Labor Relations Manager

Clackamas County · Oregon City, OR · 1 mo ago

$57.507081–$77.634322/hrFull-time

About the Role

Clackamas County's Department of Human Resources (HR) is seeking a dynamic, solutions-driven human resources leader with an extensive background in labor relations to serve as the County's next Labor Relations Manager. Reporting to the HR Director, the Labor Relations Manager will oversee and manage all Employee and Labor Relations (ELR) Division activities and operations. The ELR team includes two Analysts. The ELR Division provides employee relations consultation, corrective action guidance, and labor contract administration services to support effective workforce management and positive labor relations across the County.

This position is responsible for administering and interpreting collective bargaining agreements, mediating disputes, assisting in conflict resolution, and advising management in grievance or complaint investigations, corrective action, and performance management. The Labor Relations Manager provides complex advice and counsel to the Human Resources Director, Human Resources Deputy Director, County Administrator, and Board of County Commissioners on labor matters.

The Labor Relations Manager develops and implements collective bargaining strategies in partnership with Legal Counsel and supports successor contract negotiations. The County contracts with external labor relations subject-matter experts to serve as lead negotiator for successor collective bargaining. The Labor Relations Manager is responsible for leading the interim bargaining process during the active term of existing labor agreements, which includes contract amendments, demands to bargain labor matters, and other labor-related changes as needed.

The Labor Relations Manager will facilitate and build relationships with employees, union leadership, and other stakeholders to foster a work environment that is responsive and supportive, and will deliver high-quality support to Clackamas County employees while creating systems of support that foster strong employee and labor relations practices.

The Ideal Candidate

With around 2,700 employees, 4 unions, and 8 collective bargaining agreements, Clackamas County has a highly unionized workforce. The ideal candidate will possess extensive experience in labor relations, experience working with multiple unions, conducting investigations, grievance handling, negotiating labor agreements, and policy development and implementation, while having a strong leadership background to provide guidance, support, and oversight to a team of ELR professionals.

Required Minimum Qualifications / Transferable Skills

A minimum of seven (7) years of related experience that would provide the required knowledge and skills to perform the responsibilities of this position.
At least four (4) years progressively responsible labor relations experience working in a unionized environment to include:
- Conducting HR related investigations
- Preparing and processing disciplinary actions
- Administering and implementing collective bargaining agreements and working with unions
- Resolving union grievances and unfair labor practices
- Negotiating collective bargaining agreements, including serving as a lead or chief negotiator during labor negotiations
At least two (2) years of experience directly supervising and managing professional-level staff.
Experience and knowledge of Oregon employment law, in particular the Public Employee Collective Bargaining Act (PECBA) and the Oregon Employment Relations Board.
Experience working with multiple union collective bargaining agreements within a single organization.
Experience using Microsoft Office Suite (Outlook, Word, Excel, PowerPoint).

Preferred Special Qualifications / Transferable Skills

Juris Doctorate degree from an accredited institution
Certified Labor Relations Professional (CLRP) certification
Experience working in the public sector

Typical Tasks

Typical tasks include but are not limited to:

Manage and organize labor relations activities, including contract negotiations, contract administration and union relations; work closely with human resources staff to ensure consistent administration of personnel policies and procedures, labor contracts and labor relations; manage and participate in the development of labor relations work plans; assist in development of strategies for collective bargaining negotiations; develop and negotiate changes to labor contracts during life of agreement; review and evaluate policies and procedures and recommend changes.
Administer labor contracts; provide interpretation of labor contract terms to managers and employees; oversee processes for the review and resolution of employee grievances; advise managers and employees on the more sensitive labor and employee relations matters, including grievances and arbitration procedures and actions, employee performance and complex leave issues; advise and assist managers and supervisors in identifying issues and determining appropriate courses of action; work with managers and labor representatives to resolve problems; consult County Counsel and/or Risk Management staff on highly complex employee issues.
Mediate disputes and assist in conflict resolution; advise management in corrective action and performance management; negotiate letters of agreement, separation agreements and last chance agreements in coordination with the Deputy HR Director, HR Director, and/or County Counsel.
Hire and supervise professional staff; provide regular feedback and prepare performance evaluations; recommend and administer progressive discipline; conduct and/or facilitate staff training and development programs; promote cooperative team efforts among staff and with other County departments.
Serve as the County's designated bargaining representative for interim bargaining; act as County's chief negotiator for assigned collective bargaining processes.
Assist department manager in the investigation of grievances or complaints; assist department managers in the administration, review and resolution and defense of grievances and other appeal procedures; in coordination with County Counsel, act as a witness in representing the County in interest and grievance arbitrations.
Research, develop, implement, and administer new labor and employee relations, collective bargaining and other human resources policies and procedures; deliver presentations to the County Administrator, department directors, employee groups, and union representatives on employee and labor relations issues; design and deliver supervisory training in the areas of contract administration, grievances, labor and other employee relations issues.
Participate as a member of the HR management team; participate in department budget and strategic planning processes; participate in department-wide policy and program decisions with other members of the HR management team.

Key Competencies

Thorough knowledge of: principles and practices of human resources and personnel administration; principles, practices and procedures related to human resources functional area; principles and practices of public administration; participative management theories; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local human resource and EEO laws and case law, rules, regulations, codes and ordinances related to functional area; principles of public administration, including budgeting and personnel management; principles and techniques of financial reporting and record keeping; County government organization and operations; principles and techniques of supervision.

Skill to: collect, compile and analyze complex information; analyze and resolve problems; prepare clear and concise reports; communicate effectively, both orally and in writing; prepare and deliver oral presentations before groups of people; investigate, interview and mediate complaints and concerns; effectively recommend compromises and settlements; direct staff in continuous efforts to improve quality productivity and effectiveness; incorporate collaborative team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain cooperative working relationships with employees, applicants, union officials and the public; facilitate group process; interpret, explain and apply laws, regulations and policies; integrate data from diverse sources and develop and implement innovative and comprehensive solutions; operate computer software and other office equipment.

Ability to: interpret and apply laws and regulations applying to employment and labor relations; set priorities with a proper sense of urgency and importance; cultivate relationships, rapport, credibility, and partnerships across all levels of the organization; lead and motivate staff by recognizing and reinforcing effective performance in accordance with county policies and business practices, and labor agreements; explain and present complex information to individuals with various levels of understanding; work effectively under pressure, managing competing priorities and initiatives.

Compensation

Annual Pay Range: $119,614.73 - $161,479.39
Hourly Pay Range: $57.507081 - $77.634322

Salary offers will be made within the posted pay range and will be based on candidate's experience (paid or unpaid) that is directly relevant to the position.

Work Schedule

This position requires availability for emergency, on-call, and after-hours response. This position is included in the County's alternate workweek program, working 40 hours during a standard workweek of Monday through Thursday (Fridays off). Specific hours of work will be discussed with the candidate selected for this position at the time an offer of employment is extended.

Pre-Employment Requirements

Driving is required for county business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.

Recruitment Timeline

This job posting closes at 11:59 p.m. (Pacific Time) on Sunday, September 13, 2026. The application deadline may be extended to expand the pool of qualified candidates; any recruitment timeline changes will be communicated to all who have initiated an application process or have submitted an application.

Screening Interviews: Week of September 21st
Stakeholder Interviews: Week of October 5th
Final Interviews: Week of October 12th
Target Start Date: Week of November 9th

This timeline is subject to change based on department needs.