Labor And Employee Relations Consultant
Req No.: 2014-0349
Location: UCI Campus - Irvine
Under general direction of the Labor Relations Manager, the Labor and Employee Relations Consultant provides high quality human resources consulting services to a varied group of campus schools and departments regarding the interpretation, application and administration of collective bargaining agreements and personnel policies. The Consultant advises all levels of management in the areas of: strategic human resource planning, organizational design, contract & policy interpretation, workplace legal requirements, employee & labor relations, staff development, employment and compensation practices. The Consultant also represents management at meetings and administrative hearings concerning labor/management issues, advises management on discipline and dismissal, prepares responses concerning grievances and administrative reviews, and responds on behalf of management to a variety of union requests and issues.
Salary: Commensurate with experience
Work Schedule: 8-5, M-F
Final candidate subject to background check.
As a federal contractor, UC Irvine is required to use E-Verify to confirm the work status of individuals assigned to perform substantial work under certain federal contracts/subcontracts.
Please attach your resume.
View Job Description for the position requirements.
Job Essential Function 1
Percent of Time: 40%
Advises all levels of management on strategies to best accomplish goals and objectives relative to their organizational needs and within the scope of policy and practice. Develops innovative solutions to unique and sensitive problems associated with human resources management. Advises executive management, faculty, staff, managers, supervisors and employees on the Personnel Policies for Staff Members and collective bargaining agreements as to the intent, application, practices, and most recent legal decisions. Interprets human resources and administrative policy and contract language.
Works with managers and supervisors to advise them regarding possible employment/classification/compensation issues related to organizational changes and assists with the preparation of supporting documentation to reflect these changes. Plans and conducts organizational assessments; makes final recommendations for change related to more effective use of existing resources, redesign of current organization, and job redesign. Reviews and advises management on layoff and reorganization proposals. Reviews system wide proposals for new programs and/or policies and provides feedback based upon assessment of campus needs.
Job Essential Function 2
Percent of Time: 40%
Provides contract interpretation, advice, and support for all levels of campus management to resolve employee relations issues. Guides managers and supervisors in developing and writing documentation on counseling and disciplinary memos, performance appraisals, and work rules. Coaches managers and supervisors in appropriate processes and techniques for guiding and disciplining employees to achieve acceptable levels of performance and conduct. Advises campus management on legal and corrective action issues. Develops innovative solutions to unique and sensitive problems associated with human resources management.
Administers the grievance/arbitration process; acts as management advocate in arbitration and other hearings. Serves as Step 2 hearing officer. Develops, negotiates, and finalizes written settlement agreements in conformance with established University policies.
Determines and maintains appropriate union-management relationship. Appropriately provides effective conflict resolution to management/staff/union relationships as needed. Responds to union requests for information with the appropriate release of data. Provides notice to exclusive/non-exclusive unions as required by HEERA.
Provides campus management with interpretations of HEERA regarding rights of union representatives to access university facilities and to represent employees. Advises management and faculty on the intent, application, practice, and most recent legal decisions related to SMG, MSP, PSS, and all contracts.
May represent the campus in system wide collective bargaining and participate as a member of the management team in local bargaining.
Reviews system wide proposals for new programs/policies and prepares comments based upon assessment of campus needs.
Job Essential Function 3
Percent of Time: 10%
TRAINING & DEVELOPMENT
Participates in assessment of training needs and designs and presents workshops on a variety of Human Resources related issues for departments and general campus management.
Job Essential Function 4
Percent of Time: 10%
Researches and performs special projects. Conducts accurate, effective, and legally defensible investigations into labor/management or employee issues.
SKILLS, KNOWLEDGE AND ABILITIES:
Knowledge of the Higher Education Employer-Employee Relations Act (HEERA) and other public sector labor laws.
Knowledge of Public Employment Relations Board administrative procedures for unfair labor practice charges, unit modifications, and unit requests for recognition.
General knowledge of labor and employment laws, National Labor Relations Act, Labor Code, Fair Labor Standards Act, Americans with Disabilities Act, etc.
Knowledge of the Information Practices Act, Public Records Act, and HEERA requirements for information release.
Ability to write clear, concise, analytical, legally correct, accurate and persuasive briefs, appeals, motions, settlement agreements, and management positions.
Ability to act as a management advocate in grievances, arbitrations, unfair labor practice charges, and meet and discuss/consult sessions; including preparing witnesses, examination and cross-examination, and in oral openings, closings, and motions.
Ability to function in a stressful environment to resolve conflict/confrontation situations among emotionally distressed and frequently uncooperative parties.
Ability to analyze labor relations information, data, problems, practices, or procedures to define problems and objectives, consider alternative solutions and consequences, and propose solutions.
Ability to prioritize work assignments to reflect changes in labor relations environment.
Ability to communicate effectively with all levels of management, and with employees; with arbitrators and administrative law judges, including the ability to present oral presentations to groups.
Ability to work independently with general direction and minimal supervision.
Ability to build effective relationships across work groups by treating fellow employees with courtesy, respect and inclusiveness; maintain a positive attitude and takes responsibility for assignments.
General knowledge of University of California personnel policies and existing union contracts.
Below are general guidelines on the position's physical, mental, and environmental working conditions.
In accordance with applicable state and federal law, UCI provides reasonable accommodations for applicants with disabilities upon request. For more information, please contact Human Resources at (949) 824-5210.
Crawl: Not Applicable
Climb: Not Applicable
Handle Objects: Frequently
Reach Above Shoulder Level: Frequently
Use Fine Finger Movements: Constantly
Carry/Lift Loads up to 25 Pounds: Occasionally
Carry/Lift loads between 25-50 lbs: Not Applicable
Carry/Lift Loads over 50 Pounds: Not Applicable
Perform Calculations: Constantly
Communicate Orally: Constantly
Reason and Analyze: Constantly
Chemical/Biological Agent: Not Applicable
Construction Activities: Not Applicable
Contact with Water/Liquids: Not Applicable
Drive Motorized Equipment: Not Applicable
Confined Spaces: Not Applicable
Elevated Work Location: Not Applicable
Radioactive Materials: Not Applicable
Temperature Variations: Not Applicable
Gas System: Not Applicable