"Employee and Labor Relations Director (Hybrid)"

Employee and Labor Relations Director (Hybrid)

Hiring Range

The University of California, Merced is required to provide a reasonable estimate of the compensation range for this role. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The salary range the University reasonably expects to pay for this position is $144,000 - $180,000.

Job Closing Date

Initial applicant review will take place beginning February 23rd and posting may close on or around March 2nd.

Why This Role Is Compelling

• Institutional leadership role with campus-wide impact
• Opportunity to shape University of California policies and processes at a growing R1 institution
• Collaborative environment with broad influence
• Competitive salary range: $144,000 - $180,000

Work Environment

• Campus and Downtown office facilities
• Full-time, Monday-Friday schedule (1 - 2 days may be remote as business allows)

About UC Merced

The University of California, Merced, is the newest of the University of California system's 10 campuses and one of the youngest universities to be designated an R1 research university. With approximately 9,100 undergraduate and graduate students, UC Merced is a smaller, more intimate campus compared to its sister campuses, while equipped and staffed as a cutting edge, 21st century research institution. With bachelor's, master's and doctoral degree programs, strong research and academic partnerships and a growing community in the heart of the San Joaquin Valley, the UC Merced campus is continually evolving and requires talented, knowledgeable and dynamic educators, researchers, management and staff.

Ranked in the top 30 among the best public universities in the nation by U.S. News and World Report and #1 for social mobility by the Wall Street Journal, UC Merced is uniquely equipped to provide world class educational opportunities to dynamic and enterprising students in the Valley and throughout the state. In partnership with UC San Francisco, UC Merced has launched a rigorous medical education program that will supply the Valley with culturally competent providers dedicated to improving local access to quality care. The campus enjoys a special connection with nearby Yosemite National Park, is on the cutting edge of sustainability in construction and design and is accelerating the continued economic development of the region.

About the Job

Under the administrative direction of the Chief Human Resources Officer (CHRO), the ELR Director works in a highly collaborative manner and is responsible for administering human resource policies and procedures, recommending, developing, and implementing employee relations programs, interpreting labor contracts, and providing counsel regarding employee and labor relations matters at all levels of the organization, including HR staff. Responsible for managing the campus performance management program, grievance and complaint resolution program, corrective action, negotiation preparation, and managing and overseeing large-scale programs and initiatives.

In collaboration with senior leadership, develops and implements Labor Relations objectives and bargaining strategies; serves on or oversees employees serving on system-wide or local bargaining teams; and facilitates ongoing communication with union representatives to maintain effective working relationships. Makes written recommendations to the CHRO to change existing policies and procedures to enhance the effectiveness of the employee and labor relations unit and manages and oversees the implementation of recommendations. Exercises sound judgment within defined policies or procedures to determine appropriate action.

Effectively interacts with HR Managers and professionals, Senior Leaders, Supervisors, and Managers across the organization. Establishes objectives and determines how to use employee and labor relations resources and best practices to meet schedules and goals. Provides effective leadership and guidance to subordinates to achieve goals in accordance with established policies and CBAs. The ELR Director is responsible for exercising strong judgment in interpreting and administering labor contracts and applicable personnel and University policies. Manages the development and implementation of recommended policy and procedure changes. Represents the campus in systemwide labor negotiations and acts as Chief Negotiator for local bargaining. Participates in the Protest Oversight Committee and other campus and systemwide committees and workgroups. Responsible for influencing and formulating recommendations that have a significant effect on campus operations and that are legally enforceable.

This is a critical position where erroneous decisions or failure to achieve goals and meet deadlines could result in additional costs to the institution.

Key Responsibilities:

1. Represents UC Merced at systemwide bargaining.
2. Responsible for local bargaining with local bargaining units.
3. Responsible for administering and interpreting collective bargaining agreements, personnel policies,and University policies.
4. Represents campus in collaboration with other compliance units in formal charges filed in a variety of forums, such as PERB, CRD, EEOC, mediations, and arbitrations.
5. Provides effective management oversight of assigned labor relations and employee relations staff.
6. Oversees the Performance Management Program.
7. Conducts and manages finding workplace investigations concerning matters related to potential violations of the law, organizational policy, non-compliance, unethical behavior, and misconduct.
8. Works in a highly collaborative manner with people of diverse cultures, managers and human resource managers on employee and labor relations matters, employment law implications relating to individual and campus-wide issues or courses of action.

Qualifications

• Bachelor's degree from an accredited university in Human Resources, Business Administration, Business Management, Business Law, or related area (required); and/or
• Advanced degree such as Juris Doctor (preferred); and
• Minimum of five (5) years of directly, related, progressively responsible experience in Employee or Labor Relations, HR Management, Conflict Resolution, or 9 years of equivalent experience as indicated (required); and
• Professional certification such as Staff Human Resource Management (SHRM-CP or SHRM-SCP), CALPELRA and / or certificate in alternative dispute resolution (preferred).

Knowledge, Skills and Abilities - Position

• Maintains effective professional relationships at all levels of the organization, including department managers, senior leaders, HR managers, and staff.
• Provides effective professional written analyses and oral presentations to management.
• Maintains a thorough understanding of the goals of the campus and ways in which this position can support those goals.
• Thorough knowledge of labor/employment law and the principles and techniques of effective negotiations and communication.
• Knowledge of the dynamics associated with each negotiation in order to effectively represent the Campus's interests.
• Knowledge of other areas with human resources function, including compensation, employee relations, employee accommodations, and employee benefits.
• Knowledge of the principles of advocacy, and applicable employment state and federal laws and court decisions.
• Knowledge of Campus policies and procedures relating to budget and HR-related matters.
• Highly effective decision-making, problem-solving, critical thinking, project and initiative management, and organizational leadership skills
• Demonstrated ability to handle extremely difficult or volatile situations/individuals effectively.
• Recognizes issues that have organizational impact or future implications and advises manager appropriately.
• Ability to work in a highly collaborative manner with campus constituents and labor representatives.
• Highly effective decision-making, problem-solving, critical thinking, project and initiative management, and organizational leadership skills.