Employee Relations Manager
ESSENTIAL FUNCTIONS: (Essential functions, as defined under the Americans with Disabilities Act, may include the following tasks, knowledge skills, and other characteristics. This list is ILLUSTRATIVE ONLY, and is not a comprehensive listing of all functions and tasks performed by incumbents of this class.)DUTIES AND RESPONSIBILITIES:(Which are not in any hierarchical order)
- Plans, strategizes, negotiates and implements collective bargaining agreements and related issues.
- Develops, implements policies and procedures and provides consultation/direction regarding employee discipline and discharge; grievance avoidance/response; pre-arbitration options, arbitration preparation assistance, direct responder in pre-arbitration settlements.
- Develops and implements policies and procedures related to providing direction in Human Resource investigations of sexual harassment or discrimination complaints.
- Coaches individuals and creates teams for work effectiveness; plans, strategizes and formulates training and coaches teams in reaching mutual objectives.
- Provides leadership, problem solving, and cultivation of true collaborate relationships among unions, non-represented, and management.
- Develops supervisory training.
- Responsible for overseeing Employee Assistance Program.
- Supervises division staff.
- Oversees and assists in all internal and external complains, discipline matters, EEOC complaints, grievances and inquiries.
- Mentors and coaches new supervisory personnel as needed.
- Knowledge of City, federal and state employment and labor laws, rules and regulations.
- Knowledge of collective bargaining and union contractual agreements.
- Knowledge of alternative work design and team based systems.
- Knowledge of health insurance and pension options, construction and implementation of contractual agreements.
- Knowledge of City organizational development, practices and procedures.
- Knowledge of computer based Human Resource Information Systems
- Knowledge of negotiation, mediation, conflict resolution, and consensus building methods and practices.
- Skill in developing team building and collaborative processes.
- Skill in counseling and coaching employees needing assistance with job effectiveness, “first strike” rehabilitation and/or last chance agreements.
- Skill in utilizing verbal and written communication in developing and presenting training, training materials, contracts, and agreements.
- Skill in developing consensus and collective bargaining agreements.
- Skill in researching, analyzing and interpreting informational and statistical data.
- Ability to establish and maintain effective working relationships with those contacted in the course of work.
MINIMUM QUALIFICATIONS: Bachelor’s degree from an accredited college or university with a major in Industrial Relations, Human Resources Management, Business Administration, Psychology, or related field, and five (5) years of progressively responsible HR related experience, to include experience in contract negotiating with collective bargaining units, grievance administration and dispute resolution, project management and one (1) supervisory experience, or any equivalent combination of training and experience. A valid Florida driver’s license is required. Master’s degree in a related field and NPELRA, FPELRA, PHR or SPHR certification is preferred.
Last revision: December 2006