Director, Staff Employee Relations

Job Summary

Under the general direction of the AVP, Employee and Labor Relations, the Director, Staff Employee Relations will manage and administer the staff employee/labor relations functions for the university and may provide support with academic labor relations. This includes contract administration, grievance/complaint/discipline processing, and the development and implementation of programs to assist managers and supervisors to deal effectively with employee/labor relations, complaints, workplace violence, performance management, and risk management. The Director, Staff Employee Relations administers the provisions of staff Collective Bargaining Agreements and staff-related policies and executive orders and provides contractual/policy interpretation/advice to managers and work leads/supervisors. The incumbent investigates and resolves employee and union grievances, provides oversight to leadership and development programs for all employees, and manages the annual performance evaluation process for the campus. The Manager provides oversight to the campus seniority points system and may serve on significant campus committees that deal with employee/labor relations issues. The Director may assist with “their Conduct of Concern” investigations. Other general personnel responsibilities may be assigned as needed.

Key Responsibilities

• Provides assistance to managers and supervisors at all levels of the faculty and staff complaint and grievance process administered at the campus level.
• Ensures campus-level staff complaints and grievances are filed in a timely manner and are within the scope of applicable Collective Bargaining Agreements.
• Assists the appropriate administrator designated to hear staff complaints and grievances at each level and ensures that responses are filed in a timely manner.
• Drafts proposed responses and settlement agreements and reviews with AVP, Employee/Labor Relations and the Senior AVP for University Personnel, and as appropriate, the Chancellor’s Office Labor Relations Director assigned to the campus, and/or Office of General Counsel.
• Functions as the appropriate administrator for campus level staff and occasionally for faculty complaints or grievance procedures.
• Assists in arbitration hearings.
• Develops recommendations, including Standard Operating Procedures, for staff/faculty complaints and grievance administration.
• Establishes procedures and administers the provisions of the staff and faculty Collective Bargaining Agreements and as otherwise required by law or university regulations.
• Develops, coordinates, and sponsors campus-training programs to labor relations and other University Personnel programs.
• Advises and coaches management on performance management and progressive disciplinary process.
• Provides performance management guidance to managers and work leads/supervisors at all levels.
• Interprets staff/faculty Collective Bargaining Agreements for managers and work leads/supervisors.
• Develops interpretive guides and training courses on policy and contract administration and CBA updates for managers and supervisors.

Knowledge, Skills & Abilities

• Advanced knowledge of collective bargaining contract administration
• Strong knowledge of investigative processes and procedures
• Knowledge of the methods and problems of organizational management and the principles and practices of human resource management
• Knowledge of adult learning methods
• Knowledge of (or ability to quickly gain knowledge of) CSU Collective Bargaining Agreements
• Knowledge of (or ability to quickly gain knowledge of CSU Executive Orders and University policies
• Excellent oral and written communication skills
• Strong investigatory skills
• Strong skills in the collection, evaluation, and interpretation of data to develop sound conclusions and make appropriate recommendations
• Ability to interpret and analyze collective bargaining agreements and solve complex problems arising within the context of those agreements
• Ability to effectively present information and respond to questions from groups of managers, customers, labor unions and the general public
• Ability to establish and maintain effective working relationships
• Ability to define problems, collect data, establish facts, and draw valid conclusions and to interpret applicable law

Required Qualifications

• Bachelor’s degree in human resources management, public administration, business administration, management information systems, organizational planning/policy, or a related field or equivalent experience
• 4-5 years of progressi