HUMAN Resources Manager Labor Relations

Overview

HUMAN RESOURCES MANAGER (Employee & Labor Relations)

Salary: $15,686 – $19,435 per month (37.5-hr work week)

Oakland, CA

Your Port. Your Community. Your Career.

When you join the Port of Oakland, you become part of a proud local legacy, an organization that touches virtually every resident with its services and programs. The Port of Oakland oversees the Oakland seaport, Oakland International Airport and 20 miles of waterfront. The Oakland seaport is in the top 10 busiest container ports in the U.S.;
Oakland International Airport is the second largest San Francisco Bay Area airport offering over 300 daily passenger and cargo flights; and the Port’s real estate includes commercial developments such as Jack London Square and hundreds of acres of public parks and conservation areas.

The Port’s Human Resources Department functions as a business partner to internal stakeholders including service and revenue Divisions, and maintains effective relationships with external stakeholders, including prospective candidates, program associates and employee organizations. The HR division provides services and expertise to internal stakeholders in the areas of employee/labor relations, workforce planning/talent acquisition, payroll, employee and retiree benefits management, equal opportunity, organizational effectiveness, workers’ compensation, safety and wellness.

Employees are at the center of the Port’s success, and the HR Division plays a key role in providing solutions that reward and retain the Port’s most critical asset.

This Human Resources Manager position directs and administers the human resources program for the Port of Oakland, with a concentration in employee and labor relations. The incumbent will manage activities related to negotiation of collective bargaining agreements, resolving disputes, advising management on performance management strategies, workplace investigations, and implementing programs and policies in accordance with the mission, goals and objectives as articulated by the Director of Human Resources.

In addition to assisting with overall policy development for program planning, administration and operations of the Human Resources Department, the Human Resources Manager is also responsible for ensuring compliance with federal, state and local laws and ordinances pertaining to public sector labor relations and for enhancing the Port’s staff assets.

The Human Resources Manager will have the following key responsibilities:

• Directs the formulation and communication of the Port’s human resources programs and the policies and procedures around labor negotiation to affect them.
• Ensures that division directors and department managers are provided with expert guidance and technical assistance in administering general HR programs in areas of labor contract application, grievance resolution, training and general human resource management.
• Consults with division directors and department managers on matters of interpretation of policy, procedures, collective bargaining agreements, charter provisions, ordinances, and Port Personnel Rules and Procedures.
• Oversees workplace investigations into complaints of employee misconduct and prepares investigation reports and recommendations for corrective action as appropriate.
• Ensures that the Port is in compliance with all laws and ordinances pertaining to labor relations; administers collective bargaining agreements; resolves grievances.
• Supports the performance of long-range staff planning processes; determines the allocation of resources necessary to fulfill department goals and objectives.
• Supports the establishment and maintenance of a compensation program at the Port; oversees an orderly arrangement of titles and descriptions of classified and unclassified positions.
• Recommends annual and long-term plans, programs, and budgets to the Director of Human Resources; exercises control over the planning, formulation, and maintenance of expenditure control for the department budget.
• Controls the performance of the department by reviewing actual versus planned performance.
• Oversees the development of recognition, development, incentive, and training programs…