Labor Relations Compliance Officer - Human Resources Department

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

LABOR RELATIONS COMPLIANCE OFFICER

FT/REGULAR

EXEMPT - LEVEL 13

SALARY: $33.15

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 promote a culture of accountability.

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

SUPERVISION EXERCISED
:
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.
• Assist in the grievance process, including fact-finding, documentation, and preparation of employer responses.
• Prepare 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.
• Establish 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.
• Prepare training materials and facilitate training seminars for managers and supervisors on compliance related functions.
• Participates in creating and/or presenting training for employees and management.

• Prepare statistical reports for management and elected officials and makes recommendations for action.
• Advises employees, program managers, and directors on employee relations issues.
• Conducts and/or analyzes exit interviews.
• Maintains data and recordkeeping of labor relations activities.
• Performs culture audits and/or needs analysis vital to successful recruitment and succession planning.

Performs other related duties as assigned by the HR Director.

KNOWLEDGE, SKILLS AND ABILITIES: Knowledge of federal, state, and local anti-discrimination (e.g. harassment, retaliation, disability, workplace violence) employment…