City and County of San Francisco

Under general direction, functions as a principal assistant and advisor to the Director, Employee Relations; represents the Employee Relations Division in the absence of the Director; represents the interests and directives of the City with respect to employer-employee relations; assists in the administration of the employee relations program by managing either the citywide compensation or grievance resolution programs; assists in developing, planning and directing management's positions and policies for inclusion in collective bargaining agreements; as part of the core management team, participates in negotiations for all collective bargaining agreements with labor unions and in meetings and consulting with unrepresented employees; and perform related duties as required.  This class is used in the Department of Human Resources, Employee Relations Division.

The Manager, Employee Relations Division is a management class with responsibility for formulation and implementation of the City's labor relations program. This classification is distinguished from the Director, Employee Relations in that the latter has overall control and responsibility of the labor relations program under policy direction of the Human Resources Director.

Supervises professional personnel staff.

According to Civil Service Commission Rule 109, the duties specified below are representative of the range of duties assigned to this class(es) and are not intended to be an inclusive list.

1. Consults with and assists the Director, Employee Relations, in the development, revision and implementation of the City's employee relations policies, programs and procedures within the scope of representation under the Meyers-Milias-Brown Act; recommends policy or procedural direction in City's employee-employer activities.

2. Serves as the chairperson of a negotiating committee, typically on complex or sensitive units or organizations; coordinates, assigns and directs other negotiations chairpersons; conducts or oversees the conducting of comparability surveys relative to matters of wages, hours and working conditions.

3. Provides expertise to City departments on technical employee relations matters; assists in the coordination of consultations, meet and confer sessions and preparation of memoranda of understanding; prepares for and participates on behalf of the City in impasse procedures such as mediation and fact-finding; handles and advises City management personnel regarding grievances.

4. Plans, directs and reviews the work of subordinate employees of the Employee Relations Division.

5. In the absence of the Director, represents the employee relations office in meetings with the Board of Supervisors, professional associations, employee representatives and departmental, management and supervisory personnel; participates in executive sessions with appropriate policy-making bodies on matters within the scope of representation.

6. Selects arbitrators; assists in the preparation of grievances for arbitrators by defining issues, interviewing witnesses, and collecting information.  May function as staff advocate in complex hearings or arbitrations.

7. Keeps current on new trends, developments, court cases and legislation in the labor relations and compensation fields, with particular expertise and emphasis on public sector labor relations matters.

8. Interprets and explains provisions of the City's collective bargaining agreements, the Employee Relations Ordinance and applicable Civil Service Rules; advises and trains department heads, management, and supervisory employees; participates in the resolution of employee relations matters, supervisory problems and employee grievances.

Knowledge, Skills and Abilities:   Thorough knowledge of:  state and federal laws relative to employer-employee relations, with an emphasis on the public sector; current trends in employer-employee relations including recent court decisions, legislation and new developments and approaches; salary administration and modern methods of setting salary and other compensation; negotiation techniques and dispute resolution principles and practices; principles and practices of public personnel management; research methodology, report writing and basic statistics; principles of organization and management applicable to local government.

Considerable ability to:  Understand, interpret and apply appropriate provisions of applicable laws, ordinances, rules, regulations, collective bargaining agreements and operating procedures; analyze situations, select alternatives, project consequences of proposed actions, and implement recommendations in support of City and County positions; negotiate mutually satisfactory agreements; facilitate dispute resolution; identify and resolve problems of a sensitive or political nature; exercise independent judgment and initiative; communicate orally, demonstrating skill to present findings, recommendations and policies before public officials, other officials, the press, employees, and employee representatives; communicate effectively in writing, including preparing administrative and statistical reports; establish and maintain cooperative working relationships with officials and management, employee representatives, employees, departmental colleagues, subordinates and members of the public; plan, organize and coordinate research and statistical work; and supervise and coordinate resources and activities.

Any equivalent combination of experience and training that would provide the required knowledge, skills and abilities would be qualifying.  A typical way to obtain the knowledge, skills and abilities would be:
 
TRAINING: Equivalent to the completion of a baccalaureate degree from an accredited college or university with major course work in labor relations, human resources, personnel, public or business administration, or a closely related field.

EXPERIENCE: Five years of human resource experience which must include three years of  labor/employee relations and negotiations.

All City and County of San Francisco employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the City requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.