Employee Relations Manager - Labor Relations

Job Summary

As a member of the Employee Relations Management Team, the incumbent works independently for expert management and implementation of Employee Relations/Human Resources policy and procedures, programming, and operations. Incumbent works with the Director to provide leadership, guidance, support, and direction to staff, supervisors, managers, directors, and elected officials on a wide variety of human resource topics, issues, and practices. Oversees and provides program planning and direct supervision for staff in program areas assigned. Performs highly specialized and complex work in the application of state and federal employment law and serves as a subject matter expert on Employee Relations/Human Resources.

Job Description

Essential Duties

• Plans, develops, and implements Employee Relations programs, policies, and procedures consistent with HR best practices, state, and federal laws/regulations, county policies. Work is done in support of business goals and objectives, working collaboratively with others promoting practices of empathy, respect, understanding, and active listening. 

• Oversees, supervises, and coordinates the work of other employees; hires, promotes, mentors, and trains employees. Makes work assignments, directs work, evaluates performance, rewards, and disciplines.

• Serves as coach and mentor to others addressing issues, providing policy and practice guidance, and providing training and education for program area implementation across a multi-disciplined organization.  Provides advice and counsel on people management issues; directs and guides ER department staff in their work on these matters.

• Drafts, interprets, and administers policy/procedure, labor or service contract provisions, benefit agreements and plan documents, and implements process to support it. Designs and oversees implementation of employee resources and systems. Provides technical assistance and advice on the application of rules and regulations and practices.

• Conducts research and analysis and prepares recommendations for the Director on designated issues and problems or for special projects affecting the organization as requested.

• Operates as a member of the Employee Relations Management Team; participates in and contributes to the development of departmental goals, objectives, and strategic plans and helps outline criteria, standards, and action for achievement.

• Acts as Subject Matter Expert (SME) and the organizational, technical authority for program areas assigned. Guides staff through changes in laws, processes, services, or programs. Ensures connectivity of internal processes across programs or staff on an on-going basis. May represent the County on external workgroups.

• Participates in labor negotiation strategy sessions and may be part of bargaining. Provides input to scenarios, options, and impacts regarding County bargaining positions. Assists with contract strategy, language, and management proposal work-ups.

• Develops and maintains effective working relationships and communication with peers and colleagues in and outside the County.

• Must work the days and hours necessary to perform all assigned responsibilities and tasks. Must be available (especially during regular business hours or shifts) to communicate with other employees, supervisors, customers, contracted professionals, and any other person or organization with whom interaction is required to accomplish work and employer goals.  

• Performs other related duties as required or assigned. 

LR FOCUS—

• Serve as a subject matter expert in labor relations, providing guidance on collective bargaining, contract interpretation, grievance resolution, and compliance with state and federal labor laws (ADA, FMLA, FLSA, Public Employment Labor Relations Act, Minnesota Veteran's Preference Act).

• Serves as primary negotiator  in collective bargaining negotiations, grievance arbitrations, mediations, and related labor proceedings; develop and implement negotiation strategies aligned with operational, financial, and legal interests.

• Advise management, supervisors, and elected officials on labor relations policy, contract provisions, and best practices to ensure consistent and compliant application of labor agreements.

• Administer labor contracts by guiding departments on contract interpretation, avoidance of grievances, and proper application of discipline; manage grievance procedures and represent the organization in dispute resolution.

• Conduct research and analysis of labor markets, precedents, and economic data to inform bargaining positions and strategic planning; prepare briefs and reports for leadership and governing bodies as assigned by ER Director.

• Maintain effective working relationships with union representatives, county attorney staff, and labor management committees; participate in labor negotiation strategy sessions and provide input on scenarios, options, and impacts regarding bargaining positions.

• Provide technical assistance and advice on the application of rules, regulations, and practices related to labor relations; draft, interpret, and administer labor contract provisions and implement supporting processes.

The work assigned to a position in this job class may not include all of the job functions or knowledge, abilities, skills, indicated nor does the job classification include all work that may be assigned or restrict the emphasis of the work assigned.

Minimum Qualifications

Requires equivalency of a Bachelor's Degree and six years of progressively responsible human resources experience, including at least 1 year of experience managing HR programs or staff.

Preferred Qualifications:

Five or more years of experience performing duties directly related to those in the position, including handling grievances and acting as a labor negotiator.

Supervisory Controls

The employee is under broad guidance and direction from the Director and has broad latitude for independent judgment and decision-making. Work is performed in accordance with county policies, collective bargaining agreement provisions, and applicable federal and state laws. The employee exercises extensive latitude in determining daily priorities, the work to be done by self and others, and how to achieve outcomes. Work is reviewed for accuracy and quality through observation, inspection of products developed, conferences, and objectives achieved. This is a highly independent role with multi-task orientation and ongoing demands generated by the needs of others.

The incumbent directs and oversees the work of others; including, program/service planning and delivery, personnel selection, evaluation of work performance, training, and disciplinary activities. Performs supervisory duties as defined in MN Statute 179A.03 Subd. 17.The incumbent promotes employee professional development and provides coaching and mentoring to others. 

Core Competencies and Abilities

Customer Service - Delivers government services in a respectful, responsive, and solution-oriented manner.

Communication - Is always clear about what we're doing and why we're doing it.

Collaboration - Works with partners – communities, schools, faith groups, private business, and non-profit agencies – to see that services are not duplicated but rather are complimentary, aligned, and provided by the partners who can deliver the service most effectively.

Stewardship - Works proactively to make investments, guided by resident input, which will transform lives, communities, and government.

Empowerment - Works with individuals and families to affirm strengths, develop skills, restore hope, and promote self-reliance.

Resiliency - Fosters public preparedness and responds when families and communities face health and safety emergencies.

Innovation - Takes informed risks to deliver services more effectively and learns from successes and failures.

Knowledge – Knowledge of county policies, procedures, and labor contracts and the proper development and role of each. 

Knowledge of Payroll, HRIS, and Benefits laws and practices as they exist and apply to public sector human resources in Minnesota. 

Knowledge of job classification and compensation practices, systems, and processes. 

Knowledge of the procedures and practices of collective bargaining, labor contract administration, and dispute resolution.

Knowledge of supervisory practices. 

Knowledge of principles and practices of risk control and analysis related to employment law. 

Knowledge of methods and procedures of processing personnel transactions and maintaining personnel records. 

Knowledge of employee performance management, coaching, counsel, corrective action, and discipline and how they are best used amid union contracts and policy provisions. 

Knowledge of talent management best practices, emerging issues, and ways to recruit and retain talent. 

Knowledge of separate collective bargaining agreements and how to apply them appropriately and differently to situations as defined by each and the situation at hand.

Knowledge of Training and Development best practices in a multi-disciplined organization.  

Knowledge of Health and Safety needs and requirements in a multi-disciplined organization.

Abilities – Ability to analyze complex interpersonal and/or technical problems and to prepare clear and concise plans of action to address them. 

Ability to mediate conflict and bring opposing parties to resolution of issues. 

Ability to remain calm and composed in emotionally charged situations and settings. 

Ability to effectively communicate both orally and in writing, in group settings, and with individuals at all levels within and outside of the county. 

Ability to exercise empathy, respect, understanding, and active listening.

Ability to establish and maintain effective working relationships with others. 

Ability to speak, present, and interact in public arenas with composure, professionalism, and discretion. 

Ability to use MS Office software for the performance of essential duties. 

Ability to use appropriate discretion in dealing with matters of a confidential nature.

Work Environment and Physical Demands

Typical characteristics of the regular, ongoing work environment of this position requires inside work, typically in an office setting. The position is multi-task oriented and includes periods of stress when balancing multiple and varied needs/demands of services. 

Physical activities include sedentary to light work: Reaching, sitting, standing, walking, pushing, lifting, pulling, fingering, grasping, feeling, stooping, talking, hearing, seeing, and repetitive motions. Lifts and/or navigates up to 35 pounds on a routine basis in handling files and equipment necessary for performing the essential duties of the job.