EMPLOYEE AND LABOR RELATIONS MANAGER

Responsibilities

• Labor Relations Advisory & Employment Law Compliance: Advises organization managers and human resource professionals on labor relations and employment law implications relating to highly complex individual and organization-wide issues or courses of action. Administer and interpret systemwide policies and UCOP local procedures, multiple collective bargaining agreements, applicable labor/employment laws, personnel programs, and legal decisions, and apply them to the facts of specific situations, ensuring consistency with past practices; confer with senior managers as necessary.
• Conflict Management, Grievance Resolution & Team Leadership: Facilitate resolution of informal and formal complaints and grievances regarding terms and conditions of employment, implementation of policy and procedures and issues involving allegations of inappropriate conduct or behavior. Lead or oversee fact-finding investigations and analyze issues to formulate viable resolutions. Facilitate productive discussions and offer various methods for alternative dispute resolution to support collaborative problem solving. Maintain a neutral position, interacting with employees and departments to develop and negotiate settlement agreements that ensure resolution of complaint or concern.
• Systemwide Bargaining Representation & Arbitration: Represents UCOP as a participant in systemwide bargaining and has authority to commit UCOP to systemwide agreements. Represents UCOP in proceedings, grievances and final and binding arbitrations, negotiating on behalf of the University and in accordance with University and UCOP objectives.
• Labor Relations Leadership & Union Relationship Management: May lead a team to build consensus in a collaborative manner among diverse entities (for example, organization management, employees, and union representatives). Responsible for employee and labor relations functions and objectives, writing contract language, developing bargaining strategies, addressing concerns of employees, and maintaining effective relationships with the unions.
• Article 5: Supports compliance with Article 5 requirements related to contracting out by reviewing and evaluating all contracting out justification requests, administering and validating key reports such as the Qualified Individual (QI) and Basic Payroll Information Reports, and ensuring the integrity of Wage–Benefit Parity (WBP) Supplier Compliance Verification processes. The role partners with Systemwide Workforce Commitment Office, Systemwide Labor Relations, HR, and operational stakeholders to ensure accurate and timely reporting, provides guidance on Article 5 requirements, and ensures required union notifications are issued in accordance with contractual obligations. The manager also supports the resolution of union inquiries, concerns, and grievances related to Article 5 compliance and data, contributes to required reporting and certification activities (e.g., SB 820), and monitors for risks or discrepancies, working with stakeholders to address issues and maintain ongoing compliance.
• Collective Bargaining Strategy & Contract Negotiations: Works with senior management to recommend organization position on settlement options. Provide feedback to and participate in development of positions for systemwide collective bargaining and contract negotiations; develop and lead bargaining on local issues in collaboration with others, ensuring that contracts comply with statutory requirements and meet the needs of UCOP and union management. Work with senior management on settlement options and recommend UCOP positions in cases which may cross multiple jurisdictional lines and require broad consensus.

Qualifications

• Minimum of 8 years related experience.
• Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills.
• Demonstrates advanced knowledge of organizational policies and procedures; advanced knowledge of functional area and understands how work impacts other areas in Human Resources and the organization.
• Has advanced knowledge of labor / employment law and the principles and techniques of labor negotiations.
• Has advanced knowledge of applicable state and federal laws and court decisions regarding employment related matters.
• Has advanced knowledge of other areas in human resources; capable of developing, interpreting, implementing and administering organization-wide human resources policies and processes.
• Demonstrates the advanced level skills necessary to bargain and represent the university's interests effectively.
• Demonstrates advanced knowledge of the principles of advocacy in order to represent the organization in complex and sensitive dispute forums.
• Possesses specialized knowledge within labor relations field.
• Demonstrates ability to lead and mentor other labor relations professionals.
• Demonstrated ability to handle extremely difficult or volatile situations / individuals effectively.