Works under limited direction to deliver a high-level of competency in the Office of Employee Relations. Assesses and performs analysis on data, investigates alleged claims of employee misconduct, and allegations of discrimination. Supports activities related to contract negotiations, agreements and policy interpretations, contract administration, and employee training. Requires understanding of, both, theory and practice.

1. Provides effective case management of people related issues such as: complex Office of Employee Relations issues, disciplinary actions, legal issues (harassment, discrimination, accommodations, etc.), policy interpretation/application and investigations. Ensures action is being taken to address these issues and provides insight and feedback to managers and other stakeholders as appropriate.
2. Investigates and evaluates cases of employee dissatisfaction or misconduct. Interview employees and other relevant stakeholders in order to effectively and impartially assess the situation or perceived problem. Visit affected departments, contacts supervisors, reviews relevant policies and objectively documents all facts and opinions relevant to the case. Report findings and prepares briefs, summaries and overviews for complex cases. Consults with broader HR department and applicable leadership on appropriate responses and solutions.
3. Collaborates and consults with various individuals and departments, establish and maintain effective working relationships with all levels of management, employees and Subject Matter Experts such as Legal, Internal Auditing, and HR Business Partners as needed to coordinate investigation-related activities and determine outcome recommendations.
4. Maintains strict confidentiality of information to include, but not limited to, conversations, documents, complaints and investigations. Exercise sound judgment in handling or working with confidential data and situations. Collect sensitive and confidential information and documentation from appropriate sources, including through claimant, witness and targeted employee interviews; prepare and submit reports related to investigations; and propose remedial action based on investigation findings.
5. Works closely with HR Staffing Advisors to ensure constant collaboration and communication to provide counsel and facilitate prompt and effective resolution of workplace conflict which addresses issues for employees, managers, and leaders in a manner consistent with policies, practices and legal considerations.
6. Assists in developing and implementing policies and procedures for the administration of labor agreements within the District. Provides interpretation and orientation of contractual agreements and their administration for supervisory and management staff.
7. Determines if any union agreements, policies, procedures, laws or regulations have been violated; reports findings to appropriate personnel and officers; gives advice on the legal ramifications of specific decisions.
8. Acts as the superintendent’s designee while administering disciplinary hearings and recommending appropriate actions based on facts of the case and the egregiousness of infraction. Provides written dispositions of disciplinary hearings and grievance responses.
9. Responds or assists supervisors/administrators in the response to grievances, employee complaints, appeals and unemployment claims. Reviews and submits unemployment insurance payments to the state.
10. Works with other analysts and management to complete assigned project work.
11. Ensures that the Office of Employee Relations goals and activities are aligned with and support the broader goals and objectives of the organization; and that the execution of responsibilities are in accordance to lawful and ethical standards.
12. Directs and assists in the preparation and maintenance of a variety of narrative and statistical reports, records, correspondence, and files related to assigned service, activities, and operations. Identify opportunities for improving policies and procedures based on analytics and trends. Collaborate with stakeholders at all levels of management on formulating and implementing solutions.
13. Performs other related duties as assigned or directed.

Graduation from an accredited college or university with a Bachelor’s degree in Human Resource Management, Business Administration, Law, or a related area with an emphasis on Labor Relations; Plus an additional four (4) years of work-related experience; OR, an equivalent combination of related education/experience totaling eight (8) years. (Juris Doctorate preferred). (PROOF OF EDUCATION, TRAINING, AND/OR EXPERIENCE IS REQUIRED).

Degree Equivalency Formula:
Bachelor’s Degree= 4 years plus required years of experience.
Master’s Degree= 2 years plus required years of experience. Where Master’s degrees are required, years for Bachelor’s Degrees must be included.