Human Resources Representative

Classification Description

TITLE: Human Resources Representative

CATEGORY: Management

FLSA: Exempt

GRADE: K

JOB SUMMARY

Acts as an internal consultant to College managers to provide strategic and hands-on counsel and support on a broad range of long-term and day-to-day human resources and employee/labor relations matters, including those of significant complexity. Acts as a liaison between Human Resources and assigned campus(es) to facilitate communication and to ensure the coordination of HR programs.

Typical responsibilities include: acting as a subject matter expert to interpret and apply state and federal laws and regulations in various aspects of employment to ensure legal compliance; interpreting and applying college policies, HR procedures and labor agreements; planning and conducting investigations; providing advice in the handling of, and oversight in the implementation of, all aspects of performance management, the administration of employee discipline and the administration of the grievance process; acting as a member of the College’s management team and actively participating in collective bargaining; assisting in the analysis of business and operation needs and the development of plans to meet those needs, including workforce analysis; assisting in the administration of college leave programs; assisting with ADA compliance; conducting management/employee training; performing other related activities.

DISTINGUISHING CHARACTERISTICS

The Human Resources Consultant is distinguished from other human resource positions by the requirement to have in-depth knowledge of multiple HR programs, and to apply that knowledge to consult with HR, campus managers, legal counsel, and others, on complex issues, including employee and labor relations issues, which impact the effective operation of campus programs. Advice and decisions may have a district-wide impact, and frequently have legal or contractual implications for campus and/or college operations. Acts as a member of the HR and campus leadership teams.

TYPICAL DUTIES AND RESPONSIBILITIES

Consult with managers and advise employees on the full range of HR programs (Employee and Labor Relations, Employment, Classification/Compensation, Benefits, etc.); provide strategic guidance to Executive officers and managers to ensure best HR practices are integrated into campus operations; conduct needs assessments to identify gaps and to recommend changes to increase the effectiveness of operations. Ensure the consistent implementation of HR policies and procedures by exercising persuasion and influence.
Strategically assess, problem-solve and provide counsel to managers and employees on a variety of complex, and/or sensitive HR and organizational issues, with a particular focus on employee and labor relations issues; facilitate and collaborate on a broad range of HR issues with a variety of individuals and groups, including college executives and managers, employees, Federation representatives, and other internal or external stakeholders; assist in building consensus and resolving conflict.
Effectively convey information about HR programs, concepts and legal principles to managers and employees through both oral and written methods of communication.
Consult with HR leadership team and/or college counsel on complex issues; research employment laws and/or best practices to resolve ad hoc issues, and to assist in the development and implementation of HR policies or procedures.
Confer with and coach managers on performance management, employee morale issues, effective management techniques, leadership development, team building and other related issues, to improve the efficient and effective operation of campus programs, employee satisfaction, and/or the productive interactions and teamwork of staff.
Plan and conduct internal investigations into alleged violations of college policies and procedures and makes appropriate recommendations for resolution and/or disciplinary action based on findings; draft disciplinary documents. Investigations may include researching and responding in writing to external complaints (e.g. BOLI or EEOC) on behalf of the college. Collect, analyze, prepare, and report relevant information and data on these issues and others.
Consult with managers and employees on contract interpretation and other labor relations matters. Act as a management representative at contract administration meetings and in formal collective bargaining sessions. Act as a consultant to managers to hear, respond to and resolve employee grievances; research collective bargaining history and past practice and interprets labor agreements to formulate recommendations for grievance responses, draft grievance responses and negotiate and draft grievance settlements, and/or perform other related activities.
Consult with College executives and managers on the evaluation, development and implementation of organizational design and staff restructuring; act as a liaison with stakeholders (e.g. department manager, HR, Federation Representatives) to communicate and implement organizational/staffing changes.
Develop and facilitate training sessions on applicable topics to develop the skills of managers/supervisors in managing their employees.
May administer specialized program within the scope of human resources.
Positions in this classification may perform all or some of the responsibilities above and all positions perform other related duties as assigned.

MINIMUM QUALIFICATIONS

Bachelor's Degree in Business Administration, Human Resources or a related field. Relevant experience may substitute for the degree requirement on a year-for-year basis. Five years of recent professional human resources experience at the senior level, which includes broad generalist experience in the development and delivery of comprehensive Human Resources services, and which includes at least two years of experience conducting employee and labor relations activities.

KNOWLEDGE AND SKILLS

Knowledge of:

Applicable human resource program management principles, practices, methods, and procedures;
Applicable Federal, State, and local laws, rules, regulations, codes, and/or statutes;
Employee relations principles and practices;
Collective bargaining processes and procedures and labor relations principles and practices;
Conflict resolution techniques;
Research and analysis;
Automated human resource information systems.

Demonstrated Skill in:

The organization, synthesis and analysis of varied and complex information and problems;
The identification of alternative solutions, the anticipation of the consequences of proposed actions, and the implementation of recommendations in support of achieving operational objectives and goals;
The exercise of persuasion and influence in complex and sensitive situations within all levels of the organization to effect decisions and outcomes that align with best practices;
The effective oral and written communication of policies, procedures, legal concepts, etc.;
The exercise of good judgment in decision-making;
The development of positive and collegial working relationships;
Conducting a variety of effective internal investigations, including disciplinary, grievance, and BOLI/EEOC investigations;
Negotiating and settling employment disputes;
Assessing and identifying causes of workplace issues and conflict and mediating conflict or making recommendations for the resolution of conflicts;
Conducting business and operations needs assessments and developing recommendations to meet those needs;
Planning and organizing work and managing projects;
The flexibility and adaptability needed to work in a changing environment and to respond to changing needs;
Handling multiple tasks simultaneously;
Working with diverse academic, cultural and ethnic backgrounds of community college students and staff;
Utilizing computer technology used for communication, data gathering and reporting.

Demonstrated Ability to:

Communicate to a variety of audiences;
Listen, and to identify, elicit and distill essential information needed to assess and resolve problems and issues ;
Tolerate a high degree of ambiguity;
Work independently and as part of a team.

WORK ENVIRONMENT AND PHYSICAL REQUIREMENTS

Work is generally performed in an office environment, with frequent interruptions and irregularities in the work schedule. Frequent reaching, sitting, walking, and standing may be required. No special coordination beyond that used for normal mobility and handling of everyday objects and materials is needed to perform the job. Incumbents are required to work and maintain offices at more than one location. Frequent travel within the college district is required. Occasional early morning, evening and/or weekend work may be required.