Senior Human Resources Specialist - Employee & Labor Relations

Osceola County•Kissimmee, FL

20h

About The Position

Under general direction, performs professional and administrative work in support of the County’s employee and labor relations functions. This position serves as a subject matter expert and primary point of contact for employee and labor relations matters, including the review and approval of disciplinary actions to ensure fair and consistent application across all departments, grievance administration, tracking of disciplinary matters and union-related activities, and participation in union meetings, negotiations, and related proceedings. The position also provides oversight and guidance on performance management processes. The position requires the exercise of sound judgment, diplomacy, discretion, and initiative, and involves regular engagement with department directors, supervisors, union representatives, employees, and legal counsel.

Requirements

Bachelor’s Degree in Business Administration, Public Administration, Human Resources, Labor Relations, or closely related field.
Three (3) years of current or recent experience performing at the level outlined in the essential job functions.
An equivalent combination of experience, education, and/or training may be considered.
Must possess and maintain a valid Florida Driver’s License.
Knowledge of public sector Human Resources policies, practices, and procedures, including applicable federal, state, and local employment laws, regulations, and collective bargaining agreements.
Knowledge of investigative principles, methods, and techniques related to employee conduct, workplace complaints, and policy violations, including case evaluation and disposition.
Knowledge of the principles, practices, and regulatory requirements of public personnel administration.
Knowledge of current information resources, research tools, and best practices applicable to employee and labor relations and special projects.
Knowledge of administrative support functions, including records management, data analysis, report preparation, and document review.
Skill in interpreting and applying employment laws, regulations, policies, and memoranda of understanding to complex employee and labor relations issues.
Skill in researching, analyzing, and evaluating complex and sensitive matters; synthesizing information; and developing sound, defensible recommendations.
Skill in conducting or overseeing investigations, including interviewing witnesses, reviewing documentation, and preparing findings and recommendations.
Skill in preparing clear, concise, and professional written correspondence, reports, and presentations.
Skill in the use of computers and standard office software applications, including Human Resources information systems and document management tools.
Skill in operating standard office equipment such as computers, printers, copiers, and telephone systems.
Ability to exercise sound judgment, discretion, and confidentiality in decision-making and in the performance of all assigned responsibilities.
Ability to manage multiple priorities and perform effectively in a fast-paced, high-accountability environment.
Ability to organize work, establish priorities, meet deadlines, and follow through on assignments with minimal supervision.
Ability to communicate effectively, both orally and in writing, with employees, supervisors, executive leadership, union representatives, legal counsel, and external stakeholders.
Ability to establish and maintain professional, effective working relationships with County officials, management, employees at all levels, labor organizations, other government agencies, and the public.
Ability to access, operate, and maintain proficiency in a variety of software applications and standard office systems.
Ability to maintain confidentiality and handle sensitive information with discretion.
Ability to read, interpret, update, and maintain various records and files accurately.

Nice To Haves

Experience in a municipal, county, or other public sector environment is strongly preferred.

Responsibilities

Reviews proposed disciplinary actions submitted by department managers and supervisors prior to issuance to ensure consistency, procedural compliance, and alignment with applicable policies, collective bargaining agreements, and past practice.
Maintains a comprehensive disciplinary tracking system, including counseling records, written warnings, suspensions, and terminations, to support consistency reviews and trend analysis across departments.
Provides guidance and coaching to supervisors and managers on the progressive discipline process, including development of performance improvement plans, corrective action documentation, and pre-disciplinary meeting procedures.
Analyzes disciplinary history and comparable cases to advise management on appropriate levels of discipline, ensuring defensible and equitable outcomes.
Manages the grievance procedure outlined in collective bargaining agreements and County policies; receives, logs, tracks, and monitors grievances through all steps of the process; maintains accurate records of all grievance cases.
Receives, investigates, and resolves employee relations complaints, including allegations of discrimination, harassment, and workplace misconduct, in accordance with applicable law and County policy.
Secures appropriate documentation during investigations, interviews relevant parties, and prepares written findings and recommendations for resolution.
Participates in union-management meetings, labor-management committee meetings, and related proceedings as a management representative.
Assists in the planning, preparation, and active participation in collective bargaining negotiations, including conducting wage and benefit research and costing proposals.
Provides guidance on the administration and interpretation of collective bargaining agreements to managers, supervisors, and HR staff; ensures consistent application of contract provisions.
Assists in the development, review, and implementation of Human Resources policies and procedures; recommends revisions to ensure legal compliance and alignment with best practices.
Oversees the performance management process, including monitoring probationary evaluations, ensuring timely completion of annual performance reviews, providing guidance to supervisors on performance documentation, and advising on corrective action when performance deficiencies are identified.
Develops and facilitates employee relations training programs for supervisors and managers, including mandatory policy trainings, supervisory practices, and discipline and discharge topics.
Performs duties as assigned/necessary which are related, or logical in assignment to the position.