$55.32-$67.92 Hourly / $4,425.60-$5,433.60 BiWeekly /
$9,588.80-$11,772.80 Monthly / $115,065.60-$141,273.60 Yearly
Under general direction, to administer and coordinate the labor relations activities of the County which includes planning, organizing, coordinating and directing the operations of the County-wide labor relations program of the Human Resource Services Department. Major responsibilities include supervision of subordinate professional and clerical staff; development and implementation of labor relations goals, policies and priorities; overseeing and conducting negotiations; interpretation of contract language, administrative code, salary ordinance provisions; and providing labor relations support to senior level management County-wide on the most complex, sensitive, difficult labor issues, and other related duties as required.
This is a single position classification located in the Human Resource Services Department reporting directly to the Director of Human Resource Services. Responsibilities include supervising the conduct of meet and confer and negotiations sessions and developing the County’s negotiating positions in conjunction with the County Administrator and Director of Human Resource Services for authorization by the County Board of Supervisors. Duties involve the exercise of critical judgment in analyzing complex labor relations issues and formulating recommendations with far-reaching consequences. The Labor Relations Manager is distinguished from lower level labor relations classifications in that it has overall responsibility for management of the County-wide labor relations function.
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. Plans, directs, organizes and coordinates the County’s Labor Relations program and activities; develops and recommends policy and procedures to ensure efficient operation of the Labor Relations function; supervises Labor Relations Unit staff; assists in the development and ensures implementation of labor relations program objectives, work plans and tasks; and serves as the County’s primary subject matter expert in the area of labor relations.
2. Attends and participates at meetings of the Board of Supervisors, Department/Agency Heads, committees, outside groups, and labor organizations regarding labor relations activities.
3. Monitors and evaluates the labor relations program and recommends revisions in policies, procedures and practices to the Director of Human Resources and the County Administrator.
4. Formulates management strategies for County labor negotiations; assures coordination with other Human Resources programs, such as retirement, employee benefits and the County’s objectives; and supervises and strategizes with contract consultants who assist with contract negotiations.
5. 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; assists County departments in implementing and administering labor relations activities; represents department heads on matters related to program areas and the interpretation and resolution of complex grievances, disciplinary issues, contract negotiations or disputes.
6. Provides technical resources to staff involved in labor relations; supervises the development of detailed, technical staff work in support of negotiations, grievance and dispute resolution and disciplinary actions.
7. Provides technical staff assistance to County officials and department representatives to assure reasonable uniformity in all aspects of labor relations policy, the interpretation and application of County Administrative Code, Salary Ordinance, all labor agreements and related County policies.
8. Plans and oversees labor relations training for designated department staff County-wide.
9. Serves as member of Executive/Leadership team; plays a lead role in the departmental strategic planning processes.
10. Assists with departmental budget control, planning and assists in preparation of budget documentation.
11. May function as Human Resource Services staff advocate in complex hearings or arbitrations.
12. Acts for the Director in the review of grievances and may act for the Director in all labor relation’s matters in his/her absence.
13. Develops and implements tools to track labor relations objectives, tasks, negotiations, grievances, and other activities and issues.
14. 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.
15. May designate an analyst with lead responsibility for the most complex, sensitive, and difficult labor contract negotiations and administration.
16. Performs other related work as required.
Experience: The equivalent of four 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.)
Education: Possession of a Bachelor’s degree from an accredited college or university in a related field.
Experience: The equivalent of two years of recent increasingly responsible professional experience in labor relations activities including, at the table negotiations. Four 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
KNOWLEDGE AND ABILITIES
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.
· 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, and labor statistical analysis.
· Investigative and interview techniques.
· Modern office methods and procedures including office automation.
· Plan, organize and prioritize work to meet deadlines and multiple demands.
· Analyze and problem-solve from both 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.
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 & Welfare Benefits
For your Financial Future
For your Work/Life Balance
*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.