Labor Relations Compliance Officer - Human Resources Department

Labor Relations Compliance Officer - Human Resources Department (Open Until Filled)

General Definition:
The primary responsibility of this position is to ensure organizational compliance with all applicable labor laws and Human Resources Policies and Procedures. This role oversees labor‑related investigations, monitors regulatory changes, advises management on labor practices, and supports positive labor‑management relations. This position helps safeguard the organization from legal exposure while promoting fair, consistent employment practices and a culture of accountability.

Work is performed under the direct supervision of the Human Resources Director.

None.

• Monitor and ensure compliance with federal, state, and local labor laws (e.g. FLSA, NLRA, OSHA, EEOC regulations).
• Conduct periodic compliance audits of workplace practices, timekeeping records, and HR procedures.
• Work proactively and impartially with management and/or employees to resolve labor/management and interpersonal conflicts, disputes, and other types of misunderstandings expeditiously and informally.
• Monitor and review all disciplinary actions notices and follow up with program managers or supervisors as necessary.
• Advise POZ management and/or employees on their roles, rights and responsibilities under the HR policies regarding anti‑harassment and anti‑discrimination.
• Provide guidance to supervisors and HR staff regarding the application of labor laws and workplace policies.
• Monitor federal, state and tribal employment regulations, research and assess effects of new laws, changes and updates to existing laws on existing policies.
• Recommend applicable changes in existing policies/procedures or new policies to HR Director and Policy Review Committee.

• Ensures appropriate investigations are conducted related to employee complaints, policy violations, and workplace disputes; seeks third‑party investigator based on case load.
• Documents complaints and, when appropriate, conducts formal and informal investigations into allegations of workplace bullying, workplace violence, workplace and sexual harassment, and grievances alleging discrimination and/or misinterpretation, misapplication or unequal enforcement of the Pueblo of Zuni (POZ) Human Resources Policies or Administrative Procedures.
• Prepares confidential and sensitive reports on the results of investigations and identifies violation of policies.
• Assists in the grievance process, including fact‑finding, documentation, and preparation of employer responses.
• Prepares written reports and recommendations based on investigation findings.
• Facilitates the POZ mediation process to reconcile conflicts between employees and/or management or presents individuals with available alternatives, when applicable.

• Provides administrative coordination with affected employees, supervisors and/or managers during the complaint/grievance process.
• Provides administrative documents to the supervisors and affected employees during the resolution of complaints at the lowest possible level.
• Meets with employees and managers separately to receive information and explain procedures in the personnel policies.
• Reports complaints and grievance issues and updates to the Human Resource Director.
• Establishes alternative dispute resolution/grievance processes in compliance with applicable laws and practices, where permitted.
• Maintains data and recordkeeping of labor relations activities.

• Participates in creating and/or presenting training for employees and management on workplace policies.
• Interprets Merit system rules, Human Resources Policies and Procedures.
• Provides coaching, guidance and feedback to employees and management in the areas of job performance, performance management, progressive discipline, and workplace culture for prevention of workplace disputes.
• Prepares training materials and facilitates training seminars for managers and supervisors on compliance related…