Duties Description STANDARD DUTIES:

Reporting to the Associate Director Human Resources 3 Labor Relations (ADHR 3 LR), the Associate Director Human Resources 2 Labor Relations will:

• Supervise two HR Specialist 3 (Labor Relations), who oversee the Compliance Unit and the Performance Management Unit accordingly. • Direct the implementation of collective bargaining agreements. • Represent the agency in both statewide and agency level negotiations; and direct or participate in labor management committees. • Provide expert advice and assistance to program managers and supervisors in compliance and performance management matters. • Escalate any unique concerns to the ADHR 3 LR for action and make recommendations for next steps in all facets of Employee Relations work, including disciplinary cases, labor management, and performance management. • Review and evaluate current policies and procedures; make recommendations for revisions, and implement approved revisions • Review and evaluate changes in negotiated agreements; and advise management of their impact on the labor relations program. • Schedule and assign work to subordinate staff; and adjust workload to reflect changes. Monitor work progress and review completed work. • Conduct difficult and sensitive hearings and investigations. • Prepare monthly reports for senior staff members. • Make recommendations for appropriate action in compliance cases; draft and issue written communications, and ensure responses are consistent and adhere to procedure across the agency. • Provide advice and consultation to supervisors and managers to ensure proper interpretation and administrative of contract provisions and avoid misunderstandings that may lead to employee dissatisfaction and grievances. • Assess labor relations and performance management training needs; develop training materials and curricula accordingly. • Assist in developing new Technology solutions for the Employee Relations Office. • Assist the Governor’s Office of Employee Relations in presenting the State’s case at improper practice hearings before the Public Employment Relations Board. • Present at agency conferences, disciplinary arbitrations, labor management, and safety and health meetings. • Act as liaison with legal office on issues involving employee relations activity, including litigation involving disciplinary action or grievance determinations, and Equal Employment Opportunity Commission and Division of Human Rights complaints. • As needed, prepare witnesses for both direct and cross examination at disciplinary arbitration hearings, prepare and present opening statement outlining witness testimony, case evidence, and theory of the case. • As needed, deliver closing argument summarizing major points of State’s case or draft written brief summarizing main arguments and presenting persuasive discussion of management’s case.

Preferred Qualifications: • Ability to initiate and maintain relationships across a diverse set of stakeholders. • Experience in project management • Strong organizational skills • Ability to maintain and meet deadlines

Minimum Qualifications MINIMUM QUALIFICATIONS:

A review of your state history is needed, if you meet any of the below Permanent Competitive qualifications. Please provide the last four digits of your social security number in your email response or on your resume. If you are not comfortable providing this information via email, a representative from our office will contact you via phone.

52.7 NON-COMPETITIVE PROMOTION (NCP) QUALIFICATIONS: To be eligible for NCP, candidates must be in the Department of Labor promotion field and have one year or more of permanent, contingent-permanent or 55 b/c service as a Human Resources Specialist 3 Labor Relations, or two years of service as a Human Resources Specialist 2 (Labor Relations). If 3 or fewer Department of Labor eligible Human Resources Specialist 3 (Labor Relations) or Human Resources Specialist 2 (Labor Relations) respond to this posting, Civil Service may approve the permanent appointment of one of the qualified candidates.

Note: Non-competitive refers to not competing in an examination; the appointment will be competitive.

52.6 TRANSFER QUALIFICATIONS: One year of permanent or contingent-permanent service as a Grade 25/M-1 or higher determined to be administrative by Civil Service.

Consecutive transfers cannot result in an increase of more than one M-grade or two salary grades.

Note: A comprehensive list of titles approved for transfer is available through Civil Service GOT-IT at https:///cmo/gotit/.

Some positions may require additional credentials or a background check to verify your identity.