Employee and Labor Relations Manager

Minimum Qualifications

Three years’ experience in Human Resources, with one year being in a leadership position. Bachelor's degree in human resources management, or related field can substitute for experience. Applicants within six months of meeting the education/experience requirement may be considered for trainee status. Must become certified by Florida Public Employee Labor Relations Association (FPELRA) within 12 months of hire (or as soon as possible based on availability of classes).

 

Successful completion of a pre-employment drug screen and successful completion of all applicable background checks pre-hire and ongoing are required.

Position Summary

This is responsible professional work planning and administering employee relations programs in the Alachua County Human Resources Office.

An employee assigned to this classification assists in the policy development, direction, and coordination of personnel management programs encompassing employee and labor relations, including labor relations.

Work is performed under the direction of a higher level supervisor and is reviewed through conferences, reports and results obtained.Examples of Duties

ESSENTIAL JOB FUNCTIONS

This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work.

Exudes a positive customer service focus.

Advocates building organizational culture through aligning decisions with core values including: integrity, honesty, respect, diversity, innovation, accountability and communication.

Analyzes collective bargaining agreements and develops interpretations of intent, spirit, and terms of the contract to advise and counsel management in the development and application of labor relations policies and practices.

Leads Investigations into employee issues and assists departments with investigations as appropriate.

Meets with management representatives and union stewards and officials to investigate and resolve grievances.

Coordinates and participates in labor/management meetings; acts as facilitator to ensure orderly and productive meetings; works with labor and management representatives to implement recommendations from the committee.

Prepares statistical reports of types and frequency of actions taken concerning grievances, arbitration, mediation, and related labor relations activities, to identify problem areas.

Verifies adherence to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours and working conditions.

Assists County bargaining team in labor contract negotiations and serves as a resource to management negotiators by providing information on provisions of current contract and significance of proposed changes.

Furnishes reference documents and statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, and employee benefits programs for labor contract negotiations.

Studies legislation, arbitration decisions, and collective bargaining contracts to assess public sector trends.

Assists in the development of departmental operating policies and work rules as appropriate.

Acts as a "First Chair" in the absence of the lead negotiator or when needed as determined by the HR Director.

Arranges and schedules meetings between grieving employees and supervisory and managerial personnel to investigate and resolve complaints and grievances.

Assists supervisors in writing and reviewing disciplinary actions.

Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency.

NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position.

KNOWLEDGE, SKILLS AND ABILITIES

Considerable knowledge of public sector personnel administration including collective bargaining.

Knowledge of changing situations and pressures within County government to identify potential employee relations problems and opportunities.

Skill in maintaining stability of performance under pressure and/or opposition.

Skill in effectively expressing oral communications in individual and/or group situations.

Ability to develop alternative courses of action and make decisions which are based on logical assumptions, and which reflect factual information.

Ability to establish courses of action for self and/or others to accomplish a specific goal.

Ability to perceive the impact and implications of employee relations decisions throughout the County structure.

Ability to establish and maintain effective working relationships with other County departments and employees.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to sit and talk or hear. The employee frequently is required to use hands to finger, handle, or feel objects, tools, or controls and reach with hands and arms. The employee is occasionally required to stand and walk.

The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The noise level in the work environment is usually moderate.
 

An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future.BoCC-Contributed Benefits

• Medical/Health Insurance  
• Employee Life Insurance  
• Florida Retirement System  
• Employee Assistance Program

Optional Benefits

• Dental Insurance  
• Vision Insurance
• Supplemental & Dependent Life Insurance
• Deferred Retirement Program
• Flexible Spending Accounts
• Roth IRA
• Tuition Assistance Program
• Computer Purchase Program

NOTE: For detailed information regarding available benefits click here.

You may also view Frequently Asked Questions (FAQs) regarding benefits. 

• FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee.
• TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details.
• HOLIDAYS Holidays are as follows: 

1. New Years Day  
2. Martin Luther King Day  
3. Memorial Day  
4. Juneteenth
5. Independence Day  
6. Labor Day  
7. Veterans' Day  
8. Thanksgiving Day  
9. Friday following Thanksgiving  
10. Christmas Eve (IAFF*)  
11. Christmas Day  
12. Additional Christmas Holiday (All non-IAFF employees)  
13. 2 Floating Holidays  (All non- IAFF employees)

*IAFF – International Association of FirefightersPay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays.

Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2.

Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3 *Accruals slightly different for IAFF employee.

$63,419.20 Annually