Human Resources Generalist: Labor and Employee Relations Specialist

DisruptAZ; Lansing (MI); On-site; USD 60,000 - 80,000; Full time

Job summary

A leading company seeks a Human Resources Generalist to manage employee relations and labor relations. Key responsibilities include developing policies, conducting training, and ensuring compliance with employment laws. Candidates should have a Bachelor's in HR Management and five years of HR experience, ideally in a public sector environment.

Qualifications

• Five years of HR experience with personnel law knowledge.
• Prefer IPMA-HR or SHRM certification.

Responsibilities

• Consults on employee policies and management.
• Leads salary surveys and classification programs.
• Facilitates collective bargaining and labor meetings.

Skills

Employee Relations

Policy Development

Labor Relations

Training Development

Investigative Skills

Education

Bachelor’s Degree in Human Resources Management

Job description

Human Resources Generalist: Labor and Employee Relations Specialist

Under the general supervision of the Human Resources Director, a Human Resources Generalist is responsible for human resource functions including; employee relations, employment, developing policies and procedures, classification and compensation, labor relations, training, management consultation, and other employment-related matters. Serves as a Human Resources representative on various internal and external committees as assigned. Performs specialist projects as needed. The Employment Specialist and Labor & Employee Relations Specialists function independently primarily within their assigned area of specialty and also collaboratively within both areas of specialty as needed.

Essential Functions

Essential Functions: Human Resources Generalist:Labor & Employee Relations Specialist

Consults with departments on managing and monitoring employees for compliance with policies, procedures, personnel law and regulations. Researches, writes and implements related policies and procedures. Investigates and advises supervisors, managers and department directors on issues of employee misconduct and handles necessary disciplinary procedures.

Leads the classification and compensation program including: analyzes salary surveys, evaluates new and existing job classifications, updates and prepares job descriptions. Coordinates, oversees and makes recommendations for current and new positions in the reclassification or reorganization process. Works closely with departmental managers regarding organizational structure and reorganization.

Assists in the collective bargaining process with various labor unions. Conducts surveys and gathers data on wages, benefits and conditions of employment. Assists the Human Resources Director and County Attorney in the development of bargaining positions.

Establishes and maintains effective relationships with union representatives at all levels.

Participates in meetings between labor and management to discuss and attempt resolution of issues of concern. Presents management’s position in contract negotiations, grievance, arbitration and unfair labor practice hearings. Represents the County in meetings and hearings pertaining to labor issues.

Investigates employee complaints and grievances, and facilitates communication between employees and supervisors to reach resolution. Assists in disciplinary investigations and provides guidance and input to department directors, managers and supervisors for disciplinary actions as necessary. Assist in the management portion of the grievance procedure, including preparation for mediation and arbitration.

Researches, develops and writes policies and resolutions, and gathers information for Board meetings and closed sessions.

In conjunction with Human Resources Director hears grievances at Human Resource step and responds to said grievance within appropriate timelines.

Researches, develops, creates and presents Human Resources related training for county employees. Develops training programs for supervisors and employees. Meets with trainers to evaluate and customize proposed training modules. Conducts and/or facilities training sessions for selected departments and County-wide.

In conjunction with Human Resources Director receives, investigates and provides resolution to discrimination complaints and allegations of policy violations from employees, applicants or vendors. Maintains proper documentation of findings and actions taken. Works closely with legal counsel to address formal EEOC and MDCR charges.

Provides information, general guidance and may maintain records regarding local, state and federal laws. Examples include FMLA, ADA, FLSA, EEO, HIPAA, Workers’ Compensation, OSHA, and MIOSHA.

Interprets and advises management and department staff regarding collective bargaining agreement provisions.

Serves on committees and represents Human Resources at various internal and external meetings.

Participates in continuing education to remain current on HR trends, laws, etc.

Exercise independent judgment and discretion in the performance of job duties in accordance with applicable collective bargaining agreements and County policies or procedures.

Serves as team lead on labor and employment matters to HR staff, providing work direction, and answers questions from employees regarding various county policies, procedures and other HR related matters.

Other Functions for both positions:

• Performs other duties as assigned.
• Must adhere to departmental standards in regard to confidentiality and other privacy issues.
• Ability to meet deadlines in a timely manner, change focus on projects as needed and multitask.
• Dependable and regular attendance required.
• Ability to handle stressful situations on an occasional basis
• Ability to maintain excellent customer service during stressful situations.

(An employee in this position may be called upon to do any or all of the above tasks. These examples do not include all of the tasks which the employee may be expected to perform.)

Employment Qualifications

Education: A minimum of a Bachelor’s Degree in Human Resources Management or Business or Public Administration or a job- related field with coursework in the field of human resources and/or labor relations is required.IPMA-HR or SHRM certification is preferred.

Experience: Five years of Human Resources generalist experience with a moderate degree of responsibility and some experience in labor and employee relations and/or hiring and recruiting directly related to the essential functions of the position is required. Public sector organization experience is preferred.

Other Requirements: None

Description

Under the general supervision of the Human Resources Director, a Human Resources Generalist is responsible for human resource functions including; employee relations, employment, developing policies and procedures, classification and compensation, labor relations, training, management consultation, and other employment-related matters. Serves as a Human Resources representative on various internal and external committees as assigned. Performs specialist projects as needed. The Employment Specialist and Labor & Employee Relations Specialists function independently primarily within their assigned area of specialty and also collaboratively within both areas of specialty as needed.

Essential Functions

Essential Functions: Human Resources Generalist:Labor & Employee Relations Specialist

Consults with departments on managing and monitoring employees for compliance with policies, procedures, personnel law and regulations. Researches, writes and implements related policies and procedures. Investigates and advises supervisors, managers and department directors on issues of employee misconduct and handles necessary disciplinary procedures. Leads the classification and compensation program including: analyzes salary surveys, evaluates new and existing job classifications, updates and prepares job descriptions. Coordinates, oversees and makes recommendations for current and new positions in the reclassification or reorganization process. Works closely with departmental managers regarding organizational structure and reorganization. Assists in the collective bargaining process with various labor unions. Conducts surveys and gathers data on wages, benefits and conditions of employment. Assists the Human Resources Director and County Attorney in the development of bargaining positions. Establishes and maintains effective relationships with union representatives at all levels. Participates in meetings between labor and management to discuss and attempt resolution of issues of concern. Presents management’s position in contract negotiations, grievance, arbitration and unfair labor practice hearings. Represents the County in meetings and hearings pertaining to labor issues. Investigates employee complaints and grievances, and facilitates communication between employees and supervisors to reach resolution. Assists in disciplinary investigations and provides guidance and input to department directors, managers and supervisors for disciplinary actions as necessary. Assist in the management portion of the grievance procedure, including preparation for mediation and arbitration. Researches, develops and writes policies and resolutions, and gathers information for Board meetings and closed sessions. In conjunction with Human Resources Director hears grievances at Human Resource step and responds to said grievance within appropriate timelines. Researches, develops, creates and presents Human Resources related training for county employees. Develops training programs for supervisors and employees. Meets with trainers to evaluate and customize proposed training modules. Conducts and/or facilities training sessions for selected departments and County-wide. In conjunction with Human Resources Director receives, investigates and provides resolution to discrimination complaints and allegations of policy violations from employees, applicants or vendors. Maintains proper documentation of findings and actions taken. Works closely with legal counsel to address formal EEOC and MDCR charges. Provides information, general guidance and may maintain records regarding local, state and federal laws. Examples include FMLA, ADA, FLSA, EEO, HIPAA, Workers’ Compensation, OSHA, and MIOSHA. Interprets and advises management and department staff regarding collective bargaining agreement provisions. Serves on committees and represents Human Resources at various internal and external meetings. Participates in continuing education to remain current on HR trends, laws, etc. Exercise independent judgment and discretion in the performance of job duties in accordance with applicable collective bargaining agreements and County policies or procedures. Serves as team lead on labor and employment matters to HR staff, providing work direction, and answers questions from employees regarding various county policies, procedures and other HR related matters.

Other Functions for both positions:

• Performs other duties as assigned.
• Must adhere to departmental standards in regard to confidentiality and other privacy issues.
• Ability to meet deadlines in a timely manner, change focus on projects as needed and multitask.
• Dependable and regular attendance required.
• Ability to handle stressful situations on an occasional basis
• Ability to maintain excellent customer service during stressful situations.

(An employee in this position may be called upon to do any or all of the above tasks. These examples do not include all of the tasks which the employee may be expected to perform.)

Employment Qualifications

Education: A minimum of a Bachelor’s Degree in Human Resources Management or Business or Public Administration or a job- related field with coursework in the field of human resources and/or labor relations is required.IPMA-HR or SHRM certification is preferred.

Experience: Five years of Human Resources generalist experience with a moderate degree of responsibility and some experience in labor and employee relations and/or hiring and recruiting directly related to the essential functions of the position is required. Public sector organization experience is preferred.

Other Requirements: None

Demonstrates effective communication skills by engaging, interacting and working with individuals from various cultural and socioeconomic backgrounds, disability status’, ages, LGBTQIA+ status’ and genders to ensure clarity and understanding in all interactions.

(The qualifications listed above are intended to represent the minimum skills and experience levels associated with performing the duties and responsibilities contained in this job description. The qualifications should not be viewed as expressing absolute employment or promotional standards, but as general guidelines that should be considered along with other job-related selection or promotional criteria)

Requirements and Working Conditions

Working Conditions:

This position works in an indoor environment. There is no planned exposure to prominent lights, noises, odors, temperatures or weather conditions. This position is required to travel for meetings and appointments.

Physical Requirements:

• This position requires the ability to sit, stand, traverse, lift, carry, push, pull, reach, grasp, handle, pinch, type, endure repetitive movements of the wrists, hands or fingers.
• This position’s physical requirements require continuous stamina (more than 50%) in sitting, reaching, and handling, typing and enduring repetitive movement of the wrists, hands or fingers.
• This position’s physical requirements require regular stamina (21-50% of the time) in traversing, carrying and grasping. This position’s physical requirements require little to no stamina (less than 5%) in standing, lifting, pushing and pulling.
• This position performs light work requiring the ability to exert 20 pounds or less of force in the physical requirements above.
• This position primarily requires close visual acuity to perform tasks within arm’s reach such as: viewing a computer screen, using measurement devices, inspecting and assembling parts, etc.
• This position requires the ability to communicate and respond to inquiries both in person and over the phone.
• This position requires the ability to operate a PC/laptop and to enter & retrieve information from a computer.
• This position requires regular attendance and punctuality.
• This position requires the ability to handle varying and often high levels of stress.

(This job requires the ability to perform the essential functions contained in this description. These include, but are not limited to, the requirements listed above. Reasonable accommodations will be made for otherwise qualified applicants unable to fulfill one or more of these requirements.)

January 28, 2020

MC 10