Senior Emplyee 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, researching and providing information, filling out surveys and questionnaires and maintaining effective working relationships with other departments, agencies and sources of required information.
- Performs and assists in performing specialized research of varying complexity and preparing special reports.
- Conducts and assists in conducting studies of the effects of negotiation proposals and contractual agreements as to their impact on the City.
- Reviews, analyzes and makes necessary changes to proposed new classifications that fall within bargaining units.
- Assists the HR/ER Management in preparing material for the training of supervisory personnel in matters pertaining to grievance procedures and labor contract agreements.
- Functions in a wide variety of situations requiring application of skills in employee counseling and related functions in obtaining information, directing employees and assisting employees with grievances.
- 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.
- Interprets 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.
- Conducts pre-disciplinary meetings and monitors disciplinary actions to ensure consistency.
- Assists management in the collective bargaining process.
- Implements human resources policies and programs, audits employee requisitions and other human resources forms to ensure compliance with existing human resources policies, procedures and labor agreements.
- 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 of supervisory and 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.
PERFORMANCE APTITUDES Data Utilization: Requires the ability to evaluate, audit, deduce, and/or assess data and/or information using established criteria. Includes exercise of discretion in determining actual or probable consequences, and in referencing such evaluation to identify and select alternatives.Human Interaction: Requires the ability to provide guidance, assistance, and/or interpretation to others on how to apply procedures and standards to specific situations.
Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions.Verbal Aptitude: Requires the ability to utilize a wide variety of reference, descriptive, and/or advisory data and information.
Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division; ability to calculate decimals and percentages; may include ability to perform mathematical operations with fractions; may include ability to compute discount, interest, profit and loss, ratio and proportion.Functional Reasoning: Requires ability to apply principles of rational systems. Ability to interpret instructions furnished in written, oral, diagrammatic, or schedule form. Ability to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives.
Situational Reasoning: Requires the ability to exercise the judgment, decisiveness and creativity required in situations involving evaluation of information against measurable or verifiable criteria.ADA COMPLIANCE Physical Ability: Work involves light work in a fast paced office setting. There is frequent need to stand, stoop, walk, sit, lift objects (up to 25 pounds), drive to other City departments and perform other similar actions during the course of the workday. The City of West Palm Beach promotes a drug/alcohol free work environment through the use of mandatory pre-employment drug testing.
Sensory Requirements: Some tasks require visual perception and discrimination.Environmental Factors: Tasks are regularly performed without exposure to adverse environmental conditions, such as dirt, dust, pollen, odors, wetness, humidity, rain, fumes, temperature and noise extremes, machinery, vibrations, electric currents, traffic hazards, animals/wildlife, toxic/poisonous agents, violence, disease, or pathogenic substances.
The City of West Palm Beach is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City of West Palm Beach will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
Last revision: October 2005