Human Resources - Labor & Employee Relations Manager

Seattle Public Schools; Seattle (WA); On-site; USD 95,000 - 130,000; Full time

Job summary

Seattle Public Schools is seeking an experienced HR Advisor to support supervisors in HR management, evaluations, and compliance with wage, hour, and employment laws. The role leads investigations into misconduct and assists with staff development programs.

The position collaborates with the Director of Labor Relations on negotiations and administers collective bargaining agreements for assigned employee groups, ensuring compliant application of policies district-wide.

Qualifications

• Seven years of experience in Human Resources, with at least three in a supervisory capacity.
• Experience in labor relations and district policy interpretation.
• Knowledge of wage-and-hour laws, disability law and related employment laws.

Responsibilities

• Advise supervisors in HR management, performance evaluations, investigations, and policy interpretation.
• Lead or assist investigations into employee misconduct and prepare disciplinary actions.
• Assist in negotiations and administer collective bargaining agreements for assigned groups.
• Develop staff development programs and support HR staff and Professional Development.
• Represent the Superintendent's Office in board hearings and other negotiations.

Skills

Labor law

Labor relations

Employment law

Collective bargaining

Communication

Negotiation

Public speaking

HR leadership

Education

Bachelor's degree in Human Resources, Business, or Public Administration

Master's degree substitution for experience

Job description

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 related District policies and procedures. This role also leads, facilitates or assists supervisors in conducting investigations into employee misconduct. Partners with Professional Development and HR staff to assist with creation of relevant staff development programs. Assists the Director or Labor Relations with negotiations and administers agreements reached for assigned employee groups.

25%

• Conducts or assists management in conducting investigations into employee misconduct.
• Determines facts and appropriate corrective action, ensuring that the action taken is consistent, appropriate, and defensible.
• Drafts discipline and discharge letters.
• Negotiates employee separations and settlement agreements.
• Makes recommendations to the Superintendent for corrective action related to certificated employees and on all employee discrimination cases.

20%

• Administers the performance evaluation system for assigned employee group.
• Counsels employees and supervisors on a wide range of issues affecting employee performance.
• Assists supervisors with the resolution of employee performance concerns.
• Coordinates the distribution and collection of performance evaluation forms.
• Advises supervisors regarding employee performance improvement plans.
• Provides guidance during employee probationary periods, and assists with the development of new evaluation forms and instructions.
• Supports administrator recommendations to Superintendent for non-renewal processes.
• Represents Superintendent's Office during District Board appeal hearings.

10%

• Provides input for on-going labor contract administration.
• Advises management, explains and interprets agreements.
• Ensures compliance with terms and conditions of agreements.
• Provides leadership on labor-management committees and for other committees formed to address labor relations and related employee issues.
• Works with various parties to resolve misunderstandings and conflicts arising from application of agreements.
• Advises management on preparing and responding to informal complaint meetings and on processing and responding to grievances.
• Oversees grievance process and ensures coordination and facilitation of all grievance work for regional area of assignment up to and including arbitration level.

10%

• Negotiates collective bargaining/employee agreements with assigned employee groups.
• Develops and maintains a collaborative relationship with bargaining unit and other group representatives.
• Compiles and analyzes proposals, makes recommendations to district regarding annual budget for salary increases and other agreed upon costs.
• Develops bargaining strategies and prepares proposals.
• Analyzes impact of proposals and develops alternative proposals that work for both parties.
• Achieves tentative agreements within established parameters and prepares agreements for Board approval.

5%

• Advises supervisors and administrators in Employee/Labor Relations areas of human resources management, including wage and hour laws, disability law, District policy and procedures, contract interpretation, organizational development, labor and employment law, sexual harassment and other laws that are applicable.
• Prepares District response to equal employment opportunity or other employment-related complaints and assists with the defense of employment litigation matters.

5%

• Partners with Professional Development and the Executive Director of Human Resources in facilitating the formulation of relevant staff development programs for assigned employee group.
• Conducts related trainings.

5%

• Selects, assigns, supervises, schedules, and evaluates the work of assigned staff.
• Advises, assists and trains assigned staff and administrators as necessary.

5%

• Provides Human Resources Department and District representation regarding human resources- related issues on various committees and before special interest groups, citizen groups, and other public meetings.

5%

• Prepares and maintains appropriate reports and records of activities for area of assignment.

OTHER FUNCTIONS

• May perform related duties consistent with the scope and intent of the position.

DISTRICT WIDE CORE COMPETENCIES

Collaboration

• Is seen as a team player who encourages efficient and effective collaborations.
• Works skillfully in difficult situations with both internal and external groups.
• Represents his/her own interests while being open-minded to other groups.
• Builds respectful and productive relationships internally and externally.

Getting Results (Action Oriented)

• Demonstrates a strong sense of urgency about solving problems and getting work done.
• Focuses on achieving the goal even in the face of obstacles.
• Assumes responsibility for starting and finishing work with minimal supervision.
• Strives for new levels of performance.

Decision Quality & Problem Solving

• Weighs the consequences of options before making a decision.
• Applies appropriate criteria to situations for the purpose of making decisions.
• Displays self-confidence in own judgment.
• Focuses in the facts and solutions instead of opinions and problems.

Integrity

• Deals with people and situations in an honest and forthright manner.
• Represents information and data accurately and completely.
• Represents the confidentiality of information and concerns shared by others.
• Takes ownership if a mistake is their own and does not blame others.

Accountability

• Takes responsibility and action as if the risks (financial or otherwise) are his or her own.
• Holds individuals and team accountable for their actions and results.
• Initiates action even if outcome is uncertain and is willing to accept the consequences of failure.
• Aligns own activities and priorities to meet broader organizational needs.
• Demonstrates courage and confidence in his or her own ability.

RELEVANT COMPETENCIES

Strategic Agility & Innovation Management

• Sees ahead clearly and accurately anticipates how potential ideas may play out.
• Thinks holistically by combining ideas in unique ways or making connection between different ideas.
• Examines and evaluates potential solutions to determine where the greatest gain can be achieved.
• Creates new ways of thinking to address complex issues.

Managing and Measuring Work

• Identifies people and resources necessary to accomplish tasks.
• Develops success indicators and monitors and reports status based on those indicators.
• Develops effective communication skills and tools to interact with team

Conflict Management

• Deals effectively with others in tough situations.
• Expresses disagreements in a way that does not disparage or attach others.
• Demonstrates the ability to expand areas of agreement and narrow areas of disagreement.
• Recognizes differences in opinion, brings them into the open and looks for win-win solutions.

KNOWLEDGE, SKILLS AND ABILITIES

• Labor law.
• Collective bargaining strategies and process.
• Labor relations issues in educational or education related organizations.
• Employment law
• Work effectively with individuals and groups regarding sensitive or controversial issues.
• Establish rapport with management and employee organizations.
• Communicate and work collaboratively with management and employee organizations to support the educational mission of the District.
• Provide leadership and direction.
• Analyze problems and recommend solutions.
• Make effective oral presentations.
• Effective oral and written communication.
• Effectively represent the District before the public.
• Take individual initiative, accept responsibility and be held accountable.
• Coordinate multiple activities simultaneously.
• Adapt to change and remain flexible.
• 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.

EDUCATION/EXPERIENCE

A typical way to obtain the knowledge and abilities would be:

Seven (7) years of experience in Human Resources, three (3) of which were in a supervisory capacity; Master's degree may substitute for two (2) years of the required work experience; Bachelor's degree in Human Resources, Business or Public Administration or closely related field; additional work experience can substitute for the educational requirement on a year-to-year basis; or an equivalent combination of education and experience.

Any equivalent combination of education, experience and training that provides the required knowledge, skills and abilities to perform the work will be considered.

DESIRED CERTIFICATIONS & LICENSES

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

CLEARANCES

Criminal Justice fingerprint and background check