Senior Employee Labor Relations Specialist

Job Posting Title:

Senior Employee Labor Relations Specialist

Department:

Human Resources

Location:

415 SILVER AVE SW

Pay:

$52,707.00 - $82,867.00

Close Date:

03/24/2025

Employees at Bernalillo County enjoy the ability to team up with each other to build a high quality of life for our county residents, communities, and businesses. In addition to being an organization with a strong focus on work-life balance, building a culture of flexibility, learning, and belonging the County offers many benefits. Employees of Bernalillo County enjoy many thoughtful rewards such as, but not limited to generous leave accruals; career development opportunities; remote & flex-work options as appropriate; longevity pay; education assistance program; health benefits; lucrative retirement; and so much more.

Employee Relations Specialist Senior will perform professional and technical personnel services in order to adequately support current and former employees, managers, and the County as a whole. While operating as a Senior member of the employee relations team, this role is responsible for being an institutional subject matter expert in Labor Relations supporting in activities such as Union Contract administration, grievance handling, labor negotiations, and more.

DUTIES AND RESPONSIBILITIES SUMMARY

1. Investigates, gathers and analyzes information to ensure that employment actions comply with established County policies and procedures, Federal, State and local laws, and applicable Collective Bargaining Agreements.  

2. May assist in conducting administrative investigations involving employee conduct and ethical business standards according to Bernalillo County policies as assigned by the HR Labor Relations.

3. Assist with maintaining and revising the Employee Relations framework, including strategies and proposals to continuously make improvements in practices.

4. Maintain an organized case management system with the ability to run analytics and metrics to produce data-driven reports.

5. Counsels managers/employees on variety of employment matters and actions including but not limited to application of policies, hiring and promotional actions, performance management, coaching, disciplinary reviews, etc.     

6. Create, maintain and track disciplinary and grievance files for the HR Labor/Employee Relations Section.   

7. Handle advanced requirements in conducting research, investigating factual allegations, and recommending effective solutions to problems affecting Labor relations administration.

8. Enters data from random and post-accident drug testing into the Labor Soft database. 

9. Enters data regarding Unemployment Claims into the Labor Soft database. 

10. Analyzes, researches, provides recommendations, and drafts new policies or updates existing policies on a variety of employment, organizational, and programmatic issues in compliance with evolving and current laws and organizational standards.

11. Provides training to managers and employees on best practices and County policy.

12. Provide advanced knowledge of Union Contract administration, including grievance handling, problem resolution and contract negotiations.

13. Comply with legal requirements affecting Labor relations administration, such as: NLRA, Title VII of the Civil Rights Act, NMHRA, ADA, FMLA, etc.

14. May generate reports in relation to terminations, grievances, and other labor related activities as assigned by the HR Labor Relations.

15. Prepare statistical reports and correspondence; respond to written and verbal inquiries regarding labor relations and other related matters. 

16. Coordinates confidential inquiries and Inspection of Public Records Requests with other sections within HR. 

17. Coordinate meetings pertaining to Employee and/or Labor Relation matters with Department Directors, Managers or Supervisors and the HR Labor Relations.

18. Prepares written communications, attends meetings, and develops other presentations on employee/management matters including researching data and HR trends to ensure programs meet best practices, remain current, and reflect workforce needs.  

19. Incumbent(s) in this classification may handle sensitive and/or confidential records, plans, documents or decisions that require maintaining confidentiality of sensitive information.

20. Any one position may not include all duties listed. However, the allocation of positions will be determined by the amount of time spent performing the essential duties listed above.

Purpose of Changes:
These changes aim to provide a more comprehensive, clear, and dynamic