Labor Relations

2 months ago

Issaquah, Washington, United States City of Issaquah Full time
Summary

Come join the Human Resources Department leadership We are looking for our next Labor Relations and Risk Manager to join our small team of 5 during an exciting era in Issaquah.

We are passionate about the Employee Experience and helping to shape the workplace culture through the support we offer to all City Departments.

We have seven labor unions in Issaquah, all with contracts expiring December 31, 2024.

The ideal candidate will have a proven track record in Labor Relations to help step in and negotiate successor agreements and more.

We offer generous telework arrangements requiring in person attendance typically only one day per week, have amazing benefits and a fun workplace culture First application review July 22, 2024.

Under the direction of the Human Resources Director, this position manages the City's labor and employee relations functions, oversees the City's classification and compensation plan, develops new and revised policies and procedures, and serves as the City's Risk Manager.

This includes serving as a member of the City's negotiating team or as Chief Negotiator in collective bargaining, conducting or overseeing internal investigations and other corrective action, and managing the City's insurance policies and claims in coordination with the City's insurer (the Washington Cities Insurance Authority).

This position works closely with both internal and external partners, including the Human Resources Director, the City Administrator, the City Attorney's Office, Department Directors and Managers, union representatives, insurance contacts, employees, and the general public.


DISTINGUISING CHARACTERISTICS
The Labor Relations & Risk Manager, considered a working Manager, works independently to achieve shared organizational and departmental values. This position often exercises independent decision-making to carry out assigned directives.

SUPERVISION RECEIVED AND EXERCISED
Reports to the Human Resources DirectorActs on behalf of the HR Director when assigned
May Supervise Human Resource staffActs in a lead capacity to other Human Resources staff

EQUITY STATEMENT
The City of Issaquah strives to be a diverse workforce that is representative of the community we serve. We value a variety of perspectives and life experiences and encourage people of all backgrounds to apply.

Applicants are considered for employment without regard to race, color, gender, sexual orientation, gender identity or expression, religion, national origin, marital status, age, disability, veteran status, genetic information, or any other protected status under federal, state and local laws.

We believe diversity and inclusion among our teammates is critical to the success of our City operations.

Essential Functions

Serves as a member of the City's negotiating team or serves as chief spokesperson with all union employee groups; ensures that minutes of negotiating sessions are correct; drafts proposed language to be included in negotiated agreements; prepares contracts for publication reflecting language agreed to by both parties; ensures that City labor contracts are in compliance with all applicable state and federal laws.

Analyzes negotiation proposals to determine their feasibility and potential implementation problems; computes the cost of changes in salary rates or benefit programs proposed for negotiations; develops costing models and other related tools to be used during negotiations.

Conducts research to determine the impact of proposed regulations and laws on City policies and procedures; creates and modifies personnel policies and procedures as required due to changes in federal, state, and local laws or directives from City management.

Keeps Human Resources staff abreast of new and changing applicable state and federal laws.
Answers questions and provides technical information regarding the interpretation of City personnel policies and procedures, and collective bargaining agreements.

Receives and investigates employee complaints and harassment allegations regarding perceived improper interpretation/application of City policies and procedures or formal agreements with recognized employee groups.

Manages external investigation consultants and works with leadership to ensure fair employment investigations.

Consults with managers and employees regarding performance and discipline issues and discuss any related law, regulation, rule and/or policy applications.

Makes recommendations to the Human Resources Director regarding the disposition of grievances; works with department managers, directors, and the City Administrator to respond to grievances; prepares for arbitration hearings.

Conducts Labor Management meetings to discuss problems or issues not adequately covered by the current negotiated agreements.

Serves as the City's designated Risk Management Officer to our insurer, the Washington Cities Insurance Authority (WCIA), as well as serving as our main claims contact.

Ensures that the City is properly insured to adequately manage risk, including making recommendations regarding the purchase of additional insurance, managing or changing insurance policy deductibles, researching and recommending insurance carriers, or advising on self-insurance options if appropriate.

Provides guidance to Departments on mitigating risk.

Researches risk management best practices, helps receive reimbursements from WCIA for training participation, helps departments receive grant funding from WCIA for risk mitigation and accepts lawsuits on behalf of the City in addition to the City Clerk's office.

Sets appropriate insurance requirements for contracted activities, in coordination with the City Attorney's Office; reviews requests to waive insurance requirements in contracts; reviews insurance documentation as needed for contracts, rentals, and Special Events Permits.

Oversees the annual insurance review process, including an annual audit, updating property and vehicle schedules, and ensuring compliance with any mandatory items from the City's insurer.

Serves as the City's designated contact to the Association of Washington Cities (AWC) for the City's Worker's Compensation Retro Pool and Drug & Alcohol Consortium.

Coordinates with employees and managers for Worker's Compensation claims, light duty assignments, and reasonable accommodation requests.
Conducts classification and compensation market research as needed to reflect a compensation system to attract and retain staff.

Manages the completion of salary market surveys; analyzes survey results utilizing statistical analysis; advises management regarding compensation-related issues and recommends changes; collaborates with others to implement compensation plan changes.

Conducts job classification analyses to determine if employees are appropriately classified in their respective classifications.
Researches, analyzes and drafts policies and procedures independently; collaborates with leadership to finalize and implement any necessary changes.
Coordinates and participates in various training sessions, workshops, and classes for individuals and employee groups.
Manages recruitment processes as assigned. Coordinates with hiring managers to determine staffing needs; recommends and develops selection processes. Advertises for positions, pre-screens applicants, creates interview and testing materials.
Prepares and presents sensitive information and recommendations in written and verbal formats to various audiences (management, elected officials, union representatives, employees, etc.)
Occasional attendance and presentations at City Council meetings is required.

May present to other City Boards and Commissions, including but not limited to the Civil Service Commission and Equity Board.

Participates on a variety of committees related to employee programs. Assists with the planning, administration and delivery of the City's civil service, safety, and diversity programs.
Manages special projects as assigned.
Assists the Human Resources Director in the formulation of department goals and objectives.
Serves as essential personnel to the Emergency Operations Center.

Qualifications

Bachelor's Degree in Human Resources, Business or Public Administration, or closely related field.
Four (4) years of Human Resources experience with considerable related experience in labor and employee relations.
Experience in municipal or county government preferred.
Experience as Chief Spokesperson for labor negotiations preferred.
Experience in Risk Management or insurance claim administration preferred.
SPHR, SHRM-SCP or CLRP preferred.
Experience in the legal profession, particularly employment law is highly desired.

Any equivalent combination of education, experience, and training that provides the required knowledge, skills and ability required to perform the job will be considered.

Knowledge, Skills & Abilities

Knowledge of:
Principles and practices of public human resources administration.
Advanced knowledge of risk management principles and practices.
Principles and practices of project management.
Federal and State laws and regulations applicable to public sector employment and collective bargaining.
The general nature and content of collective bargaining agreements in the public sector.
Statistical concepts and methods used in human resources program management.

Skill in:


Communicating effectively verbally and in writing in order to take direction, provide consultation, justify recommendations, make persuasive arguments, present management positions, conduct trainings, give public presentations, and other related tasks.

Conflict resolution, mediation and consensus building.
Use of computers, computer applications and software.
Attention to detail and organization.
Managing timelines.
Deciding how to avoid, reduce or transfer risks.

Ability to:
Review and evaluate complex data and make appropriate recommendations.
Plan and organize work.
Work independently with little direction.
Meet schedules and timelines despite frequent interruptions.
Maintains confidentiality of work-related issues
Interpret and analyze laws rules, regulations, ordinances, and policies.
Present ideas effectively, verbally and in writing; prepare and make public presentations.
Negotiate effectively.
Work effectively with different groups and individuals.
Develop and implement effective techniques for facilitating and improving human resources programs.
Establish and maintain effective working relationships with City officials, department directors, union officials, and employees.
Resolve disputes and grievances.
Evaluate program and individual performance.
Gain the confidence and cooperation of public officials, administrators, employees, employee representatives, and the general public.
Analyze and evaluate the impacts of policies and new legislation on City programs, services and operations.

WORK ENVIRONMENT
Work is performed in a standard office environment with occasional travel to other facilities. Night and weekend meeting attendance occasionally required.

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