Human Resources Manager for Labor & Employee Relations

Human Resources Manager for Labor & Employee Relations
(Administrator II)
Compensation and Benefits

The anticipated salary hiring range is $95,000 - $126,000 per year and is commensurate with qualifications and experience. This is a CSU Management Personnel Plan (MPP) position.

The CSU system provides a comprehensive benefit package that includes medical, dental and vision plans, membership in the California Public Employees Retirement System (CalPERS), sick and vacation time, and 15 paid holidays a year. Eligible employees are also able to participate in the fee waiver education program. A summary of benefit information can be found here.

Under the general direction of the Associate Vice President for Human Resources, the Labor & Employee Relations Manager works independently and applies sound judgment in the development of solutions to complex labor and employee relations matters, cases, and programmatic items. To satisfactorily perform these duties, the incumbent is expected to possess advanced and comprehensive knowledge and understanding of employment laws, collective bargaining agreements (CBAs), legislation, policies and procedures, and workplace investigations.

The Labor & Employee Relations Manager is responsible for the administration of the employee relations and labor relations functions for the University. This position oversees labor contract administration, grievance/complaint processing, workplace investigations, and the development and implementation of programs to assist managers to deal effectively with employee and labor relations matters. This position provides guidance to all levels within the organization, utilizing specialized labor and employee relations experience to resolve questions, concerns, and grievances for a large complex organization in creative and effective ways.

The Labor & Employee Relations Manager collaborates with campus and systemwide stakeholders to develop and implement solutions to foster a fair, respectful, and inclusive work environment.

The Labor & Employee Relations Manager serves as a resource where both employees and managers may seek support and guidance regarding workplace concerns. This position requires a comprehensive understanding of strategies such as coaching and counseling techniques, facilitation/mediation, conflict resolution, performance management, corrective action, and other approaches to address employee relations concerns.

The Labor & Employee Relations Manager is a member of the HR leadership team and supports the department’s efforts in setting a professional, caring, and human-centered tone in all interactions with the campus community.

• Excellent communication and interpersonal skills (including being a good listener) to interact and communicate effectively with campus and external constituencies, both verbally and in writing.
• Advanced time management and organizational skills with the ability to manage multiple projects independently in a fast-paced organization with competing priorities and distractions.
• Strong critical thinking, analytical, research, creative problem-solving, and conflict resolution skills.
• Strong negotiating skills to settle issues and maintain harmony in teams.
• Ability to effectively resolve disputes and complaints through mediation and negotiation.
• Working knowledge of applicable state and federal employment laws and regulations.
• Advanced knowledge of collective bargaining contract administration.
• Ability to interpret and analyze collective bargaining agreements and solve complex problems arising within the context of those agreements.
• Demonstrated proficiency and ability to effectively use common computer and technology programs and related computer software packages (e.g., Google Suite, Zoom, Microsoft, etc.).
• General knowledge of the effective methods of organizational management and the principles and practices of human resources management.
• Ability to write investigative reports, business correspondence, procedure manuals, position statements, and grievance responses.
• Ability to effectively present information and respond to questions from groups of managers, labor unions, and the general public.
• Ability to define problems, collect data, establish facts and draw valid conclusions, and to interpret applicable law.
• Ability to establish and maintain effective working relationships and to lead and motivate staff.
• Ability to understand and analyze employment concerns, maintain objectivity and fairness, and treat…