Director of Employee and Labor Relations

Recruitment #20-1004-002

Definition

Plans, organizes, evaluates, and directs all programs and activities of the District’s employee and labor relations unit.

Typical Duties

Administers the employee and labor relations program of the District which includes:

Labor contract negotiations

Contract administration

Employee Counseling and guidance

Employee discipline

Grievance processing and hearings

HR policy development and reporting

Develops, recommends, evaluates, and implements policies, rules, procedures and standards designed to improve efficiency and effectiveness of provided services related to assigned areas.

Establishes and implements short-range and long-range strategic goals for the assigned areas; evaluates outcomes and recommends adjustments that align with key division strategies.

Serves as Chief Negotiator in the negotiation of labor contracts for assigned bargaining units.

Collects survey data and develops proposals and strategies for collective bargaining sessions.

Ensures the proper and effective administration of collective bargaining contracts on a district-wide basis; provides guidance to administrators and supervisors and others in the interpretation of collective bargaining agreements and develops and conducts in-service training as needed.

Advises the Vice Chancellor, Human Resources, through oral and written reports of objectives, critical problems, achievements, improvement recommendations, and on requirements and restrictions of laws, rules, and policies affecting assigned areas.

Provides technical advice and guidance to administrators and supervisors on employee performance improvement plans, employee development, grievance and conflict resolution, mediation, and disciplinary process.

Prepares or proposes District case position/response regarding PERB, discipline, and grievance issues; interfaces with attorneys and law firms.

Reviews and evaluates medical reports, reports of arrests, 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.

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

Writes formalized agreements reached with bargaining units.

Consults with exclusive bargaining representatives on contractual matters.

Coordinates with other offices the administrative transfer of staff tied to discipline related matters.

Directs and personally conducts objective and timely investigations of highly confidential and sensitive personnel matters and may make reports both orally and in writing to the Board of Trustees.

Represents the Division of Human Resources at various councils and committee meetings on and off-site, as designated.

Coordinates the work of the employee and labor relations unit with that of other offices.

Evaluates computer software and systems applicable to assigned areas and recommends system enhancements.

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

Develops the office budget; reviews and controls the expenditure funds.

Directs and/or prepares correspondence, reports, and presentations regarding assigned functions.

Plans, schedules, reviews, and evaluates the work of assigned staff.

Acts as the Vice Chancellor, Human Resources, in his/her absence, on designated matters.

Performs related duties as assigned.

Distinguishing Characteristics

A Director of Employee and Labor Relations plans, organizes, and directs the day-to-day operations of the District’s employee and labor relations unit which encompasses the functions of collective bargaining, contract administration, disciplinary actions, appeals, complaints, grievances, HR policy development and reporting, and other related areas.

A Vice Chancellor of Human Resources is the executive responsible for the oversight and management of all Human Resources operations of the District and its colleges which include recruitment, selection, job classification, and compensation of academic employees, organizational analysis, staffing, employee and labor relations, collective bargaining, staff development, human resources information system specifications and implementation, and related activities.

Supervision

General direction is received form the Vice Chancellor, Human Resources. General supervision is exercised over management, professional, technical, and clerical staff.

Class Qualifications

Knowledge of:

Principles of labor contract negotiation and administration

Public section labor relations laws and precedents

Sections of the Education and Penal Codes and rules, regulations, and policies of the District related to the employment and retention of personnel

Principles and techniques of arbitration advocacy

Fact-finding methods and procedures

Collective bargaining agreements covering District employees

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

Personnel Commission laws and rules

Principles and techniques of employee counseling and guidance

Principles and techniques of supervision, training, and human relations

Current developments in the field of human resource management

Principles of organization and management

Functions, policies, organization, and personnel of organizational units of the Los Angeles Community College District

Principles and techniques of budgeting and financial management

Capabilities of computer applications, systems, and hardware used in human resource management

Ability to:

Plan, organize, and direct a complex employee and labor relations program in conformance with law and professional standards

Develop and implement strategic plans consistent with the goals and objectives of the organization and prevailing human resources trends and practices

Effectively present and argue management’s position in negotiations and arbitration

Develop and execute policies, rules regulations, and procedures

Recognize the critical elements of problems, develop and evaluate data, determine solutions, and make sound recommendations

Interpret, apply, and explain principles and legal provisions pertinent to an employee and labor relations program

Develop and support a culture of collaboration that values employees and a commitment to the District’s mission

Act independently, responsibly, and promptly to situations and events

Maintain a fair and impartial attitude

Exercise sound judgement and maintain poise in stressful and/or sensitive situations

Conduct in-service training for managers and supervisors on contact provisions

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

Stimulate teamwork and promote cohesiveness toward the achievement of goals

Effectively utilize computer equipment and software, including MS Office and HRIS

Train, supervise, and motivate employees

Integrate technology into business decisions and operations

Prepare effective written and oral communications, reports, and presentations

Establish and maintain effective working relationships with all levels of administration, employee representatives, employees, and representatives of other agencies and organizations

Allocate and effectively utilize the human, fiscal and physical resources of the assigned unit

Travel to off-site meetings

Entrance Qualifications

Education:

A bachelor’s degree from a recognized college or university, preferably with a major in labor or industrial relations, human resource management, public administration, industrial or organizational psychology, or a related field. An advanced degree in one of the aforementioned majors is desirable.

Experience:

Five years of recent, full-time, paid, professional-level experience in a senior human resources management position with responsibilities for managing a multi-faceted agency/corporate-wide employee and labor relations program for an organization employing 500 or more employees. Public agency personnel management experience is desirable.

Special:

A valid Class “C” California driver’s license must be obtained within 10 days of establishing residency in the State of California.

Travel to locations throughout the District is required.

Benefits

  • 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.
  • New employees receive 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. Employees are also covered by Social Security.
  • Employee Assistance Program

Selection Process

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.

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.

 



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