"Labor Relations Manager"

Position Summary

Under the general direction of the Director of Employee Engagement, the Labor Relations Manager is responsible for supporting faculty and staff within the Division of Learning on all labor relations matters. This position serves as a member of the bargaining committee for both part-time and full-time faculty, and manages confidential faculty relations issues, including disciplinary actions and employment-related investigations involving complaints and conflicts. The Manager develops, implements, and administers policies and procedures, and assists in the administration of collective bargaining agreements. In addition, the Labor Relations Manager designs and delivers professional development opportunities related to labor relations. The role requires building and maintaining strong, collaborative relationships with the Division of Learning leadership and faculty to foster a positive relationship.

Job Duties and Responsibilities

Labor Relations & Negotiations: Serve as the designee of the Director of Employee Engagement during union negotiations. Assist with preparation of documents and records required for contract negotiations, meetings, and discussions with the union. Interpret formal communications between management and labor. Participate in fact-finding through the State Higher Education Labor Relations Board, as needed.

Employee Relations & Investigations: Handle routine labor relations and human resources inquiries regarding policies, procedures, and bargaining agreements, referring complex matters to the Director of Employee Engagement or legal counsel as appropriate. Advise management on contracts, employee grievances, and disciplinary procedures. Conduct consultations and mediations of employee complaints and grievances whenever possible, prior to the filing of formal complaints. Provide support to managers and supervisors on disciplinary matters, employee counseling, and the development of performance improvement plans.

Contract Administration: Interpret and administer collective bargaining agreements related to wages, salaries, benefits, and union/management practices. Conduct day-to-day administration of labor relations activities to ensure compliance with policies, regulations, and collective bargaining agreements. Ensure Human Resources policies and procedures remain consistent with collective bargaining agreements. Work with the HRMS Manager to prepare reports requested by bargaining groups, including new hires, public information requests, and other data required by law.

Training & Development: Provide guidance, training, and instruction to supervisors and employees on matters related to labor relations and collective bargaining. Develop and deliver professional development opportunities in areas related to labor relations.

General Human Resources Support: Provide support in other areas of Human Resources, including the execution of special initiatives and projects. Supervise the Employee Relations Specialist. Perform other related duties as assigned.

Required Qualifications

Bachelor's degree or higher. Minimum of five years full-time experience in employee and labor relations, collective bargaining, and policy development. Must be experienced in interpreting and administering collective bargaining agreements and have had proven success in conflict resolution. Experience in developing, implementing, and providing training on policies and procedures related to labor relations. Thorough understanding of federal and state labor and employee relations laws, regulations, and guidelines related to HR and contract negotiations. Ability to accurately manage sensitive and confidential information. Experience in working with legal counsel to prepare for bargaining and identifying issues and subjects for bargaining. Excellent verbal and written communication skills. Strong interpersonal, negotiation, and conflict resolution skills. Excellent time management skills, with a proven ability to meet deadlines, are crucial. Strong analytical and problem-solving skills.

Preferred Qualifications

PHR, SPHR, SHRM-CP or SHRM-SCP certification. Experience in higher education. Certification in mediation and conflict resolution. Master’s degree preferred in Employee and Labor Relations or Human Resources.