City of Spokane
Labor Relations Manager
City of Spokane, Washington, District of Columbia, us, 20022
DEPARTMENT PURPOSE
Administers strategic and operational programs and services to employees. Provides support to departments in order to positively impact the quality of services provided by the City workforce.
POSITION PURPOSE
Support the Human Resources Director in the planning and organizing of a variety of complex administrative, professional, and technical functions as it relates to Collective Bargaining. Performs a variety of work related to labor relations and the development of human resources management programs. Acts as chief negotiator in non-uniform and uniformed collective bargaining activities; administers and interprets collective bargaining agreements; participates in and/or advises on grievance or disciplinary matters.
SUPERVISION EXERCISED
Reports to the Human Resources Director with supervision characterized by general administrative support and guidance rather than direct control over methods to achieve objectives and meet goals. Work is performed with considerable independence within the framework established by the Human Resources Director. Provides supervision to direct and indirect reports in professional, administrative, and technical positions.The following Responsibilities and Requirements are functions that the individual who holds or desires the position must be able to perform unaided or with the assistance of a reasonable accommodation.
KEY RESPONSIBILITIES
Represents the City in administering agreements reached with employee organizations. Prepares Memorandums of Understanding and Supplemental Agreements. Facilitates Labor Management meetings, research issues brought forward and prepares City responses to such.Provides labor relations consultations to employees, supervisors, directors, and union leadership. Works with employees and union leadership to interpret and implement various City labor contract provisions. Oversees and provides management of grievances through complete process to resolution.Represents City administration and serves as the chief negotiator for uniformed and nonuniformed labor relations to include contract negotiations, grievance hearings, mediation and assisting with arbitration. Develops positions, proposals, and strategies in collective bargaining activities. In collaboration with Human Resource staff, Budget staff, and/or other City leadership, reviews and analyzes counter proposals and contractual agreements for their impact on the City. Drafts contracts by incorporating agreed to proposals into collective bargaining agreements. Provides Mayor and senior City staff with updates and analysis of collective bargaining agreement negotiations.Develops communication and training for managers to facilitate the correct and consistent implementation of and adherence to collective bargaining agreement terms.Analyzes and interprets language in collective bargaining agreements for compliance with federal, state, and local laws, City policies, and management practices; recommends modifications and changes as appropriate.Confers with employee organizations, and departmental management personnel to clarify the labor relations policies of the City and to provide information regarding the rights and obligations of the parties concerned and the recourse available to them.In coordination with Human Resources staff and/or department leadership, may conduct fact-finding interviews, and determine if violations of the collective bargaining agreement occurred.Collaborates with department heads, managers, and Human Resources staff to develop and implement policies, procedures, rules, and regulations governing the labor relations program of the City; consults with the Human Resources Director to ensure the City's labor relations program conforms to the policies governing employee-management relations.Presents cases to a neutral hearing officer and testifies before the Public Employment Relations Commission in unfair labor practice or unit clarification hearings or before arbitrators in arbitration proceedings.Develops and maintains cooperative working relationships with union representatives, City leadership and departmental managers.Counsels employees and managers on a variety of human resources issues, including employee relations, labor contract questions, benefits, and sound workplace practices.Uses available administrative, personnel, and staff development resources to aid in the accomplishment of effective labor-management relationships.Consults with the City Attorney's Office on serious, complex legal issues.Performs other related work as required.
REQUIREMENTS
Knowledge of:
RCW 41.56 and the rules and regulations of the Public Relations Commission.Labor contract negotiation practices and strategies, including practices and strategies necessary in challenging negotiation situations.Labor relations principles and practices; Washington State labor and employment law, including case law, and relevant arbitration awards.Federal, state, and local legislation pertaining to labor relations and personnel matters.Principles, practices and techniques of public sector labor relations, collective bargaining, dispute resolution and strategic planning.Human resources management principles, concepts, regulations, and practices.Ability to:
Foster and maintain effective professional relationships with City officials and staff, colleagues, employees, and bargaining unit representation while contributing to a positive work environment and promotes positive engagement with HR.Interpret, explain, and apply collective bargaining contract language administrative rules, processes, procedures, and federal, state, and local laws, rulings, and policies.Conduct fact-finding interviews and conduct internal investigations. Obtain relevant factual information, evaluate its significance, and recommend appropriate courses of action on identified issues.Analyze and understand complex problems; identify and implement solutions; prepare reports and recommendations.Exercise professional leadership in promoting good employee/management relations.Support and assist management personnel in developing effective labor relations skills and techniques.Present matters clearly and persuasively before public bodies, arbitrators, management and employee groups.Communicate effectively, both orally and in writing.Effectively coordinate, perform, and complete multiple duties and assignments in a timely manner; ensure deadlines are met.Demonstrate discretion, integrity, and fairness.Use a personal computer and software necessary to effectively perform the duties of the position.Manage multiple projects, meet deadlines and work well under pressure.Guide, manage, and resolve complex employee relations issues.Support ethical and effective organization practices, through advice in areas of HR compliance, employee relations, labor relations, and consistent enforcement of policies and procedures.Adapt to other duties as assigned and prioritize, organize and plan work as needed to meet objectives.Skill in:
Research, interpretation and application of municipal codes, ordinances, statutes, and other applicable rules and regulations.
EDUCATION
Requires baccalaureate degree from an accredited college or university.
EXPERIENCE
Five (5) years of experience representing either management or labor in negotiating and administering labor management agreements. Public sector experience highly preferred. The ideal candidate will have worked in an organization of comparable scope and size to the City of Spokane.
LICENSES AND CERTIFICATIONS
Current certification as Professional in Human Resources (PHR) or Society for Human Resources Management - Certified Professional (SHRM-CP) required. Senior level certifications such as SPHR or SHRM-SCP are preferred.Current certification as a Certified Labor Relations Professional (CLRP) or, ability to obtain certification within one (1) year of employment.Possession of a valid driver’s license.
WORKING CONDITIONS
Work is conducted primarily in an office setting. It may involve frequent attendance at meetings to include some irregular hours and potentially out-of-town travel. Incumbents in this classification are expected to communicate verbally, in person and by telephone. A computer terminal is used and may require the use of repetitive arm-hand movements.BEHAVIORAL STANDARDS
As an exempt employee of the City of Spokane, the Deputy Director of Human Resources is subject to the City's Code of Ethics set forth in Chapter 1.04A of the Spokane Municipal Code. As such, it is the policy of the City of Spokane to uphold, promote, and demand the highest standards of ethics from all of its employees who shall maintain the utmost standards of responsibility, trustworthiness, integrity, truthfulness, honesty and fairness in carrying out their public duties, avoid any improprieties in their roles as a public servant including the appearance of impropriety, and never use their City position, authority or resources for personal gain.EEO STATEMENT
We are an equal opportunity employer and value diversity within our organization. We do not discriminate on the basis of race, religion, color, national origin, gender identity, sexual orientation, age, marital status, genetic information, veteran/military status, or disability status.#J-18808-Ljbffr
Administers strategic and operational programs and services to employees. Provides support to departments in order to positively impact the quality of services provided by the City workforce.
POSITION PURPOSE
Support the Human Resources Director in the planning and organizing of a variety of complex administrative, professional, and technical functions as it relates to Collective Bargaining. Performs a variety of work related to labor relations and the development of human resources management programs. Acts as chief negotiator in non-uniform and uniformed collective bargaining activities; administers and interprets collective bargaining agreements; participates in and/or advises on grievance or disciplinary matters.
SUPERVISION EXERCISED
Reports to the Human Resources Director with supervision characterized by general administrative support and guidance rather than direct control over methods to achieve objectives and meet goals. Work is performed with considerable independence within the framework established by the Human Resources Director. Provides supervision to direct and indirect reports in professional, administrative, and technical positions.The following Responsibilities and Requirements are functions that the individual who holds or desires the position must be able to perform unaided or with the assistance of a reasonable accommodation.
KEY RESPONSIBILITIES
Represents the City in administering agreements reached with employee organizations. Prepares Memorandums of Understanding and Supplemental Agreements. Facilitates Labor Management meetings, research issues brought forward and prepares City responses to such.Provides labor relations consultations to employees, supervisors, directors, and union leadership. Works with employees and union leadership to interpret and implement various City labor contract provisions. Oversees and provides management of grievances through complete process to resolution.Represents City administration and serves as the chief negotiator for uniformed and nonuniformed labor relations to include contract negotiations, grievance hearings, mediation and assisting with arbitration. Develops positions, proposals, and strategies in collective bargaining activities. In collaboration with Human Resource staff, Budget staff, and/or other City leadership, reviews and analyzes counter proposals and contractual agreements for their impact on the City. Drafts contracts by incorporating agreed to proposals into collective bargaining agreements. Provides Mayor and senior City staff with updates and analysis of collective bargaining agreement negotiations.Develops communication and training for managers to facilitate the correct and consistent implementation of and adherence to collective bargaining agreement terms.Analyzes and interprets language in collective bargaining agreements for compliance with federal, state, and local laws, City policies, and management practices; recommends modifications and changes as appropriate.Confers with employee organizations, and departmental management personnel to clarify the labor relations policies of the City and to provide information regarding the rights and obligations of the parties concerned and the recourse available to them.In coordination with Human Resources staff and/or department leadership, may conduct fact-finding interviews, and determine if violations of the collective bargaining agreement occurred.Collaborates with department heads, managers, and Human Resources staff to develop and implement policies, procedures, rules, and regulations governing the labor relations program of the City; consults with the Human Resources Director to ensure the City's labor relations program conforms to the policies governing employee-management relations.Presents cases to a neutral hearing officer and testifies before the Public Employment Relations Commission in unfair labor practice or unit clarification hearings or before arbitrators in arbitration proceedings.Develops and maintains cooperative working relationships with union representatives, City leadership and departmental managers.Counsels employees and managers on a variety of human resources issues, including employee relations, labor contract questions, benefits, and sound workplace practices.Uses available administrative, personnel, and staff development resources to aid in the accomplishment of effective labor-management relationships.Consults with the City Attorney's Office on serious, complex legal issues.Performs other related work as required.
REQUIREMENTS
Knowledge of:
RCW 41.56 and the rules and regulations of the Public Relations Commission.Labor contract negotiation practices and strategies, including practices and strategies necessary in challenging negotiation situations.Labor relations principles and practices; Washington State labor and employment law, including case law, and relevant arbitration awards.Federal, state, and local legislation pertaining to labor relations and personnel matters.Principles, practices and techniques of public sector labor relations, collective bargaining, dispute resolution and strategic planning.Human resources management principles, concepts, regulations, and practices.Ability to:
Foster and maintain effective professional relationships with City officials and staff, colleagues, employees, and bargaining unit representation while contributing to a positive work environment and promotes positive engagement with HR.Interpret, explain, and apply collective bargaining contract language administrative rules, processes, procedures, and federal, state, and local laws, rulings, and policies.Conduct fact-finding interviews and conduct internal investigations. Obtain relevant factual information, evaluate its significance, and recommend appropriate courses of action on identified issues.Analyze and understand complex problems; identify and implement solutions; prepare reports and recommendations.Exercise professional leadership in promoting good employee/management relations.Support and assist management personnel in developing effective labor relations skills and techniques.Present matters clearly and persuasively before public bodies, arbitrators, management and employee groups.Communicate effectively, both orally and in writing.Effectively coordinate, perform, and complete multiple duties and assignments in a timely manner; ensure deadlines are met.Demonstrate discretion, integrity, and fairness.Use a personal computer and software necessary to effectively perform the duties of the position.Manage multiple projects, meet deadlines and work well under pressure.Guide, manage, and resolve complex employee relations issues.Support ethical and effective organization practices, through advice in areas of HR compliance, employee relations, labor relations, and consistent enforcement of policies and procedures.Adapt to other duties as assigned and prioritize, organize and plan work as needed to meet objectives.Skill in:
Research, interpretation and application of municipal codes, ordinances, statutes, and other applicable rules and regulations.
EDUCATION
Requires baccalaureate degree from an accredited college or university.
EXPERIENCE
Five (5) years of experience representing either management or labor in negotiating and administering labor management agreements. Public sector experience highly preferred. The ideal candidate will have worked in an organization of comparable scope and size to the City of Spokane.
LICENSES AND CERTIFICATIONS
Current certification as Professional in Human Resources (PHR) or Society for Human Resources Management - Certified Professional (SHRM-CP) required. Senior level certifications such as SPHR or SHRM-SCP are preferred.Current certification as a Certified Labor Relations Professional (CLRP) or, ability to obtain certification within one (1) year of employment.Possession of a valid driver’s license.
WORKING CONDITIONS
Work is conducted primarily in an office setting. It may involve frequent attendance at meetings to include some irregular hours and potentially out-of-town travel. Incumbents in this classification are expected to communicate verbally, in person and by telephone. A computer terminal is used and may require the use of repetitive arm-hand movements.BEHAVIORAL STANDARDS
As an exempt employee of the City of Spokane, the Deputy Director of Human Resources is subject to the City's Code of Ethics set forth in Chapter 1.04A of the Spokane Municipal Code. As such, it is the policy of the City of Spokane to uphold, promote, and demand the highest standards of ethics from all of its employees who shall maintain the utmost standards of responsibility, trustworthiness, integrity, truthfulness, honesty and fairness in carrying out their public duties, avoid any improprieties in their roles as a public servant including the appearance of impropriety, and never use their City position, authority or resources for personal gain.EEO STATEMENT
We are an equal opportunity employer and value diversity within our organization. We do not discriminate on the basis of race, religion, color, national origin, gender identity, sexual orientation, age, marital status, genetic information, veteran/military status, or disability status.#J-18808-Ljbffr