County of Alameda

Labor Relations Analyst I (#0283)

Unit: Unrep - Confidential Mgmt (U50)
$51.55-$72.53 Hourly / $4,124.00-$5,802.40 BiWeekly /
$8,935.33-$12,571.87 Monthly / $107,224.00-$150,862.40 Yearly

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DESCRIPTION

Under general supervision, performs professional-level work in support of countywide employee relations activities; assists in making policy recommendations; participates in labor negotiations activities, including conducting research, analysis and costing; provides consultation and guidance on employee and labor relations matters, including grievance handling, performance management, and disciplinary matters; prepares Memoranda of Understanding and other documents; interprets and explains labor relations policies and procedures to operating department personnel; represents Human Resource Services in interactions with other departments, government agencies, employee organizations; and performs related duties as required.

DISTINGUISHING FEATURES

This classification represents the entry level within the Labor Relations Analyst series in the Employee and Labor Relations Division of Human Resource Services and reports to the Labor Relations Manager. Employees perform the full range of professional employee and labor relations duties under supervision, with assignments generally limited to less complex and sensitive matters.

The classification is distinguished from the Labor Relations Analyst II in that the latter is the journey level in the series and is expected to independently handle more complex and sensitive labor relations issues. The Labor Relations Analyst II is distinguished from the Principal Labor Relations Analyst in that the latter is a first-level working supervisor within the Labor Relations Analyst series.

EXAMPLES OF DUTIES

NOTE: The following are typical duties performed by employees in this classification. Employees may not necessarily perform all duties listed; however, they may perform other related duties at an equivalent level.

Develops detailed, technical staff work in support of negotiations, including compensation analysis and costing related to union and County proposals.
Serves as a County management representative in interactions with union representatives and operating department personnel during meet and confer processes, grievances, and other labor relations activities.
Coordinates with labor negotiations team, operating departments, contract agencies and other stakeholders.
Conducts research and analysis of facts pertaining to potential or stated employee organization demands, including cost and budget impacts of salary surveys, compensation or benefit proposals.
Consults with and advises operating departments on matters pertaining to employer‑employee relations and Memoranda of Understanding (MOU); provides training to management staff on MOU interpretation, grievance handling, performance management, disciplinary actions, and other employee relations issues.
Assists in the preparation of the Memoranda of Understanding, including drafting contract language; prepares other correspondence and memoranda as required; makes presentations as necessary.
Keeps abreast of labor relations laws, court decisions, and trends affecting both the public and private sectors.
May attend and participate in closed sessions with the Board of Supervisors regarding negotiations or meet and confers.
Studies statutory requirements and recommendations; analyzes pending State legislation for operational and fiscal impact on County departments and recommends County position on proposed legislation.
Provides on-the-job training to trainees, interns, and entry-level staff.

MINIMUM QUALIFICATIONS

Education:

Possession of a bachelor's degree from an accredited college or university in a related field.

AND

Experience:

The equivalent of one (1) year of full-time professional human resources experience supporting labor relations functions. Qualifying experience may include one (1) or a combination of the following: interpreting and applying labor agreements; assisting with grievance and disciplinary matters; conducting compensation or labor-related analyses; performing costing of proposals; and performing related analytical and support activities.

Substitution:

Additional employee/labor relations experience may be substituted for the educational requirement on a year-for-year basis.

KNOWLEDGE AND SKILLS

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of duties” section of this specification.

Knowledge of:

Collective bargaining processes in the public and/or private sector, including federal and state labor legislation applicable to local government.
Principles of collective bargaining, including representation rights, management rights and scope of bargaining.
Negotiation practices and strategies, including preparation, tactics and impasse procedures.
Principles and practices of human resource administration and management.
Administrative and management analysis techniques, including identification of fringe benefit costs and analysis of labor-related data.
Statistical and reporting methods used in administrative and management analysis.
Fair employment and equal opportunity policies and regulations.
Current trends, practices, and issues in employer-employee relations.
Dispute resolution techniques.
Procedures and practices for processing grievances through arbitration.

Ability to:

Analyze labor relations issues and develop effective, practical recommendations.
Interpret and apply policies, agreements, and relevant laws.
Communicate effectively, both orally and in writing, with a variety of stakeholders, including management, employees, and labor representatives.
Conduct, research, analyze information, solve problems, and prepare clear, concise written materials and recommendations.
Provide guidance to others.
Establish and maintain effective working relationships while demonstrating interpersonal sensitivity.
Plan, organize, and prioritize work effectively while managing competing priorities, and adapting to changing needs.
Exercise independent judgment and handle sensitive and confidential matters with tact, discretion, and professionalism.
Use analytical tools and systems to compile, interpret and present labor relations and compensation data.

CLASS SPEC HISTORY

RSS:pb - 2/14/92

Rev: TB:dj - 7/5/94

Rev: RSS:pb - 2/24/98

1182h

co updated: 5/5/00

New doc. name: 0284 under Jobspecs/Newspecs

CSC Date: 3/4/98

RE:cs Revised 5/20/14

CSC Date: 5/28/14

RE:ah Revised 10/26/18

CSC Date: 11/07/18

SA:saa Revised 04/09/26

CSC Date:4/29/26

BENEFITS

The County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many employee discount, fitness and health screening programs focused on overall wellbeing. These benefits include but are not limited to*:

For your Health & Well-Being

Medical – HMO & PPO Plans
Dental – HMO & PPO Plans
Vision or Vision Reimbursement
Share the Savings
Basic Life Insurance
Supplemental Life Insurance (with optional dependent coverage for eligible employees)
Accidental Death and Dismemberment Insurance
County Allowance Credit
Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
Short-Term Disability Insurance
Long-Term Disability Insurance
Voluntary Benefits - Accident Insurance, Critical Illness, Long-Term Care, Hospital Indemnity and Legal Services
Employee Assistance Program

For your Financial Future

Retirement Plan - (Defined Benefit Pension Plan)
Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

12 paid holidays
Floating Holidays
Vacation and sick leave accrual
Vacation purchase program
Management Paid Leave**
Catastrophic Sick Leave
Pet Insurance
Commuter Benefits Program
Guaranteed Ride Home
Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
Employee Discount Program (e.g. theme parks, cell phone, etc.)
Child Care Resources
1st United Services Credit Union

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a summary of the benefits offered and can be subject to change.

**Employees in management-designated classifications may be entitled to management paid leave. Refer to the applicable MOU or Salary Ordinance for more information.