Human Resources Specialist III - Employee Relations; SR

IMPORTANT: HIRING RATES WILL BE BASED ON AVAILABILITY OF FUNDS, THE APPLICANT'S QUALIFICATIONS, AND OTHER RELEVANT FACTORS.

Appointment may be made at any rate within the salary range from SR-22D ($5,527) to SR-22H ($6,468) per month.

This position is assigned to the Employee Relations section and performs a full range of duties related to employee and labor relations. Responsibilities include, but are not limited to, works closely with the Department of the Corporation Counsel toward conflict resolution; provides guidance and recommendations to departments on disciplinary actions; assists in labor contract negotiations and the interpretation and application of labor contract provisions;

and drafts settlement agreements, last chance agreements, supplemental agreements, Memoranda of Agreement (MOAs), Memoranda of Understanding (MOUs), and Letters of Understanding (LOUs). Performs the full range and variety of assignments pertinent to one or more of the major functional areas of human resources management; and performs other related duties as required.

This class differs from the Human Resources Specialist II in that the Human Resources Specialist III independently performs the full range and variety of assignments pertinent to one or more of the functional areas of the County's human resources program within the central human resources agency; whereas the Human Resources Specialist II independently performs assignments of moderate difficulty in one or more of the functional areas of human resources management.

This class differs from the Human Resources Specialist IV in that the Human Resources Specialist III independently performs the full range and variety of assignments pertinent to one or more of the functional areas of the County's human resources program within the central human resources agency; whereas the Human Resources Specialist IV performs as a staff specialist in the central human resources agency, regularly carrying out the most difficult and complex assignments in one or more of the functional areas of human resources management.

The following are examples of duties and are not necessarily descriptive of any one position in this class. The omission of specific duties statements does not preclude management from assigning such duties if such duties are a logical assignment for the position.

• Reviews, analyzes, and allocates positions in a variety of occupational fields, including those of a difficult and novel nature and at administrative, professional, and technical levels;
• Studies organization charts, position descriptions, class specifications, and other materials and makes field and desk audits to ascertain the nature, scope, and level of work performed;
• Develops new job classifications as required, and formulates appropriate minimum qualifications;
• Prices new classes after studying salary relationships within the County's compensation plans as well as with other jurisdictions' compensation plans;
• Prepares written reports of findings and recommendations;
• Participates as a data collector of wage and salary surveys;
• Prepares correspondence relating to actions taken or contemplated on positions under review;
• Plans examinations for a variety of occupations, including those in administrative, professional, and technical fields;
• Reviews class specifications, position descriptions, and other source documents, interviews operating officials and subject matter specialists, and conducts job analyses in order to determine the essential knowledge, skills, and abilities required of the job and the nature, scope, and methodology of the examination to be used;
• Develops and administers written and performance tests, as well as training and experience evaluations;
• Conducts and evaluates reliability and validity studies and other statistical analyses of test materials and results;
• Screens applications for various types of examinations;
• Recommends equivalents for training and experience substitutions;
• Contacts applicants for clarification of information submitted;
• Explains basis for rejection and provides employment counseling to applicants;
• Gives talks before various community groups and provides information on employment opportunities;
• Participates as a member of the County's labor management relations team in negotiating contracts for assigned bargaining units and in administering negotiated contracts;
• Reviews union proposals and evaluates impact on operations, costs, and employee morale, etc.;
• Conducts…