Member log on: Username Password

Employee and Labor Relations Manager

Posted by on April 18, 2017

To apply to this job, click here.

Another Source’s client, California State University Monterey Bay (CSUMB), is recruiting an Employee and Labor Relations Manager to join their Human Resource Team.

Here’s a little about CSUMB and the position they are recruiting for:
Cal State Monterey Bay provides more than 7,600 students an extraordinary opportunity to learn on a residential campus just one mile from the shores of the beautiful Monterey Bay. Our campus is adjacent to one of the world’s most productive agriculture regions and some of its most attractive tourist destinations. The Pacific Ocean at our back door provides abundant recreational opportunities, as well as a site for innovative research that reflects our campus’s focus on environmental stewardship and sustainability.

The University is proud to offer a generous compensation and benefits package all in an environment where personal and professional development is encouraged.

Are you ready for an amazing opportunity to help re-engineer an HR team in a University setting? Under the general supervision of the Associate Vice President for University Personnel, the incumbent in this position will develop, implement, and administer the full range of functions associated with strategic employee/labor relations and employment compliance. The incumbent formulates recommendations on program scope, content and policy; disseminates program information to the campus; and assists the AVP with special projects and/or assignments.

ESSENTIAL DUTIES AND RESPONSIBILITIES include, but are not limited to, the following:

  1. 1. Labor Relations: Lead responsibility for campus labor relations for staff contracts, including handling grievances, contract interpretation, investigations and case management; Recommends changes in practices to support compliance with contracts. Works with AVP on faculty labor relations matters as requested. Interprets and implements arbitration decisions, and participates in any required campus based negotiations. Researches issues relative to contract interpretation/ administration. Responds to union Requests for Information. Develops interpretive guides for use by managers and supervisors and delegation of authority documents. Recommends changes in practices to support compliance with Collective Bargaining Agreements. Develops recommendations for amendments to current CBAs, or new provisions that would facilitate the operational needs of the University.
  2. 2. Complaints and Grievance Processing: Proactively provides assistance to managers and supervisors at all levels of the complaint and grievance procedures administered at the campus level. Ensures that complaints and grievances filed at the campus level are timely and within scope and that responses are filed in a timely manner. Reviews and/or drafts proposed responses and/or settlement agreements and reviews with the AVP, and as appropriate consults with Chancellor’s Office staff including the campus attorney. May function as the appropriate administrator at any campus level of the complaint or grievance procedures. Analyzes grievance and complaint activity to determine trends and identify areas for proactive intervention and training. Develops recommendations, including Standard Operating Procedures for complaint and grievance administration. Coordinates the tracking programs in complaint and grievance administration.
  3. 3. Management/Union Relations: Meets with Campus Stewards on a regular and/or as-needed basis to discuss areas of mutual concern, clarify university policies and procedures and seek resolution at lowest possible level. Establishes and maintains effective working relationships with campus union leadership. Establishes procedures and administers Release Time provisions of the CBAs and as otherwise required by law or university regulations. Recommends policy on representational rights.
  4. 4. Employment Compliance: Responsible for the oversight of the AA Plan and program, campus-wide EEO, ADA/FEHA and employment diversity initiatives and training programs. Ensures consistency with CSU/CSUMB policies, and federal and state laws and regulations pertaining to non-discrimination and affirmative action. Supervisory responsibility for analyst who is operationally responsible for developing, managing, and implementing comprehensive equity programs such as ADA; Affirmative Action Plans, Conflict of Interest, Whistleblower, etc. Serves as a liaison to the system wide EEO and Whistleblower Compliance officers and Legal Counsel. In conjunction with the analyst, prepares EEO reports and analyses for the Chancellor’s Office and senior university officials. Serves as a resource to the campus community to assist in the understanding of and posting of notices related to EEO, AA, FEHA, the Conflict of Interest Code, Nepotism, MPP Outside Employment, time off for voting, and Whistleblower plans and programs. Ensures CSUMB management understands and is trained in its professional responsibilities relating to compliance with legal and policy requirements of the above mentioned areas. Ensures compliance with reporting requirements. Prepares and represents the university’s position in matters involving complaint investigations conducted by governmental regulatory agencies including the EEOC, DFEH, OCR, Labor Commissioner, and Bureau of State Auditor. Serves as ADA/Section 504 and FEHA Compliance Coordinator. Acts as liaison with external state and federal agencies and works collaboratively with campus departments to prevent discrimination against persons with disabilities. Serves as ADA Coordinator and oversees assigned support staff.
  5. 5. Program Oversight: Responsible for oversight of disability (ADA), leaves of absence (FMLA, RTW), and workers compensation programs.
  6. 6. Employee Performance: Consults, coordinates and provides guidance to managers and employees regarding staff and MPP evaluation programs and performance management tools and techniques. Coaches managers and employees in effective interpersonal techniques for problem resolution. Administers the staff and MPP evaluation program.
  7. 7. Corrective Action and Discipline Administration: Recommends and develops policy, procedures, and guidelines for corrective and disciplinary administration for non-faculty employees. Advises managers and supervisors on proper corrective or disciplinary steps to take in resolving employee performance problems. Consults with departments, reviews and approves department’s requests for release of probationary employees. Assists managers in preparing proper documentation to support disciplinary action. Prepares statements of disciplinary charges and requests review by the campus attorney. Presents the University’s case before the State Personnel Board. Develops and administers the campus Attendance Management Program.
  8. 8. Training: Trains recruitment search committees in prevention of discrimination during the entire recruitment process. Responsible for the development and delivery of campus training programs related to employee relations, labor relations, performance management and employment compliance programs.

KNOWLEDGE AND ABILITIES:
Thorough knowledge of: the principles, concepts, and work processes, laws, rules and reference materials pertinent to human resources, specifically, labor and employee relations; federal and state laws and regulations governing civil rights and employment; effective supervisory principles and practices; modern management and administrative techniques related to the development and implementation of appropriate methods of work planning and coordination.

Ability to: develop and coordinate human resources programs; work effectively with campus managers and supervisors to promote a positive work environment and resolve contractual issues in accordance with collective bargaining agreements; clearly communicate ideas and recommendations both orally and in writing; handle confidential and sensitive matters; respond and resolve employee/labor relations issues; adhere to the highest principles of ethical behavior; effectively train, evaluate and supervise personnel; lead a team to meet changing organizational objectives an ensure the accomplishment of all work in a timely and effective manner; use appropriate technology, including a Human Resources Information System, personal computer and associated software; establish and maintain cooperative working relationships in a diverse, academic environment. Strong problem solving and conflict resolution skills.

MINIMUM QUALIFICATIONS:

  • * Equivalent to a Bachelor’s degree in Human Resources, Public Administration or a related field or relevant professional experience on a year-for-year basis that is judged to be equivalent AND three (3) years of progressively responsible management level experience in one or more areas of labor or employee relations experience.
  • * Excellent written and verbal communication skills.

PREFERRED QUALIFICATIONS:

  • * Juris doctorate degree preferred.
  • * Strong labor and/or employee relations experience in an educational institution or a large public agency.

Another Source works with their clients, on a retained project basis, to maximize the recruiting process.

Keywords: Human Resource Manager, HR Manager, Human Resource Business Partner, HR Business Partner, Employee Relations Manager, Employee and Labor Relations Manager

To be considered for this position, please apply directly on CSUMB’s career site, job number MB2017-EC2313. The link to apply will take you there.
***

 

Apply Here

 

PI97544688

Info

  • Location: , Monterey, California 93955, United States
  • Salary: Not provided
  • Clearance Required: No
  • Spouse Friendly: No

To apply to this job, click here.