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Labor Relations Manager
Keyskills: Please address each Preferred Qualification separately. Failure to do so may result in a disqualification.
1. Possession of a Bachelor’s degree or higher in Human Resource Management, Public Administration, Business Administration, or related field OR possession of a SHRM Certified Professional or equivalent professional human resource credential.
Applicants must list what degree and/or certification they possess.
2. Three to five years’ experience performing professional labor relations, employee relations, employment practices, or human resource management activities.
Applicants must detail all their experience with performing all activities.
3. Three years’ experience working with collective bargaining agreements which include leading collective bargaining negotiations and establishing goals, objectives and priorities for negotiations, as well as administering and interpreting current contract language.
Applicants must detail all their experience with collective bargaining agreements and interpreting contract language.
4. Experience in case preparation and handling of grievances, arbitrations, unemployment and unfair labor practice issues.
Applicants must detail all their experience in the case preparation of grievance, arbitration, unemployment and unfair labor practice issues.
5. Three years of experience in establishing goals, objectives, and priorities utilizing performance metrics to evaluate and refine business processes with a customer focus in achieving a positive experience.
Applicants must detail all experience in establishing goals, objectives, and priorities utilizing performance metrics to evaluate and refine business processes with a customer focus in achieving a positive experience.
6. One year of experience supervising staff which includes planning, assigning, reviewing, and evaluating work of others.
Summary: The Labor Relations Manager is responsible for developing, implementing and managing the labor relations program for the Delaware Transit Corporation. Specific responsibilities include serving as DTC’s chief spokesperson for collective bargaining negotiations; planning, coordinating and administering the collective bargaining process; serving as DTC’s liaison with legal representation on grievance, arbitration, and unfair labor practice issues; advising management/supervision through the grievance process; acting as one of management’s representatives on all issues involving contract interpretation and all labor management issues; ensuring consistent application of DTC policies, procedures, and collective bargaining agreements; representing DTC at grievances, arbitrations, unfair labor practice hearings, unemployment hearings; and working directly with management and Union officials to achieve DTC objectives.
Salary range $54,827 to $68,534 and a comprehensive benefit package. Interested applicants must submit an employment application by April 1, 2019, to DART Employment Services, 900 Public Safety Boulevard, Dover, DE 19901. To apply go to: http://dartfirststate.com/. EOE.
DTC is an “Equal Opportunity Employer”. Accommodations are available for applicants with disabilities in all phases of the application and employment process. To request an accommodation, applicants may call (302) 760-2891. TDD users should call the Delaware Relay Service Number 1-800-232-5460 for assistance.
Director of Human Resources
Keyskills: Civil Service Administration, Labor Relations, Benefits Administration
Summary: Oswego County seeks candidates for a challenging leadership opportunity as a department head responsible for initiating, planning and directing a comprehensive human resource program. Position includes oversight for public sector labor relations, employee benefits, and employment/civil service administration among other areas.
Qualifications: Master’s degree in human resources management, labor/industrial relations, business administration, public administration or closely related field and 5 years of professional and administrative experience in public or private sector human resource administration, including 2 years of supervisory experience; OR bachelor’s degree in a field noted above and 6 years of the above-noted experience.
Oswego County residency required upon appointment.
Competitive salary and benefits provided commensurate with education and experience.
To Apply: Review of applications will begin immediately. Please submit letter of interest with resume and application, by April 2, 2019, to:
Philip Church, Oswego County Administrator
46 East Bridge Street
Oswego, New York 13126
(315) 349-8235 Fax: (315) 349-8237
Employee & Labor Relations Manager
Education: Bachelor's degree in Human Resources, Business Administration, Public Administration or related field.
Experience: Five (5) years of progressively responsible experience performing employee and/or labor relations work in a comparable organization including conducting or providing oversight for various types of HR related investigations, preparing and processing disciplinary actions, and resolving union grievances and unfair labor practices. This should include at least three years of supervisory experience and demonstrated leadership/management skills with the proven ability to maximize performance.
Other required skills include the ability to negotiate, counsel, manage conflict to facilitate effective communications, and influence without direct authority; work effectively in a large, complex multicultural and diverse organization; exercise independent judgment and initiative within established guidelines; must display sound judgment when recommending a course of action; prepare clear, concise, accurate and persuasive reports, correspondence, analytical studies and other written materials; must have attentive listening skills; and be proficient with Microsoft Office software (e.g.., Word, Excel, PowerPoint).
Certification/License: Washington State Driver's License is required. SPU operates facilities throughout Seattle and King County. Travel to work sites is required on an as-needed basis.
Desired Qualifications: A law degree and/or relevant experience in employment law and/or litigation, experience in providing legal analysis regarding discrimination, harassment and retaliation in the workplace is preferred; as is experience working with labor unions/contracts and demonstrated experience in a leadership role in a complex unionized environment.
In addition to submitting your on-line application, please attach your cover letter, resume, and a writing sample. Your writing sample should be related to one of these three topics and be a minimum of three (3) pages:
•A response to a grievance
•Case investigation summary
Failure to attach your cover letter, resume, and writing sample may result in your application not receiving further consideration.
Job offers are contingent on the verification of credentials and other information required by the employment process including the completion of a background check which includes criminal history review.
Want to know more about Seattle Public Utilities? Check out our web page at www.seattle.gov/util/
Summary: Seattle Public Utilities (SPU) provides essential utility services to a rapidly growing and increasingly complex city and region. With more people living in Seattle than ever before, we face a range of new challenges, requirements, and responsibilities. This is an exciting time for us, as we embrace the challenge of balancing environmental enhancement, service excellence, and compliance with affordability. We are exploring and sharing approaches to meeting new and future demands.
SPU strives to be a Community Centered Utility working to make Seattle the best place to live for everyone. We deliver high quality, vital services, across four lines of business: providing water, solid waste, drainage and wastewater services for Seattle residents and businesses. We also provide drinking water for 1.4 million regional customers in Seattle and the other municipalities. Our customers depend on us to deliver high quality, reliable utility services and to provide value for dollar. With that goal in mind, we pursue everything we do with the following core areas of focus:•Achieve Excellence in Core Service Delivery
•Increase Affordability and Accountability
•Improve Investment Value
•Enhance Public Health and Environment
•Ensure Equity and Inclusion
•Expand our Impact through Strong Partnerships
We are seeking an Employee and Labor Relations Manager to join Seattle Public Utilities Human Resources Leadership Team. Reporting to the Human Resources Director, the successful candidate will deliver high quality employee and labor relations counsel and be capable of developing proactive solutions while building relationships with all stakeholders. This position will play a key role in risk mitigation and will partner closely with other HR leaders to develop comprehensive, proactive plans and strategies to ensure a positive employee experience. The position will lead a team of up to four (4) direct reports.
Although this recruitment is open until filled, first consideration will be given to candidates who apply by March 21, 2019.
The Employee and Labor Relations Manager will champion and support the employee experience by proactively ensuring equitable resolutions to employee issues, including unusual situations where precedents for resolution are unavailable and will leverage HR metrics and data analysis to identify emerging internal and external trends regarding employee issues. Critical to the success of the individual in this role will be advancing Seattle Public Utilities' commitment to maintaining a fair and inclusive work environment built on mutual respect and integrity. This role must also provide leadership to the Employee and Labor Relations unit by assigning, directing and evaluating the work of subordinate staff.
Key responsibilities include the following:
•Continually assessing employee relations programs to ensure that the organization is current with industry and internal best practices and identifying opportunities to instill sound employee relations practices that are in alignment with SPU goals and focus on a community-centered Utility;
•Strategically plan, organize, design, implement and monitor a comprehensive employee relations program including data gathering and reporting procedures;
•Forge partnerships and communicate with all levels of employees, management, and business partners to provide advice and training;
•Manage, support, investigate and respond to employee complaints regarding allegations of discrimination, harassment, retaliation, unfair practices, equal employment opportunity (EEO), including complaints filed with external agencies & employment litigation and claims, ensuring proactive and effective management of cases;
•Provide oversight, advice, guidance, direction and counsel to managers on employment issues and related laws including, but not limited to: performance management, misconduct investigations, corrective actions, and EEO related matters;
•Compile, prepare and analyze data for use in labor settings such as joint labor management committee meetings, contract administration, discipline, grievances, unfair labor practices, arbitrations, and resolution of confidential and sensitive human resource matters;
•Work in close consultation with the HR Director regarding employee and labor relations programming and strategies; and
•Manage special projects or other duties as assigned.
Labor Relations Manager
Keyskills: Labor Relations
Summary: How would you like to direct labor relations activities for an agency of approximately 5,000 employees? This is an excellent opportunity for a passionate HR professional who is looking to grow with an established organization!
We are seeking a dynamic and service-oriented individual to serve as a member of the HR management team. This is your opportunity to contribute to the advancement of MnDOT’s mission, vision, and objectives by establishing and managing labor relations functions, staff, and strategic initiatives. At MnDOT we will provide you with a lot of variety but also stability. Our work is interesting. Duties include the following:
Act as the chief MnDOT spokesperson on MnDOT supplemental agreements and by independently handling other MnDOT labor relations matters;
Provide guidance and consultation to senior level management;
Manage the employee complaint process;
Facilitate labor management meetings;
Ensure development, implementation, communication and training related to HR policies and practices;
Participate in meetings where MnDOT and state labor negotiation proposals are discussed and evaluated;
Provide data and information to labor negotiations as it relates to workgroup, job allocation and selection issues.
WHY WORK FOR US
We offer excellent employee benefits, such as low-cost health and dental insurance, and affordable dependent coverage. Other benefits include:
11 paid holidays per year
Up to 29 paid vacation days per year
13 paid sick days per year
Defined pension plan
Flexible work schedule
Teleworking may be available
Paid life insurance
Short & long-term disability is available
Work life balance
Some travel is required
Close proximity to the “Green line” light rail
We are driven to find talented, innovative employees for Minnesota’s nationally recognized transportation system. We work to build the best team in the transportation industry to ensure that Minnesota thrives with a safe, sustainable and leading edge transportation system. You will be surrounded by a diverse community of experts, each driven by challenging work and motivated by the greater good. You will understand the impact of the work you are doing and be able to see the benefit you are providing to the citizens of Minnesota. You can set your sights high and use your strengths to grow within the organization. MnDOT offers superior health and retirement benefits as well as a solid commitment to work-life balance, which provides you the tools to thrive both at work and outside of work.
Two years of managerial experience in employee and labor relations, negotiations, contract administration/interpretation and related human resources activities;
Three years of professional supervisory experience in the areas listed above;
Four years of advanced professional experience in the areas listed above.
If you meet the above requirements and wish to be considered further for this vacancy, you must attach a resume and summary description of your qualifications of each of the following bulleted areas noted below; please add this summary at the end of your resume as one document. Attach the resume document to your application.
Knowledge of HR policies, procedures, rules, practices and employment law as it relates to labor relations activities in a public sector organization.
Labor relations experience including: contract interpretation, grievance administration, preparation for contract negotiations/participation on a bargaining team, and compensation practices/salary administration.
Experience conducting and providing consultation of employment investigations and assessing and recommending appropriate discipline to management.
Experience building and maintaining relationships with management, labor organizations, other state agencies and employees.
APPLY ONLINE BY 03/25/2019:
Go to www.mn.gov/mmb/careers/.
Click “External Applicants”.
On the Job Search, enter the Job Opening ID 31033 in the Keywords search box and click Search.
Click on the Job Title to view the job posting.
When prompted for your Referral Source, please list: Other - NPELRA.
Only applicants received on mn.gov/mmb/careers will be considered.
Employee Relations Analyst
Keyskills: Minimum Requirements
Education: •Bachelor's degree in Human Resources, Psychology, Public Administration, Social Work, Behavioral Science or a closely related field.
•An equivalent combination of relevant professional experience may substitute for the education requirement on a year for year basis.
•Relevant high-level or complex administrative support and/or paraprofessional experience may be substituted for the required years of educational training on a two for one year basis.
Experience: •Two years of professional human resources experience conducting workplace investigations; consulting with employees, supervisors, and management on employee relations matters; and working with federal and state employment laws including the ADA, ADEA, Title VII, FMLA/OFLA and the National Labor Relations Act.
Background: •MUST PASS A BACKGROUND CHECK
Preference given to those candidates who have the following: •Experience in a multi-union, public sector environment.
•HRCI, SHRM or IPMA-HR certified HR professional or successful completion of advanced level training on conducting workplace investigations, conflict resolution and/or labor relations.
Review of applications begins Friday, March 29, 2019 at 11:59 pm PST.
THIS POSITION IS OPEN UNTIL FILLED
ONLINE APPLICATIONS ONLY
Are you passionate about serving your community, making a difference in employees' lives, and solving problems? The City of Eugene Human Resources Division is seeking a motivated, innovative, and solutions driven Employee Relations Analyst who encourages an engaged, productive, compliant, and professional workforce by advising and consulting with management and employees regarding performance management, employee misconduct, workplace professionalism, progressive discipline, and workplace complaint investigation and resolution.
The Employee Relations Analyst reports to the Director of Human Resources and works within a leadership team concept with the Director, other Human Resources managers and professional staff. The purpose of this position is to serve as a business partner/consultant to employees, supervisors, and managers in City departments by providing guidance and assistance on a wide variety of human resources issues and concerns. The successful candidate will establish a collaborative relationship with union leaders and will stay abreast of current and future employee relations issues to help prevent potential employee relation problems.
Our Ideal Candidate has the following experience and attributes: •Experience conducting workplace investigations for an employer with a formalized discipline/grievance process.
•Experience developing and delivering citywide training in employee relations related principles and practices including performance management, corrective actions, performance improvement plans, employee discipline, etc.
•Employee relations experience working with employees within a variety of occupational groups including but not limited to professionals, trades, public safety, information technology, administrative, etc.
•Ethics and Integrity; respects and maintains confidentiality, earns trust, respect, and confidence of coworkers and customers through honesty, forthrightness, and professionalism in all interactions.
•Respectful and Inclusive; helps create and support a work environment that embraces and appreciates diversity; understands the importance of inclusivity in service delivery.
The City of Eugene has a strong city manager form of government. In this form of government, the city council develops legislation and policies to direct the City. The city manager, hired by the city council, provides administrative direction to the organization, oversees City of Eugene personnel and operations, and carries out the city council's direction. The City of Eugene has over 1,400 employees and a $722 million total budget. The City of Eugene is service-oriented and a welcoming organization that provides services through six departments: Central Services, Fire and Emergency Services, Police, Public Works, Planning and Development and Library, Recreation and Cultural Services. State of the City shows how the city is meeting new challenges, learning from one another, building connections, and celebrating our city.
The Employee Relations Analyst resides in the Human Resources (HR) Division which is part of the Central Services Department. The HR team delivers innovative human resource services to help the City attract and retain a high performing, diverse workforce that creates an overall positive place to work. With a staff of 15 full-time, regular employees, our focus is building trust and confidence within the organization and community as we support departments in reaching their strategic goals and initiatives.
Executive Director - Personnel Commission
Keyskills: See job description.
Summary: Alameda County Office of Education
Executive Director - Personnel Commission
Annual salary range: $140,000 to $160,000
An excellent benefits package is included.
Application deadline: Open until filled.
First review of applications will occur on Friday, April 19, 2019
The Executive Director, Personnel Commission manages employment procedures and serves as director for classified personnel in accordance with the Merit System requirements. The Merit System is a system of rules and procedures, similar to civil service, which governs classified school personnel. Its fundamental purpose is to ensure that employees are selected, promoted, and retained without favoritism or prejudice, on the basis of merit and fitness. The position operates under the direction of the Personnel Commission and in cooperation with County Office administration.
The Executive Director must be a highly skilled individual with extensive management and administrative skills and a strong understanding of the practices and principles in merit systems and government testing processes. The successful candidates will be a person with the highest ethical standards who is willing to make difficult decisions based on what is right. The successful candidate will be capable of communicating effectively with people from all walks of life including Commission, Board, executive team members, internal staff, State department representatives, and the general public. The Executive Director must be willing and able to manage people and the merit process with inspiration; show capacity to multi-task and manage diversity of activity, programs and people; while leading with diplomacy, inclusive communication, and positive motivational leadership.
To be considered, please submit your cover letter with current salary, résumé (indicating years and months of positions held), and a list of six professional references (who will not be contacted in the early stages of the recruitment) by applying on our website: https://secure.cpshr.us/escandidate/JobDetail?ID=444
CPS HR Consulting
Ph: 916 471-3462
Alameda County Office of Education website: www.acoe.org
To view an online brochure for this position visit: www.cpshr.us/search
The Alameda County Office of Education is an equal opportunity employer.
Hayward, CA 94544
Director and above
Human Resources Director
Keyskills: The Human Resources Director reports directly to the City Manager and is a vital member of the city’s executive management team. The Human Resources Department strives to provide timely and accurate information, and properly manage the city's human resources in a cost effective and efficient manner. The Human Resources Director leads a staff of approximately 7 FTEs and, under the direction of the City Manager, the Director plans, organizes, and oversees Human Resource functions of the city.
For a complete position profile, please visit http://www.sqr-2.com/open-positions/
To Be Considered
The City of Lacey is a progressive employer and is committed to a policy of equal employment opportunity for all. Applicants will be considered regardless of race, color, creed, national origin, ancestry, sex, marital status, disability, religious or political affiliation, age, sexual orientation, medical condition or pregnancy. The City encourages people of all backgrounds to apply, including people of color, immigrants, refugees, women, LGBTQ, people with disabilities, veterans, and those with diverse life experiences. For immediate consideration, please complete the brief application that can be found at http://www.sqr-2.com/apply-now/. Alternatively, you may send a cover letter of no more than two pages and a resume to Mr. Ed Rogan, Principal Consultant, Square Two Consulting at firstname.lastname@example.org. You may direct your questions to Mr. Rogan via email or by calling 206.697.8428.
Summary: The City of Lacey, Washington is seeking a dynamic, motivated, seasoned executive to lead its Human Resources Department. This is an exciting executive leadership opportunity to work in a dynamic and effective organization.
Situated on the southern tip of Puget Sound in the shadow of magnificent Mt. Rainier, the City of Lacey lies in the center of a natural paradise and is currently home to approximately 50,170 residents. Five freshwater lakes within the city, miles of hiking and biking paths, several championship golf courses, more than 1,200 acres of public parkland, and the adjoining 3,700-acre Nisqually National Wildlife Refuge provide residents with virtually unlimited opportunities for outdoor recreation.
City of Lacey
Director of Human Resources
The qualifications required would generally be met with a Masters’ Degree in Human Resources, Public Administration or related field, or a J.D. and more than ten years increasingly responsible Human Resource work experience including three years in a manager/leader capacity; or an equivalent combination of experience, education and training. Preference will be given to those candidates with experience in labor relations, union negotiations, employee benefit and retirement administration. Certification by SHRM or IPMA-HR or NPELRA are a plus. Alternative candidates are welcome to apply if they can demonstrate quality management, leadership and organizational skills to take the HR Division to the next level.
Compensation and Application Process
Open and competitive beginning salary DOQ’s supplemented by an excellent benefit package.
? Benefits as provided to Pay Plan employees
? Employment Contract (4-5years) (Salary Range $130,437-- $156,526)
Stamford is an AA/EOE employer
If you are interested in this position and want to be considered for this great opportunity, please mail or email your resume and cover letter by April 19, 2019 to Ms. Frank. Top candidates will be asked to complete a questionnaire so early applicants will have more time to prepare responses. More information is available on websites:
www.choosestamford.com www.stamfordct.gov www.stamfordct.gov/human-resources
Ms. Randi Frank, Randi Frank Consulting, LLC, 7700 Hoover Way, Louisville, KY 40219
email@example.com See website for full profile of position www.randifrank.com
Summary: CITY OF STAMFORD, CT
DIRECTOR OF HUMAN RESOURCES
The Director of Human Resources shall develop, manage, administer, supervise and direct the programs and activities of the Human Resource Department under the general direction of the Director of Legal Affairs and Mayor in the functional areas of: recruitment and termination practices, labor relations, workers compensation, retirement, employee benefits, performance improvement process, compensation and classification systems, human resources policies and procedures, etc. The Human Resources Department functions as the local Civil Service administration for the City of Stamford and Stamford Board of Education with responsibility of insuring compliance to Civil Service Rules for the selection of all applicable staff. The Director directs the implementation and negotiation of 10 union contracts.
The City of Stamford has been innovating since 1641 and has become one of the most exciting growing communities promoting new businesses. Stamford is Connecticut’s third largest city, with a population of over 129,000, and is expected to become the second largest city in the state by 2019. Stamford has an impressive number of corporate headquarters -- three are 2018 Fortune 500 companies and eight are Fortune 1000 companies. The concentration of corporate headquarters is unrivaled in the state and represents an uncommon achievement for a city of its size. Stamford is a city rich in cultural diversity that features a rapidly growing tech startup community, a strong healthcare system, a top-tier school system, an unemployment rate well below the federal and state level, and a residential community with options for all ages and income levels.
Stamford is often called the "Gateway to Connecticut" given its proximity to New York City with Metro North express trains to Grand Central in 48 minutes. Amtrak Acela Express trains run to Boston, Philadelphia, Baltimore, Washington DC, Newark International Airport, and Providence. This connectivity has allowed Stamford to break the "commuter city" stigma and allows people to commute both to and from Manhattan, New Haven, Greenwich, and Westchester NY.
The vibrant nightlife, variety of events, and quality of housing allow Stamford to attract young people who desire a good quality of life. The great schools, unique neighborhoods, and extensive employment opportunities enable Stamford to keep its young residents once they start families and businesses. For the past several years, Stamford has consistently appeared in Livability's “Top 100 Best Places to Live.”
Senior HR Specialist
Keyskills: Requirements and Conditions:
• Requires a Bachelor’s Degree and preferred Master’s Degree in Public Administration, Human Resources, Business Administration, or related field;
• SHRM certification or ability to acquire within 6 months;
• Five (5) years’ experience performing professional or technical work in H.R. (municipal or public sector preferred);
• Requires experience in contract negotiations;
• Or equivalent combination of education and experience sufficient to successfully perform the essential duties of the job;
• This position is subject to a disruptive work environment, such as a high traffic area with regular interruptions;
• Hours are 8:30 a.m. – 5:00 p.m., Monday through Friday.
Summary: The Village of Niles is seeking an experienced candidate for the position of Senior H.R. Specialist in the General Government Department. This position reports to the Deputy Village Manager. This position performs high level HR work of a professional and technical nature involving all aspects of the day-to-day Human Resources activities of the Village.
Essential Job Functions Include:
• Responsible for Human Resources software implementation and maintenance;
• Develop policies, procedures and process improvements;
• Coordinate internal investigations as needed and assist in resolving difficult and sensitive inquiries;
• Serve as a member of the management team for all union negotiations and support union relations;
• Assist with creation of annual Human Resources budget;
• Responsible for Village-wide comprehensive risk management program including worker’s compensation;
• Conduct annual Occupational Safety and Health Administration (OSHA) reporting;
• Manage employee relations;
• Responsible for monitoring the Village’s occupational health services;
• Participate in Village succession planning;
• Coordinate Village's service award, longevity and tuition reimbursement programs;
• Prepare government reports and notices in compliance with laws, rules and other regulations related to the Human Resources function;
• Manage and coordinate all unemployment compensation claims;
• Serve as resource by identifying trends, policies, legislation, or regulations that impact the Village organization;
• Monitor H.R. metrics;
• Oversee and assist with employee recruitment and selection as needed.
Salary starts at $87,445.62, DOQ. To apply, candidates submit a resume and cover letter to the Human Resources Department, Village of Niles, 1000 Civic Center Drive, Niles, IL 60714, via e-mail firstname.lastname@example.org.
The Village of Niles is an Equal Opportunity Employer
Labor Relations Manager
Keyskills: Knowledge, Skills and Abilities
• Thorough knowledge of labor relations principles, practices, procedures, strategies, and trends including unit determination, contract negotiation, interest based bargaining, and dispute resolution.
• Thorough knowledge of the principles, practices, and procedures of public personnel administration as applied to labor relations issues/problems.
• Thorough knowledge of local, state, and federal laws, regulations, administrative rules, and guidelines pertaining to labor relations/benefits administration/employment law including the Fair Labor Standards Act, the Public Employment Relations Act, COBRA, FMLA, unemployment, workers compensation, and insurance regulations.
• Knowledge of the principles, practices, and trends in benefits administration.
• Knowledge of legal research methods, techniques, and reference sources.
• Knowledge of grievance and interest arbitration hearing procedures in a contested case environment.
• Excellent oral and written communication skills.
• Skill in researching techniques.
• Good public speaking/presentation skills.
• Ability to develop, interpret, and administer contract provisions.
• Ability to represent the county effectively during bargaining sessions, arbitration, and administrative proceedings.
• Ability to analyze facts and make sound decisions based on evidence presented and applicable laws, rules, and precedents.
• Ability to resolve conflict through persuasion, mediation, and negotiation.
• Ability to establish and maintain effective working relationships with public officials, department heads, bargaining unit representatives, employees, representatives from community/regulatory agencies, and members of the general public.
• Ability to plan and coordinate special projects.
• Ability to direct the work of others.
Training and Experience
• Graduation from an accredited law school or four year college/university with major coursework in industrial relations, personnel administration, or related field, and
• Three years progressively responsible experience in labor relations including experience with contract negotiation and benefits administration, or
• Any equivalent combination of training and experience that will have provided the required knowledge, skills, and abilities.
• A criminal background check may be required.
• A drug screen may be required prior to final offer of employment.
Summary: Application deadline is April 10th, 2019. Apply online at https://www.polkcountyiowa.gov. Polk County is an equal opportunity employer.
Under limited supervision, performs highly responsible supervisory/professional work in formulating/ administering the labor relations program for Polk County; represents management in the negotiation, interpretation, and administration of multiple collective bargaining agreements; oversees and administers employee county benefit programs; represents the county in administrative law proceedings; reviews/investigates complaints; and administers county policies.
1. Advises/assists in formulating the county's goals/position during collective bargaining negotiations; represents the Board of Supervisors as chief negotiator during contract negotiations with bargaining unit representatives; administers/interprets collective bargaining agreements; prepares/presents the County's position in grievance/interest arbitration cases; makes recommendations to the Board of Supervisors on wages, benefits, and conditions of employment; recommends changes in contract language to clarify intent; makes unit determinations.
2. Provides guidance/direction to management staff to ensure proper interpretation/administration of labor agreements; advises/assists management staff in resolution of disciplinary issues and processing of grievances; acts as third step hearing officer for grievances.
3. Researches aspects of law and arbitral precedent related to contract proposals, grievance issues, and terms and conditions of employment to ensure consistency with laws and to identify law/precedents to support the county's position on contract language during negotiations, arbitration, and administrative hearings.
4. Conducts investigations/provides advice on charges of unfair labor practices, and discrimination complaints including complaints/requests for accommodation of disabilities and sexual harassment.
5. Represents the county in administrative law proceedings involving contested workers compensation cases, unemployment claims, and issues brought before the Public Employment Relations Board and Department of Labor.
6. Oversees/administers the county benefit programs including, but not limited to, health/life/disability insurance, flexible spending accounts, leave of absences, and unemployment insurance; monitors claim expenses, negotiates insurance rates; determines eligibility and makes recommendations on requests submitted; oversees and administers the county drug testing program.
7. Conducts special studies and participates in special projects as assigned; prepares written reports for management review; makes presentations to the Board of Supervisors, Elected Officials, Department Heads, county staff, and the general public on labor relations/benefit issues.
8. Performs related duties as may be required
Human Resources Director
Keyskills: See job description.
Summary: Washington Department of Fish & Wildlife
Human Resources Director
Annual salary range: $99,000 to $116,000
Washington State has no income tax which, depending on the state, can range from 2.5% to almost 10% of total salary. Washington State offers a competitive benefits package.
Application deadline: Friday, May 17, 2019
Each day, nearly 1,800 Washington Department of Fish & Wildlife (WDFW) employees facilitate access to recreational, fishing, hunting and wildlife viewing opportunities for millions of residents and visitors.
Working out of the Natural Resources Building in Olympia, the Human Resources Director will work with executive leaders to help manage complex HR issues, anticipate the future, and influence service delivery as a strategic partner. This position is an active member of the agency leadership team that sets direction for the Department in all business areas. Reporting to the WDFW Deputy Director, the HR Director is responsible for the leadership and oversight of agency-wide HR functions in a division of 20 professional staff, 9 of which are direct reports. The next HR Director will be actively involved in workforce development and diversity and inclusion aspects of the updated strategic plan, serving as an organizational culture changer helping to promote the value of WDFW to all people living and visiting in the State.
To be considered, please submit a detailed resume, cover letter, and a list of six work-related references (who will not be contacted until the late stages of the recruitment and will be coordinated with the successful candidate). Your resume should indicate the size of staff and budgets you have managed and also reflect both years and months with regard to the employment dates for current and prior positions held. Please submit your materials through our website: https://secure.cpshr.us/escandidate/JobDetail?ID=447
CPS HR CONSULTING
Ph: 916 471-3462
To view an online brochure for this position visit: www.cpshr.us/search
Washington Department of Fish & Wildlife website: www.wdfw.wa.gov
The Washington Department of Fish & Wildlife is an equal opportunity employer.
Employee Relations Specialist
Keyskills: TYPICAL DUTIES
Conducts investigations requiring fact-finding and the verification and resolution of facts and issues in matters affecting disciplinary actions, grievances, appeals, and complaints.
Analyzes and evaluates evidence in cases of disciplinary action; develops additional supportive evidence, background information, and documentation; and when appropriate prepares statements of charges for Board of Trustees' approval and recommends appropriate disciplinary action.
Interprets negotiated bargaining agreements for management and supervisory staff.
Confers with administrators and supervisors on the effective resolution of employee relations problems by providing information on progressive discipline, evaluation procedures, due process requirements and complaint and grievance procedures and recommending courses of action.
Acts as the District's advocate at classified disciplinary and grievance hearings which includes the subpoenaing of witnesses, pre-hearing preparation of witnesses, answering of interrogatories, the production of records and evidence, and preparation of statements and briefs.
Advises employees on the rights, privileges, and burdens of employees and supervisors in filing grievances, appeals, and complaints, and counsels individuals on minor problems of employee conduct or dissatisfaction, poor work habits, leave problems, indebtedness, and provisions related to various employee benefits and services.
Assists in the development of District-wide policies, procedures, and standards to assure equitable and impartial treatment of employees in such matters as supervisor employee relations, employee conduct, employee rights, and grievance and appeal procedures.
Mediates discussions between supervisors, employees, and employee representatives regarding problems adversely affecting an employee's performance.
Reviews unemployment claims; files appeals as appropriate; represents the District at appeal hearings.
Reviews and evaluates medical reports, reports of arrest, criminal investigations, and related data; interprets health and arrest/conviction standards; and makes disposition on the eligibility of individuals for employment and retention.
Effectively utilizes the capabilities and functions of standard office software applications such as data management, spreadsheet, presentation, and word processing in completing assigned projects.
Effectively utilizes the capabilities and functions of specialized software programs in the production of management information and reports.
Establishes and maintains working relationships with Federal, State, and local governmental agencies whose functions are related to employer-employee relations.
Participates in a variety of standing and ad hoc committees regarding personnel practices.
Assists in the analysis of the effects upon the District of legislation related to employer-employee relations.
Assists in the development of negotiation strategies for collective bargaining and interprets negotiated agreements for management.
Assists in preparation of proposals and counter proposals for discussion at the collective bargaining table.
Researches information used in the negotiation process on matters such as salaries, employment practices, employee benefits, etc.; prepares reports on findings; and makes recommendations.
Summary: The Los Angeles Community College District (LACCD) invites applications for the position of Employee Relations Specialist. This position performs a variety of professional-level staff work related to an employer-employee relations program including investigation, analysis, and adjudication of disciplinary actions, grievances, appeals, and complaints.
MONTHLY SALARY: $6,478 - $8,025*
*Salary Information is based on a full-time, 12-month position
• Medical and dental insurance and vision care plans are provided for employees and their dependents.
• A $50,000 life insurance policy is provided free of charge for each employee.
• 12 full-pay days and 88 half-pay days of illness leave.
• At least 15 paid holidays per year.
• Vacation days accrue annually beginning at 10 days and increasing incrementally to 24 days depending on years of service with the District. Vacation days for management and confidential positions begin at 15, 20, or 24 days.
• Other paid time off includes: bereavement leave, personal necessity leave, court subpoena, and jury duty.
• Employees become members of the Public Employees Retirement System. The employee contribution rate is 6 percent. The District also contributes to the retirement system. Employees are also covered by Social Security.
• Employee Assistance Program
MINIMUM REQUIREMENTS FOR ACCEPTANCE OF AN APPLICATION:
Education and Experience:
A. A master's degree from a recognized college or university with a major in labor and industrial relations, human resource management, industrial or organizational psychology, public administration, or a related field AND one year of recent, full-time, paid, professional-level personnel experience in interpreting bargaining contract provisions and investigating, analyzing, and resolving disciplinary matters, grievances, appeals, and complaints.
B. A bachelor's degree from a recognized college or university preferably with a major in labor and industrial relations, human resource management, industrial or organizational psychology, public administration, or a related field AND three years of recent, full-time, paid, professional-level personnel experience in interpreting bargaining contract provisions and investigating, analyzing, and resolving disciplinary matters, grievances, appeals, and complaints.
A valid Class “C” Driver's License is required. Travel to locations throughout the District is required.
For a complete job description including the Knowledge, Skills, and Abilities associated with the position please visit our website.
The examination process may consist of one or more parts which may include a training and experience evaluation, written test, performance test and/or oral interview.
Individuals protected by the Americans with Disabilities Act (ADA) may request, orally or in writing, an accommodation in the examination process. Documentation of the need for accommodation is required solely for the purpose of establishing that the applicant has an ADA disability and that the disability necessitates a reasonable accommodation. Typically, a recent letter from an appropriate health care or rehabilitation professional which establishes that the applicant has an ADA qualifying disability, identifies the functional limitations as they relate to the testing situation, and recommends/suggests the appropriate accommodation is sufficient. In order for appropriate arrangements to be made at the testing site, a request for accommodation and required documentation must be received by the Examiner of Record at least 3 days prior to the administration of the test.
HOW TO APPLY
Completed applications must be submitted through our online employment system by 4:00 P.M. on FRIDAY, MAY 3, 2019. Resumes will not be accepted in lieu of an application. For a listing of other job opportunities with the Los Angeles Community College District, call our 24-hr job hotline, or refer to our Web Page at https://jobapscloud.com/laccd.
Personnel Commission: (213) 891-2129
24-hr Job Hotline: (213) 891-2099
TDD: (213) 891-2408
Hours of Operation: Monday – Friday 7:30AM – 4:30PM
Los Angeles, CA 90017