Los Angeles Community College District

Assistant Director, Employer-Employee Relations (#5005)

$59.23-$73.37 hourly / $10,265.89-$12,717.64 monthly / $123,190.68-$152,611.68 annual


Under the direction of the Vice Chancellor, Human Resources, plans, organizes, and directs the day-to-day operations of the District's Employer-Employee Relations unit.

Typical Duties

Plans, organizes, directs, and reviews the work of professional and technical staff engaged in performing duties related to disciplinary actions, grievances, appeals, complaints, employee arrests and convictions reports, contract negotiations, and other employee relations matters.

Serves as Chief Negotiator for or participates in the negotiation of collective bargaining agreements.

Develops negotiation strategies for collective bargaining sessions.

Researches and develops proposals and counter proposals for discussion at the collective bargaining table.

Interprets negotiated agreements for management and supervisory staff.

Conducts consultation sessions with bargaining unit representatives.

Confers with administrators and supervisors to determine the need for disciplinary action and develops a plan of progressive discipline.

Mediates discussions between supervisors, employees, and employee representatives regarding problems adversely affecting an employee's performance.

Analyzes and evaluates evidence in cases of disciplinary action, develops additional supportive evidence, background information and documentation; prepares statements of charges and recommends appropriate disciplinary action.

Acts as the District's advocate at classified disciplinary and grievance hearings, which includes pre-hearing preparation of witnesses, answering of interrogatories, and the production of records and evidence, and the preparation of statement and briefs.

Reviews and evaluates medical reports, reports of arrest, and criminal investigations, and related data; interprets District health and arrest/conviction standards; and makes disposition on the eligibility of individuals for employment and retention.

Coordinates District's response to subpoenaed student and employee records.

Conducts investigations regarding highly confidential and sensitive personnel matters and may make reports both orally and in writing to the Board of Trustees.

Chairs and/or participates in a variety of standing and ad hoc committees regarding personnel practices.

Assumes responsibility on designated matters for the Division of Human Resources in the absence of the Vice Chancellor, Human Resources.

Analyzes state legislative and administrative decisions, laws, regulations, and policies to determine their impact on employer-employee relations operations, and makes recommendations on how to implement new requirements.

Performs related duties as assigned.


Distinguishing Characteristics

An Assistant Director of Employer-Employee Relations under the direction of the Vice Chancellor, Human Resources, plans, organizes, and directs the day-to-day operations of the District’s Employer-Employee Relations unit, which includes the areas of collective bargaining, disciplinary actions, appeals, complaints, grievances, and other employee relations matters.


An Employee Relations Specialist applies a detailed knowledge of specialized federal, state, and District laws, rules, and administrative policies related to employer-employee relations in providing information, interpretation of contract provisions, consultation, and guidance to District staff on sensitive employer-employee relations matters and in the investigation, analysis, and resolution of disciplinary matters, grievances, appeals, and complaints.


General supervision is received from the Vice Chancellor, Human Resources.  General supervision is exercised over professional and clerical staff.

Class Qualifications

Knowledge of:


Principles and techniques of bargaining contract negotiation


Public sector labor relations laws and precedents


Sections of the Education and Penal Codes


Principles and techniques of arbitration advocacy


Policies of the District related to the employment and retention of staff


Trends in employer-employee relations


Fact-finding methods and procedures


Collective bargaining agreements covering District employees


Rules and regulations related to unemployment insurance


District Board of Trustees rules and administrative policies related to employee relations


Personnel Commission laws and rules


Administrative organization, staff, and policies of the Los Angeles Community College District


Principles and techniques of counseling and guidance


Capabilities of computer applications, systems, and hardware in the management of employer-employee relations

Ability to:

Plan, organize, and direct the day-to-day operations of an employer-employee relations unit


Effectively present and argue management's position in negotiations and arbitrations


Recognize critical problems, develop and evaluate data, determine solutions, assess alternatives, and make sound recommendations


Express difficult situations and concepts effectively in oral and written presentations


Interpret, apply, and explain applicable laws, policies, and precedents to employee relations problems


Work independently on complex assignments


Maintain a fair and impartial attitude


Exercise sound judgment in stressful situations


Establish and maintain effective working relationships with all levels of District administrators, employees, employee organization representatives, representatives of private and public agencies, and individuals of a variety of ethnic, social, and economic background


Effectively utilize information and documentation systems in the performance of duties


Travel to off-site locations to conduct investigations


Meet important deadlines


Train, supervise, and motivate assigned staff


Stimulate teamwork and promote cohesiveness toward achievement of goals


Anticipate conditions, plan ahead, establish priorities, and meet schedules


Maximize the use of human, fiscal, and physical resources

Entrance Qualifications



Graduation from a recognized four-year college or university preferably with a major in labor and industrial relations, human resource management, public administration, industrial or organizational psychology, or a related field.




Five years of  full-time paid professional-level personnel experience  in negotiating and interpreting  bargaining contracts  and investigating, analyzing and resolving disciplinary matters, grievances, appeals, and complaints. Two years of the required experience must have been in a recent administrative or supervisory position.




A valid Class “C” California driver's license.

Travel throughout the District is required.

Reasonable Accommodations

Our class specification generally describes the duties, responsibilities, and requirements characteristic of the position(s) within this job class. The duties, responsibilities, and requirements of a particular position within this class may vary from the duties of other positions within the class.

In accordance with the Americans with Disabilities Act (ADA), the Los Angeles Community College District provides reasonable accommodation to qualified individuals with covered disabilities on a case-by-case basis throughout the application, examination, and hiring processes and throughout employment. If an individual is in doubt about his or her ability to perform the duties and responsibilities of a position or possession of any other requirement noted in a class specification or job announcement, he or she should always apply for a position and request reasonable accommodation at the appropriate time.


CLASS: 5005; EST: ; REV: 6/17/2014;