Employee Relations Specialist
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)
- Responsible for preparing correspondence, spreadsheets, and a variety of standard and specialized reports of varying complexity, researching and analyzing information, and conducting and completing surveys.
- Maintains the HR/ER Divisions file system regarding discipline, grievances, settlement and release agreements, MOU/MOA’s and arbitrations.
- Monitors disciplinary actions to ensure consistency.
- Maintains effective working relationships with other departments, internal and external agencies.
- Provides assistance in labor negotiations and assists in analyzing the impact of negotiation proposals and contractual agreements on the city.
- Assists in the review, and analysis regarding changes to proposed new classifications that fall within bargaining units.
- Assists the HR/ER Management Team in preparing material and conducting training of supervisory personnel in matters pertaining to disciplinary actions, grievance procedures and labor contract agreements.
- May function in a wide variety of situations requiring application of skills in employee counseling, fact finding and facilitation between employee/manager relationships.
- Assists management in labor contract negotiations.
- Represents the organization in legal hearings on labor issues and with labor governing bodies.
- Makes recommendations for changes to existing policies to ensure compliance with new or proposed regulations.
- Assists in the interpretation of civil service rules and regulations, union contracts, federal guidelines and regulations, and human resources policies and procedures.
- Investigates and responds to disciplinary matters, assigned EEOC complaints; investigates internal and external complaints/grievances/inquiries.
- Assists and participates in conducting pre-disciplinary meetings.
- Performs related work as required.
- Knowledge of federal and state employment, civil rights and labor laws, rules and regulations.
- Knowledge of City’s Human Resource policies, practices and procedures in area of assignment.
- Knowledge training methods, practices and procedures.
- Knowledge of computer hardware, software and peripherals related to area of assignment.
- Knowledge of recordkeeping/file maintenance methods, practices and procedures.
- Knowledge or research and investigative methods and practices.
- Knowledge of mediation, negotiation, and conflict resolution methods and practices.
- Skill in researching and analyzing statistical or informational data.
- Skill in effectively utilizing written communication in the development of investigative reports, management reports, training guidelines, and written descriptions.
- Skill in utilizing verbal communication in presentations and responses to inquiries and complaints.
- Skill in identifying, diffusing and mediating differences, and developing consensus.
- 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 Human Resources, Industrial Relations, Business/Public Administration, or related field and two (2) to four (4) years of progressively responsible human resources, employee/labor relations experience, or any equivalent combination of education, training and experience. A valid Florida driver’s license is required. Masters Degree, PHR/ SPHR, NPELRA or FPELRA Certification is strongly preferred.
Last revision: October 2001