Director of Labor Relations and Compliance

Position Purpose

Under the administrative direction of the Vice President for People & Culture, the Director of Employee & Labor Relations provides strategic leadership and administration of the University’s employee and labor relations, leave of absence, and disability accommodation functions. The Director serves as a principal advisor to University leadership and administrators on complex employee relations, labor relations, performance management, workplace conduct, leave and reasonable accommodation, and personnel matters; administers collective bargaining agreement requirements and grievance processes; and leads efforts to resolve workplace disputes, employee complaints, misconduct, and other conduct of concern. The Director oversees employee and labor relations investigations and related documentation, supports employment litigation and administrative proceedings, and works collaboratively with union representatives, legal counsel, and campus partners to promote effective labor-management relationships and consistent personnel practices. The position provides program oversight for campuswide leave of absence and disability accommodation programs, including complex leave and accommodation matters, interactive processes, and return-to-work activities, to promote consistent and compliant practices. The position also provides leadership for staff personnel policy development and implementation, Human Resources records retention and paperwork reduction requirements, and related compliance activities to ensure alignment with applicable collective bargaining agreements, federal and state laws, CSU policies, and University requirements. The Director supervises assigned Human Resources staff and contributes to the development and continuous improvement of employee and labor relations, leave, and accommodation programs, practices, and services.

Responsibilities

• Labor Relations & Collective Bargaining
  • Serve as the university's representative in matters related to labor relations for staff and management employees, ensuring collaborative relationships while complying with CBA provisions, providing guidance, and upholding university and systemwide policies.
  • Provide ongoing guidance to university administrators and supervisors on meeting responsibilities as defined by the CBA such as but not limited to, union notices, union business leaves, requests for information, and meet and confer obligations.
  • Provide advice and counsel to managers and assigned client groups on issues such as performance management, complex organizational changes, workplace climate and other related areas.
  • Review and conduct risk assessments for employee personnel action to determine appropriate level of corrective action and discipline up to and including termination.
  • Facilitate effective communication with union representatives on issues such as grievances and contract interpretation.
  • Lead and facilitate effective and collaborative Labor Management Committee meetings and foster positive working relations with union partners.
  • Lead efforts to resolve disputes at the lowest possible level using mediation and conflict resolution strategies.
  • Oversee the grievance process for staff employees, from initial filing to final resolution, ensuring fairness and timely response.
  • Lead investigations into employee complaints, alleged employee misconduct, interpersonal conflict, and workplace culture concerns, working with staff, managers, union representatives, and legal counsel. Issue appropriate verbal and/or written responses, reports, employee counseling, and disciplinary documents, as appropriate.
  • Coordinate with Office of General Counsel and outside counsel to respond to employment litigation. Serve as a liaison between management and counsel. Assist counsel with all phases or pre-trial/trial including development of strategic direction of the case and settlement strategies. In partnership with the University Legal Counsel, participate in hearings and mediations by performing such tasks as interviewing potential witnesses, hearing preparation, and preparing exhibits.
  • Prepare comprehensive and detailed reports of investigations, disciplinary actions, and conflict resolutions for internal and legal purposes.
  • Refer possible violations of the CSU Non-Discrimination Policy to the Office of Civil Rights & Compliance and assess and address other conduct of concern that falls outside the policy’s scope.
  • Provide consultation and facilitate informal resolution of workplace conduct concerns, including patterns of disruptive, disrespectful, or otherwise inappropriate behavior that may not constitute a policy violation but negatively affect workplace relationships, morale, or operations.
  • Represent University at State Personnel Board, Unfair Labor Practice Charge hearings, and Unemployment Compensation Hearings. Negotiate settlement and separation agreements as necessary.
  • Keep current with state and federal laws and regulations through official publications and communication with appropriate agencies.
• Compliance & Policy Development
  • Collaborate with university leadership, stakeholders, and CSU system offices to develop and revise staff personnel policies to reflect changes in CBAs, labor laws, and university needs. Ensure appropriate policy implementation and adherence to union meet and confer obligations.
  • Communicate requirements, changes, and updates directly to individuals and groups.
  • In coordination with the Director of Organizational Excellence, design and deliver training programs for staff administrators on compliance with personnel policies, labor relations, and best practices in employee management.
  • Conduct workshops on labor relations, California Title 5 regulations, university policies, employee performance management, and dispute resolution.
  • Develop resources to assist administrators in managing employee performance and workload concerns.
  • Collaborate with the Director of Organizational Excellence, Training and Development to review annual and probationary performance evaluations requiring additional assessment due to employee relations, performance management, policy, or collective bargaining considerations; advise managers and recommend appropriate action to support consistent and compliant evaluation practices.
  • Administer and oversee records retention requirements for Human Resources records in accordance with applicable CSU records retention and disposition schedules, collective bargaining agreements, legal requirements, and university policies. Establish and maintain procedures to ensure records are appropriately retained, secured, archived, and disposed of in accordance with established requirements.
  • Oversee the maintenance and retention of employee and labor relations records, including grievances, complaints, investigations, disciplinary and corrective actions, and related case documentation, ensuring appropriate confidentiality, accessibility, and compliance with applicable retention requirements.
  • Review HR Technical letters issued by the Chancellor's Office and HR System-wide staff to assess impact and develop implementation strategies across areas.
  • Coordinate and administer Human Resource's responsibilities related to paperwork reduction requirements, including reviewing forms, documentation requirements, and administrative processes to identify opportunities to eliminate unnecessary or duplicative paperwork, streamline processes, and ensure compliance with applicable CSU and university requirements.
• Leave of Absence/ADA Administration
  • Provide program oversight for campuswide leave of absence and disability accommodation programs, ensuring consistent administration and compliance with applicable federal and state laws, CSU policies, collective bargaining agreements, and University procedures.
  • Serve as the main contact for complex leave and reasonable accommodation matters, providing consultation and guidance to managers, employees, and Human Resources staff on sensitive or higher-risk cases.
  • Interpret and apply applicable laws, regulations, collective bargaining provisions, and CSU and University policies for leave and accommodation matters; identify compliance concerns and recommend appropriate courses of action.
  • Oversee and coordinate leave, reasonable accommodation, interactive process, and return-to-work activities, evaluating available information and recommending solutions that support consistent, equitable, and legally compliant outcomes.
  • Lead campus communication strategies regarding leave programs, changes, and processes to ensure employee awareness and understanding.
• Strategic Planning, Collaboration & Leadership
  • Serve as a key advisor to the Vice President for People & Culture on all matters related to staff personnel management, labor relations, leaves of absences, and ADA accommodations.
  • Analyze trends in labor relations and leave administration to inform university decision-making and promote effective labor/management relationships and problem-solving.
  • Collaborate with other departments, including the Office of Civil Rights & Compliance, Legal, and the Provost's Office, to ensure consistency in personnel management practices across the campus.
  • Evaluate and improve labor and leave related procedures to increase efficiency, transparency, and responsiveness to staff needs.
  • Develop performance metrics and reporting tools to track the effectiveness of personnel and leave processes.
  • Implement process improvements based on feedback from staff and administrators.
  • Provide direct supervision and leadership to assigned professional staff, ensuring effective service delivery and professional development.

Qualifications

• Education & Experience: Equivalent to a Bachelor's degree in human resources management, labor relations, public administration, business administration, counseling, organizational planning/policy law, or related and at least five (5) years of human resources generalist experience or higher, which includes experience in labor management, employee relations, complaint investigation, and/or grievance handling and resolution in both union and non-union environments.
• Licenses: Possession of a valid driver's license or the ability to obtain by date of hire.
• Skills, Knowledge & Abilities:
  • Regular and reliable attendance is required.
  • Thorough knowledge of labor relations and personnel management principles, practices, and procedures, including collective bargaining administration, employee relations, performance management, grievance and disciplinary processes, and applicable employment laws and policies.
  • Strong leadership skills with the ability to advise University executives on labor-related issues.
  • Excellent verbal and written communication skills, including the ability to prepare comprehensive and complex reports, concise updates, and professional presentations.
  • Familiarity with equal employment opportunity (EEO) principles and non-discrimination policies.
  • Thorough knowledge of federal and state laws, regulations, CSU policies, collective bargaining agreements, and university personnel practices.

Benefits

• Array of medical plans
• Choice of dental plans
• Vision coverage
• Retirement participation in CalPERS
• CSU tuition waiver
• Up to 24 vacation days per year
• Sick leave with unlimited accrual
• 15 paid holidays per year

Pay

Monthly, anticipated hiring range $9,854 – $10,667. CSU classification salary range $5,053 – $16,221 monthly. Offer amount commensurate with candidate's experience, education, skills, and training.

Schedule

Full-time, 12-month, on-site (work in-person at business location).