HR Partner - Employee Labor Relations

About the role

The Human Resource Partner is an integral part of the Employee and Labor Relations team under the Human Resources umbrella. This in office role has four key functions: 1) developing relationships with District administrators, supervisory staff, and union counterparts, 2) providing sound advice, guidance, and assistance to employee relations concerns, 3) performing routine employee-related investigations, and 4) understanding union contracts allowing for the effective participation in the grievance management and bargaining process. While this role encompasses all aspects of the employee and labor relations process, these are the fundamental functions for this role.

Basic function

Under general direction, provide advice, guidance and assistance to District administrators, staff, and union partners on a variety of employment and employee performance issues; perform routine-to-highly complex investigations on employee related issues; prepare, respond to, recommend and resolve employee and bargaining unit grievances and employee relations issues; lead and participate in developing and implementing programs which sustain a richly diverse, inclusionary workforce and supports the district's education and equity initiatives.

Representative duties

The classification specification does not describe all duties performed by all incumbents within the class. This summary provides examples of typical tasks performed in this classification.

• Serve as a human resources consultant and performance management professional expert for District administrators and managers, employees and employee associations; consult with, coach and support administrators and management in a manner that improves and enhances their knowledge related to building and implementing effective performance management systems.
• Collaborate with administrators and managers in determining appropriate responses to atypical employee behaviors, morale issues, job performance and other employee issues; advise on proper policies and procedures to assist employees in such situations; support and coach principals, managers and supervisors on techniques to effectively address employee and labor relations performance issues.
• Conduct research on union related matters; analyze collective bargaining agreements to develop interpretation of intent, spirit, and terms of contracts; serve on and represent management in labor contract negotiations.
• Serve as District representative in arbitration disputes between labor and management; attend hearings to advance District position regarding disputed contract provisions.
• Handle the investigation and disposition of grievances; advise on grievance processing and dealing with disciplinary matters; interpret provisions of collective bargaining agreements with employee organizations; meet with employee organization representatives to discuss issues and attempt to arrive at positive solutions.
• Participate in and develop, monitor and/or lead implementation of systems for improving the performance of individuals and teams; provide direct technical expertise and support for plans of assistance to enhance effectiveness.
• Conduct a variety of simple, routine, to extensive, highly complex and sensitive districtwide investigations related to grievances, employee disciplinary matters, harassment, discrimination charges, complaints and other issues and conflicts; document activities and prepare reports of findings; recommend and implement corrective actions, consulting with employees, district management, legal counsel and external stakeholders as required.
• Furnish information, such as reference documents and statistical data concerning labor legislation, labor market conditions, prevailing union and management practices, wage and salary surveys, and employee benefits programs, for use in review of current contract provisions and proposed changes.
• Assist in, develop, conduct and/or lead training related to employee plans of assistance, CBA administration, district policies and procedures and associated issues in public employee employment, investigations and performance management.
• Demonstrate a commitment to the Portland Public Schools Equity Initiative by developing a thorough knowledge and application of the district Racial Educational Equity Policy, Equity in Public Purchasing and Contracting and other board policies; participate in staff development, in-services and trainings related to diversity, equity and inclusion in the workplace and in K – 12 education; model appropriate behaviors; develop, recommend and implement improvements to human resources practices with awareness and understanding of their impact in a racially and culturally diverse community.
• Study the impact of local, state and federal legislation as they apply to collective bargaining in public K-12 education and employment; participate in the analysis of impending legislation and draft and recommend new and revised district policy language to assure legal compliance with legislation.
• Research District performance management practices with regards to contract provisions, historical practices and similar issues to provide clarity for issues' resolution.
• Participate in and represent the District at a variety of meetings, workshops, seminars and in-services.
• May lead and/or participate in collective bargaining negotiations as assigned.
• Perform related duties as assigned.

Distinguishing characteristics

Both levels of the employee and labor relations management series participate in a variety of investigations, contract negotiations and arbitrations and conduct related studies, analyses and training to ensure legal compliance in administering board policies, collective bargaining agreements and supplemental contractual memoranda which promote positive employee relations and effective performance management systems. Employees may be assigned to perform either or both employee relations and/or labor relations activities. Employees in this classification series explore and develop strategies to align activities directly to the district's Racial Educational Equity Policy and Human Resource's Strategic Plan.

The classifications are differentiated by the scope of responsibility, independence, decision-making, impact, consequences of error in actions and recommendations and the degree of complexity of investigations, negotiations and arbitrations, analysis and reporting of employee behavior(s), which may lead to disciplinary and/or legal action.

The Senior Partner - Employee and Labor Relations, performs the full scope of professional-level work in employee and labor relations. Under minimal direction, incumbents perform the most complex, responsible work requiring extensive knowledge of the laws and disciplines within the labor and employee relations arena. Employees at this level exercise latitude in use of discretion and judgement and may serve as the lead District representative in legal proceedings, arbitrations, investigations and related activities. Employees in this classification may lead, supervise or manage the work of managers, professional and support staff.

Qualifications

Knowledge of:

• General principles, practices, and trends of labor-management relations.
• Traditional and interest-based bargaining practices, techniques and methods.
• Research, analysis and investigation techniques and methods.
• Laws and best practices related to employee and labor relations in the public sector.
• Communication techniques for gathering, evaluating, and relaying information.
• Human Resources principles and best practices.
• Grievance handling.
• Applicable Federal, State, and local rules, regulations and statutes.
• Research methods and data analysis techniques.
• Employee relations principles and practices.
• Project management techniques.
• School district organization and organizational relationships.
• Record-keeping techniques.
• Training and staff development techniques and methods.
• Elements of effective performance management.
• Oral and written communication skills.
• Customer service principles.
• Operations and applications of a variety of office machines, technologies and software.
• Interpersonal skills using tact, patience and courtesy.

Education, Training and Experience:

• The HR Partner - Employee and Labor Relations requires a Bachelor's degree in Legal Studies, Human Resources, Business Administration, Public Administration, Social Science, or a related field and five (5) years of experience conducting complex, multi-faceted labor/management investigations, serving as the employer representative in collective bargaining and arbitration hearings and developing and conducting employee performance management and investigation trainings, or three (3) years in a related position with Portland Public Schools.
• Experience in K-12 public education is preferred.
• Any other combination of education, training and experience which demonstrates the candidate is likely to possess the skill, knowledge, ability and trait characteristics essential for this classification may be considered.