County of Alameda

DESCRIPTION

Under direction to plan, organize, coordinate and direct the day-to-day operations of the labor relations program of the Human Resource Services Department including the supervision of subordinate professional and clerical staff; and provide labor relations support for the most complex, sensitive, and difficult labor contract negotiations.

DISTINGUISHING CHARACTERISTICS

This is a single position classification which is distinguished from the next higher classification of Deputy Director, Human Resource Services by having responsibility for managing the day to day operations of the County’s Employee Relations Unit. This class is distinguished from the next lower level classification of Labor Relations Analyst II in that the latter is the full working level labor relations representative responsible for providing a full range of labor relations services to County departments/agencies including contract negotiations and administration.

EXAMPLES OF DUTIES

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all duties listed.

1. Supervises and administers the County’s labor relations programs; assists in the development and ensures implementation of labor relations program objectives, work plans and tasks; develops and recommends policy and procedures to ensure efficient operation of the Employee Relations Unit.
2. Serves as member of Executive/Leadership team; plays an active lead role in the departmental strategic planning processes.
3. Recommends selection/retention and discipline of subordinate staff to Deputy Director and/or Director; provides training, coaching, orientation, development and mentoring; conducts performance evaluation of staff.
4. May act as the County management representative in contacts with union representatives and/or departments on complex and/or sensitive meet/confer processes, grievances, disciplinary actions, labor relations activities; conducts negotiations; may serve as chief spokesperson; participates in resolution of complex grievances, disciplinary issues, contract negotiations or disputes.
5. Provides technical resources to subordinate staff; supervises the development of detailed, technical staff work in support of negotiations, grievance and dispute resolution and disciplinary actions.
6. Assists with departmental budget control, planning and assists in preparation of budget documentation.
7. May function as` Human Resource Services staff advocate in complex hearings or arbitrations.
8. As assigned, may act for the Director in the review of grievances.
9. Recommends improvement in delivery of labor relation’s services.
10. Develops and implements tools to proactively track unit objectives, tasks, negotiations, grievances, etc.
11. Studies statutory requirements and recommendations; analyzes pending legislation for effect on operations and County cost impact; keeps abreast of labor laws, court decisions and trends.
12. May designate an analyst with lead responsibility for the most complex, sensitive, and difficult labor contract negotiations and administration.
13. May attend and participate at meetings of the Board of Supervisors, Department/Agency Heads, and committees, outside groups and labor organizations regarding labor relations activities.
14. Performs other related work as required.

MINIMUM QUALIFICATIONS

Either I
Experience:

The equivalent of three years of recent full-time experience as a Labor Relations Analyst II or Senior Departmental Personnel Officer or in an equivalent or higher level related class in the Alameda County classified service. (Non-classified includes District Attorney’s Office, Hospital Authority, and the Consolidated Courts.)

OR II
Education:

Possession of a Bachelor’s degree from an accredited college or university in a related field.

AND
Experience:

The equivalent of three years of increasingly responsible experience in labor relations activities including, at the table negotiations. Two additional years of this kind of experience may substitute for the Bachelor’s degree.

NOTE: The Civil Service commission may modify the above Minimum qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS

NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:

• Laws relating to collective bargaining with an emphasis on the public sector including federal and state labor legislation applicable to local government.
• Techniques of dispute resolutions.
• Standard principles of collective bargaining including representation rights, management rights and scope of bargaining.
• Grievance handling and administration.
• Standard negotiating practices, including preparation of negotiation strategy, tactics and impasse procedures.
• Current labor relations practice trends in the public sector.
• Principles of supervision, human resource administration and management.
• Principles of organization and management, administrative and management analysis, fringe benefit cost analysis, labor statistical analysis.
• Investigative and interview techniques.
• Modern office methods and procedures including office automation.

Ability to:

• Plan, organize and prioritize work to meet deadlines and multiple demands.
• Analyze and problem solve from both the detailed and strategic perspectives.
• Provide effective, efficient and innovative leadership.
• Compile, analyze and evaluate statistical data.
• Analyze and calculate cost impact of proposals.
• Make decisions.
• Delegate duties while retaining accountability.
• Direct, evaluate, train, develop and mentor staff.
• Reason logically and creatively.
• Resolve complex disputes.
• Negotiate complex labor contracts demonstrating proficiency and command of all aspects of the process.
• Communicate effectively orally and in writing.

CLASS SPEC HISTORY

RSS:wl 3/22/00
JOB SPECS\PRINCIPAL ER ANALYST.DOC
BG:cmo/NEW SPECS 0281. doc
03/23/00
csc date: 4/12/00
SA:po Revised 5/24/06
CSC Date: 6/7/2006
LN:po Revised/Retitled 7/6/05
{old title: Principal Employee Relations Analyst}
SC Date: 7/19/2006

BENEFITS

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

• Medical – HMO & PPO Plans
• Dental – HMO & PPO Plans
• Vision or Vision Reimbursement
• Share the Savings
• Basic Life Insurance 
• Supplemental Life Insurance (with optional dependent coverage for eligible employees)
• Accidental Death and Dismemberment Insurance 
• County Allowance Credit
• Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
• Short-Term Disability Insurance
• Long-Term Disability Insurance
• Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
• Employee Assistance Program

For your Financial Future

• Retirement Plan - (Defined Benefit Pension Plan)
• Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

• 12 paid holidays
• Floating Holidays
• Vacation and sick leave accrual
• Vacation purchase program
• Management Paid Leave**
• Catastrophic Sick Leave
• Group Auto/Home Insurance
• Pet Insurance
• Commuter Benefits Program
• Guaranteed Ride Home
• Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
• Employee Discount Program (e.g. theme parks, cell phone, etc.)
• Child Care Resources
• 1^st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.