Associate Director of Labor and Employee Relations

City of New York•New York City, NY

About The Position

The Office of People & Engagement delivers human resources solutions to the agency as the liaison to external city government oversight for succession planning, payroll management, compliance, labor relations, and policy implementation. The Associate Director of Labor and Employee Relations will report to the Deputy Chief People Officer for Compliance, Payroll & Labor Relations, and will be part of a dynamic, service-oriented team responsible for developing and executing human capital strategies and initiatives to support the agency. This role will play a key role in managing internal labor relations investigations, union grievances, collective bargaining agreements, engagement with Union Partners, and will serve as the Agency’s Health & Safety Coordinator.

Requirements

Strong knowledge of collective bargaining contract negotiations, understanding of labor relations processes, including disciplinary steps, and City labor relations processes.
In-depth knowledge of arbitration process, trial and/or hearing procedures, mediation, and conflict resolution skills with the ability to influence and reach satisfactory resolutions of Labor Relations problems.
In-depth knowledge of New York State civil service laws and regulations (sections 75 and 76), employee relations practices, including conflict resolution, performance management, and workplace investigations.
Excellent negotiation skills with the ability to reason and compromise, and the capability of exercising sound, reasonable judgment, analytical, and strategic problem-solving skills.
Strong communicator and collaborator who can adapt to a variety of work styles.
Superior interpersonal skills, including patience and the ability to work well with staff at all levels and functions, demonstrating conflict resolution skills in employee relations contexts.
Exceptional time management skills with a proven ability to meet deadlines.
Exceptional interpersonal skills, demonstrating patience and the ability to work effectively with all staff levels.
Excellent interpersonal skills with patience and the ability to collaborate effectively with staff across all levels and functions, including a proven aptitude for conflict resolution.
Strong communicator and collaborator who can adapt to a variety of work styles.
Exceptional problem-solving, customer service, and communication/presentation skills (both verbal and written).
Excellent analytical skills, good reasoning abilities, and execution of sound judgment, particularly in employee relations situations.
Experience in team building and fostering intra- and inter-agency relationships.
Strong work ethic and meticulous attention to detail.
Experience presenting to Senior Leadership and external partners.
Advanced proficiency in Microsoft Office Suite and other relevant software.
Demonstrated ability to make unbiased, fact-based decisions.
Demonstrated ability to meet deliverables in a complex and matrixed environment.
Ability to apply strategic thinking to resolve complex employee and labor relations challenges.
Ability to supervise, lead, and coach a team or individually execute complex projects related to employee and labor relations.
Ability to balance cross-functional business processes and ability to work effectively in a matrixed environment.
Ability to maintain a high level of confidentiality.
Demonstrated ability to lead multi-disciplinary projects from start to finish, working with stakeholders to plan requirements, manage project schedules, identify risks, and communicate clearly with cross-functional partners.
Ability to effectively interface with all levels of the organization to conduct one-on-one meetings and meetings with wider audiences.
Demonstrated management and leadership experience with different stakeholders and broad constituencies.
Capability to supervise and lead teams or execute complex projects individually.
Ability to maintain confidentiality and trust.
Proven experience leading multi-disciplinary projects from inception to completion.
Competency in engaging with all organizational levels for effective communication.
Capability to effectively interface with all levels of the organization to conduct one-on-one meetings and broader discussions about employee relations issues.
Other characteristics are traits that do not fit into the other categories, including values, work style, and personality, like accountability and being able to adapt to change and easily consider new approaches.
A baccalaureate degree from an accredited college, and four years of satisfactory full-time experience in the field of investigations, auditing, law enforcement, criminal justice, or in a major operational area of the agency in which the appointment is to be made, 18 months of which must have been in an administrative, managerial or executive capacity or supervising a staff performing investigations or related work; or Education and/or experience equivalent to "1" above. However, all candidates must have the 18 months of experience in an administrative, managerial, executive or supervisory capacity as described in "1" above.

Responsibilities

Serves as liaison to the NYC Office of Labor Relations and employee unions concerning contractual issues that may arise with CFB employees.
Serve as the CFB’s grievance representative and administer the contractual grievance process.
Serve as Hearing Officer for grievances and disciplinary appeals.
Represent the agency at hearings before the Office of Labor Relations and arbitration sessions at the Office of Collective Bargaining.
Coordinate the provision of management-side witnesses and any documentation required to support management’s position in these proceedings.
Negotiate settlements in connection with grievance disputes and collective bargaining activities.
Liaise with CFB’s internal Legal division and general counsel regarding employee matters and legislative activity.
Interpret Collective Bargaining Agreements (CBAs), City Office of Labor Relations (OLR), and Department of Citywide Administrative Services (DCAS) directives and personnel orders.
Coordinate the disciplinary process, which may include but is not limited to providing guidance to leadership and employees on matters involving performance, behavior, conflict prevention and dispute resolution, and progressive discipline.
Assist managers with employee write-ups, Performance Improvement (PIP) and Action Plans (AP), involuntary termination requests, and involuntary termination sessions, ensuring all the appropriate supporting documentation is collected and compiled.
Prepare and draft charges and specifications for disciplinary actions, attend disciplinary hearings on behalf of the agency, such as but not limited to informal conferences, disciplinary meetings, and grievance meetings, and provide management with updates.
Managing the review of allegations and complaints of employee misconduct, leading investigations to determine if the allegations have been substantiated, providing confidential reports on investigations with recommendations to appropriate agency leadership for review on disciplinary actions for any substantiated misconduct.
Conduct research and gather information in preparation for internal labor-management meetings; schedule joint labor-management meetings and provide follow-up on meeting outcomes to People & Engagement Leadership.
Ensure Union walkthroughs and meetings are performed at the worksite as needed.
Serve as the agency’s Health & Safety Coordinator, assist with the implementation of the agency’s Workplace Violence (WPV), Occupational Health & Safety, and Workers’ Compensation policies and trainings; track and respond to work-related injuries and illnesses by sending supervisors/employees the appropriate paperwork when an incident occurs.
Liaise with the agency’s Alternative Dispute Resolution (ADR) Coordinator; provide guidance and direction to CFB staff concerning the handling of labor and employee relations issues, and dispute resolution.
Ensure adherence to agency policies and procedures by providing guidance, direction, and information to staff to eliminate/reduce conflict.
Analyze labor relations, performance evaluation, attrition, workers' compensation, and other applicable data to make informed decisions; provide monthly data updates to the Deputy Chief People Officer for Compliance, Labor Relations & Payroll.
Attend monthly Policy Committee meetings to ensure alignment with labor relations policies.
Present at Day 1 and Day 2 of New Hire Orientation; disseminate employee rosters to respective unions, monthly or upon request.
Provide ongoing recommendations and assistance to management and leadership on progressive disciplinary policy and regulation compliance.
Act as a champion for CFB’s culture and values, ensuring diversity, equity, inclusion, and belonging are embedded into all relevant aspects of our work.
Additional duties as instructed, within the scope of work.