Labor and Employee Relations Senior Advisor

Develops and implements strategic employee engagement initiatives for the district to include resolving unusually complex problems and providing solutions that are highly innovative. The incumbent delivers high quality work and continuous process improvement recommendations. The Office of Labor and Employee Relations (OLER) Senior Advisor serves as a senior resource for the employee relations department. Delivers at a high level of competency in Employee Relations. The incumbent assesses and performs analysis on data, investigates alleged claims of employee misconduct and allegations of discrimination. The incumbent is responsible for supporting activities related to contract negotiations, agreement and policy interpretations, contract administration, and employee training. Responsibilities require understanding of both theory and practice.

This position description is not intended to be an exhaustive list of all duties, knowledge or abilities associated with this classification, but is intended to accurately reflect the primary job elements.

1. Serves as a lead on large-scale projects and/or high-profile internal investigations.
2. Supervises the day-to-day operations of caseload assignments for the OLER advisors and generates statistical reports.
3. Provides effective case management of people related issues such as complex OLER 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.
4. Investigates and evaluates cases of employee dissatisfaction or misconduct. Interviews employees and other relevant stakeholders in order to effectively and impartially assess the situation or perceived problem. Visits affected departments, contacts supervisors, reviews relevant policies and objectively documents all facts and opinions relevant to the case. Reports findings and prepares briefs, summaries and overviews for complex cases. Consults with broader HR department and applicable leadership on appropriate responses and solutions.
5. Collaborates and consults with various individuals and departments, establishes and maintains effective working relationships with all levels of management, employees and Subject Matter Experts such as Legal, Internal Auditing, and HR Staffing Advisors as needed to coordinate investigation-related activities and determine outcome recommendations.
6. Maintains strict confidentiality of information to include, but not limited to, conversations, documents, complaints and investigations. Exercises sound judgment in handling or working with confidential data and situations. Collects sensitive and confidential information and documentation from appropriate sources, including through claimant, witness and targeted employee interviews; prepares and submits reports related to investigations; and proposes remedial action based on investigation findings.
7. 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.
8. 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.
9. 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.
10. 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.
11. Works with other analysts and management to complete assigned project work.
12. Ensures that the Office of Labor and Employee Relations goals and activities are aligned with and support the broader goals and objectives of the organization; and that the execution of responsibilities is in accordance with lawful and ethical standards.
13. 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.
14. Serves as a team leader in the absence of the OLER Director in addressing complex personnel issue.
15. Performs other related duties as assigned or directed.

Bachelor’s degree in Human Resource Management, Business Administration, Law, Industrial Psychology or a related area plus with an emphasis in Labor and Employee Relations plus an additional five (5 ) years related experience, or equivalent, for a total education/experience of nine (9) years. Master’s Degree or 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.