Employee Services management team; participates in department budgeting and long-range planning processes; participates in policy and program decisions with other members of management team.
If incumbent is an active member of the Oregon State Bar, may provide confidential legal advice and guidance on labor and employee relations issues.

REQUIRED KNOWLEDGE AND SKILLS

Thorough knowledge of: Principles and practices of labor and employee relations, including negotiation and contract administration; principles and practices of human resources and personnel administration regarding employee relations, labor relations, employee development and performance planning and appraisal; Oregon collective bargaining system and the Public Employees Collective Bargaining Act (PECBA), and state and federal wage and hour laws; principles and practices of public administration, including budgeting, reporting and maintenance of public records; participative management theories; methods of data generation, data collection, and database management; methods and techniques of research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; County government organization and operations; principles and techniques of supervision; principles and practices of effective business communication.

Working knowledge of: Principles and practices of human resources and personnel administration regarding recruitment, selection, classification, compensation, diversity and EEO/affirmative action.

Skill to: Plan, organize and implement county-wide labor and employee relations programs; collect, compile and analyze complex information, including employee data from human resource information systems; analyze and resolve problems; negotiate effectively on behalf of County management; prepare clear and concise reports, correspondence and other written materials; communicate effectively, both orally and in writing; investigate, interview and mediate complaints and concerns; represent the County effectively in dealings with employees and employee organization representatives on a variety of labor relations and collective bargaining issues; direct staff in continuous efforts to improve quality productivity and effectiveness; incorporate team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with employees, applicants, union officials and the public; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource issues and employee issues; facilitate group process; understand, interpret and explain human resource laws, regulations, policies and programs; operate office equipment, including personal computers and software applications.

OTHER REQUIREMENTS

Active membership in the Oregon State Bar desirable and may be required.

Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.

MINIMUM RECRUITING STANDARDS

Any satisfactory combination of experience and training that demonstrates possession of the required knowledge and skills.