Human Resources - Labor & Employee Relations Manager

Seattle Public Schools•John Stanford Center for Educational Excellence, WA

About The Position

This position serves as an advisor and resource to supervisors in assigned areas of human resources management, including performance evaluations and processes, wage and hour laws, disability law, labor and employment law, sexual harassment, and District policies and procedures. The role leads, facilitates, or assists supervisors with investigations into employee misconduct and partners with Professional Development and Human Resources staff to develop relevant staff development programs. The position assists the Director of Labor Relations with negotiations and administers agreements for assigned employee groups. The manager administers performance evaluations, advises supervisors on employee performance and improvement plans, and supports probationary and non-renewal processes. The role advises management on labor agreements, grievances, complaints, and employment-related matters; negotiates collective bargaining and employee agreements; and represents the District in specified hearings, meetings, committees, and public forums. The position also supervises assigned staff and maintains reports and records for its area of responsibility.

Requirements

Seven years of experience in Human Resources, including three years in a supervisory capacity; a master's degree may substitute for two years of required work experience.
Bachelor's degree in Human Resources, Business or Public Administration, or a closely related field; additional work experience may substitute for the educational requirement on a year-to-year basis.
Equivalent combinations of education, experience, and training that provide the required knowledge, skills, and abilities will be considered.
Knowledge of labor law, employment law, collective bargaining strategies and processes, and labor relations issues in educational or education-related organizations.
Ability to work effectively with individuals and groups on sensitive or controversial issues and establish rapport with management and employee organizations.
Ability to communicate and collaborate with management and employee organizations in support of the District's educational mission.
Ability to provide leadership and direction, analyze problems, and recommend solutions.
Ability to make effective oral presentations and communicate effectively orally and in writing.
Ability to represent the District effectively before the public.
Ability to take individual initiative, accept responsibility, and be accountable.
Ability to coordinate multiple activities simultaneously and adapt to change while remaining flexible.
Ability to establish and maintain effective working relationships with District staff and administrators, students, parents or guardians, labor organizations, outside agencies, and the public in a multicultural community.
Criminal Justice fingerprint and background check clearance.

Nice To Haves

Certification as a Senior Professional in Human Resources (SPHR) is preferred.

Responsibilities

Conduct or assist management with investigations into employee misconduct, determine facts and appropriate corrective action, and ensure actions are consistent, appropriate, and defensible.
Draft discipline and discharge letters; negotiate employee separations and settlement agreements; and recommend corrective action to the Superintendent concerning certificated employees and employee discrimination cases.
Administer the performance evaluation system for assigned employee groups, coordinate evaluation forms, and counsel employees and supervisors on performance matters.
Assist supervisors with performance concerns and improvement plans; guide employees during probationary periods; help develop evaluation forms and instructions; and support non-renewal recommendations.
Represent the Superintendent's Office during District Board appeal hearings.
Administer labor agreements, advise management on their interpretation and compliance, and provide input on ongoing contract administration.
Lead labor-management and other committees addressing labor relations and employee issues; help resolve misunderstandings and conflicts arising from agreements.
Advise management on informal complaint meetings and grievances, and oversee and coordinate grievance work through arbitration for the assigned regional area.
Negotiate collective bargaining and employee agreements; maintain collaborative relationships with bargaining-unit and other group representatives; develop bargaining strategies and proposals; analyze proposal impacts; and prepare tentative agreements for Board approval.
Compile and analyze proposals and recommend annual budget provisions for salary increases and other agreed costs.
Advise supervisors and administrators on human resources matters including wage and hour laws, disability law, District policies and procedures, contract interpretation, organizational development, labor and employment law, and sexual harassment.
Prepare District responses to equal employment opportunity and other employment-related complaints and assist with the defense of employment litigation matters.
Partner with Professional Development and the Executive Director of Human Resources to facilitate staff development programs for assigned employee groups and conduct related training.
Select, assign, supervise, schedule, and evaluate assigned staff; advise, assist, and train staff and administrators as needed.
Represent the Human Resources Department and District on committees and before special interest groups, citizen groups, and other public meetings on human resources-related issues.
Prepare and maintain appropriate reports and records for the assigned area.
Perform related duties consistent with the scope and intent of the position.