$54.24-$66.59 Hourly / $4,339.20-$5,327.20 BiWeekly /
$9,401.60-$11,542.27 Monthly / $112,819.20-$138,507.20 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.
ABOUT THE COUNTY
Alameda County, located on the east side of San Francisco Bay, is California's seventh-largest county. The County employs 9,080 full-time employees and operates on an annual budget of $2.39 billion. Oakland, the County seat, is California's eighth largest city. One and a half million people call Alameda County home and live in a variety of incorporated cities, unincorporated communities and rural areas. As a major urban county, Alameda provides a full range of services to its citizens. The County is a blend of culturally and ethnically diverse communities, and its mixture of cosmopolitan and suburban areas provides the perfect environment for families and their active lifestyles. The County offers extensive cultural resources, countless recreational opportunities and an array of fine public and private colleges and universities.
MANAGEMENT EMPLOYEE BENEFITS
The County offers HMO and PPO medical plans. The County has two contributions structures, 1) County contributes 100% of the lowest cost HMO; or 2) County contributes 90% of the HMO plans and 90% of the lowest cost HMO towards the PPO. The County contribution can be prorated based on the number of work hours up to 50% of the standard hours in a pay period. Employees pay any additional premium costs if they chose an alternate HMO or PPO Plan. If an eligible employee waives all medical coverage through the County, a monthly stipend may be provided.
The County offers two Voluntary Vision Plans through Vision Service Plan (VSP) for eligible employees. The two plans consist of a low option and a high option that offer annual eye exams and coverage for various frames and lenses. The Voluntary Vision Plan is 100% employee paid and available to employees and their dependents. In addition, an annual eye exam is covered for participants in the HMO Medical Plans with corresponding co-pay.
ACCIDENTAL DEATH & DISMEMBERMENT (AD&D) INSURANCE
COUNTY ALLOWANCE DOLLARS
HEALTH FLEXIBLE SPENDING ACCOUNT
DEPENDENT CARE ASSISTANCE PROGRAM
For the 2011 Plan Year, an employee can set aside up to $230 a month in pre-tax dollars to pay for qualified work-related parking and commuting to and from work transit fees.
VACATION AND SICK LEAVE WITH PAY
VACATION PURCHASE PROGRAM
EMPLOYEE ASSISTANCE PROGRAM (EAP)
DISABILITY or INCOME REPLACEMENT
LONG TERM CARE
The County offers a Deferred Compensation program where an eligible employee can voluntarily contribute on a pre-tax and/or after-tax basis, a minimum of $20 per pay period up to the total annual contribution limit.
DISASTER SERVICE WORKER
DMV EMPLOYER PULL NOTICE PROGRAM
Alameda County is an Equal Opportunity/Affirmative Action employer. Women, ethnic and racial minorities and persons with disabilities are encouraged to apply. Applicants will be considered without regard to their race, color, religion, sex national origin, age, disability, sexual orientation, or any other non-job-related factor.
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