Operational Infrastructure Consultant

Careers In Nonprofits•Oakland, CA

1d•Hybrid

About The Position

The Organizational Infrastructure Consultant will translate negotiated contract language into sustainable HR systems, operational workflows, management tools, and compliance processes that ensure consistent contract administration across the organization. This role is for a Public Policy, Research, and Advocacy organization.

Requirements

Bachelor's degree in Human Resources, Business Administration, Public Administration, Labor Relations, or a related field required.
5+ years of progressive Human Resources experience with significant labor relations responsibilities required.
Demonstrated experience implementing collective bargaining agreements or supporting unionized work environments.
Strong knowledge of: Labor relations, Collective bargaining agreements, Employee relations, HR compliance, Employment law, Grievance administration.
Experience developing HR policies, SOPs, and operational workflows.
Experience creating and facilitating management training programs.
Strong project management, organizational, and process improvement skills.
Advanced proficiency with Asana, Google Workspace, Microsoft Office, Adobe, ADP, and Zoom is required.

Responsibilities

Audit all tentative agreements (TAs) reached during bargaining to identify operational triggers, compliance deadlines, and recurring administrative requirements.
Establish standard operating procedures (SOPs) and digital tracking mechanisms for contractual notification windows, mandatory union disclosures, status changes, and employee information updates.
Build formal intake, documentation, and step-by-step grievance tracking protocols aligned with the negotiated dispute resolution language.
Review existing HR tools in ADP and Google Workspace to configure necessary reporting and recordkeeping protocols for unit and non-unit positions.
Develop a practical CBA Implementation Guide for supervisors and department heads, translating contract language into clear, daily management rules.
Create standardized templates for performance feedback, progressive discipline, leaves, and union notices to ensure consistent application across all divisions.
Draft and deliver interactive training modules for non-union managers, focusing on contract interpretation, avoiding common unfair labor practice risks, and maintaining constructive labor-management relations.
Partner directly with the incoming Senior Manager of HR & Compliance to transition knowledge, review active tracking systems, and hand off operational workflows.
Conduct dry runs of contract administration workflows, grievance handling scenarios, and union notification protocols with the HR leadership team.
Provide advisory support to the Associate Director of HR on post-ratification implementation priorities, initial joint labor-management committee setups, and ongoing labor operations.