Employee Relations Manager

Salary: $74,089.60 - $96,865.60 Annually
Location : City of Dubuque, IA
Job Type: Full-time
Job Number: 2130-FT-01272024
Department: Human Resources
Opening Date: 01/27/2024
Closing Date: 2/10/2024 11:59 PM Central
FLSA: Exempt
Bargaining Unit: GE
Position Summary
GENERAL SUMMARY: This position is responsible for facilitating employee and labor relations and resolving human resources issues and dealing with everything related to Employee Relations management to help employees, management, and labor understand each other. Working collaboratively with the Human Resources department team, the Employee Relations Manager advises, guides, and trains managers and supervisors in best Employee Relations practices and strategies for managing supervisor problems and employee grievances, disputes, and complaints; uses surveys, interviews, and other studies to research human resources policies and employment issues; makes recommendations; oversees relevant employee teams/committees and intersects with assessment and care team, emotional intelligence services; and performs other duties as assigned.
Provides a vital link to the interactions and relationships between employees and management. Managing Employee Relations is critical to creating a positive and productive work environment. Effective management of Employee Relations involves a commitment to key principles such as open communication, fairness and consistency, respect, employee involvement and engagement, and conflict resolution. A wide range of activities, policies, and practices that impact the overall work environment and the relationship between managers/supervisors and employees is encompassed within this HR function. This work is characterized by a high degree of knowledge, judgment, and initiative in planning, implementing, and overseeing comprehensive Employee Relations and labor relations programs in accordance with all applicable employment laws, practices, and standards.
The ideal candidate possesses the ability to follow a management philosophy that is input oriented and values problem solving and the development of partnerships; the ability to work effectively as a member of a team; and the desire to be part of an organization that values service, people, integrity, responsibility, innovation, and teamwork.
DISTINGUISHING FEATURES OF THE CLASS: Work in this class includes highly responsible professional and managerial duties handling matters relating to employee workplace and employee concerns in the City, including all facets of Employee Relations and workplace accommodations; and is characterized by a high degree of knowledge, judgment, and initiative in planning, implementing, and overseeing a comprehensive Employee Relations program in accordance with all applicable employment laws, best practices, and standards. Either directly or through high-level professional staff, work includes, but is not limited to, contract negotiation, implementation, and administration; grievance and arbitration processing; employee engagement programs and processes, providing consultation and assisting with performance success and discipline and dealing with performance issues, employee, and workplace investigations; overseeing the City's workplace accommodations process, and related managerial consultation and training. Under the general supervision and direction of the Human Resources Director, the employee is responsible for meeting program and work plan objectives within the guidelines established by the Human Resources Director. Work is reviewed by the Director through reports, conferences, and results achieved.
Job Duties

• Plan, organize, and direct a cohesive Employee Relations program, including performance success and engagement, collective bargaining, and workplace accommodations.
• Employee Engagement
  • Using data and best practices, develop and implement employee engagement and employee retention strategies for City of Dubuque employees that includes development and maintenance of an appropriate emotionally intelligent culture, sharing the vision, mission, and goals of the organization with employees, regular feedback loops, supervisor delegation and empowerment of employees, and other related best practices.
  • Promote a sense of ownership, belongingness, and commitment among City employees.
  • Develop programs intended to promote employee wellness and work/life balance.
  • Participate in diverse committee activities.

Productivity and Performance

• Assist managers in creating a positive work environment where all employees feel supported, engaged, and motivated to achieve their best performance.
• Establish processes for recognizing and rewarding employees who make significant contributions to the City.
• Provide training and coaching to managers on addressing conflicts and concerns and managing performance success.
• Assist managers with resources for providing regular feedback to employees (constructive and timely) and coaching sessions.
• Provide consultation and assistance with discipline and dealing with performance issues.
• Oversee Employee-to-Employee Peer Support Team members and Affinity Groups development.
• Liaise between departments or other groups to improve function or communication.

Legal Compliance

• Provide guidance and assure compliance with employment laws and regulations to minimize risks of legal disputes by providing fair, non-discriminatory, and consistent treatment to all employees.
• Establish and communicate clear policies and procedures and assure they are consistently applied.
• Assist departments with establishing clear departmental policies and procedures.
• Implement procedures regarding ADA compliance in the workplace, Unemployment Insurance, EEOC, Affirmative Action, and other related onboarding and employee retention processes.
• Develop, implement, and update City policies with regard to Employee Relations, such as anti-harassment/discrimination policies and social media policies.
• Administer the City's drug-testing program for in-scope employees.
• Advise others on legal or regulatory compliance matters, and human resource topics.

Labor Relations

• Facilitate interaction with bargaining unit representatives.
• Manage contract/policy and procedure consultation, interpretation, and administration.
• Collective bargaining.
• Grievance administration, investigation, mediation, and arbitration.
• Maintain a comprehensive understanding of Federal, State, and Local Employment Laws, Iowa Statutes regarding Public Sector employment to interpret and communicate to managers and employees.
• Administer layoff and recall process for represented and non-represented employees.
• Recommend organizational process or policy changes.

Conflict Resolution

• Provide a safe and confidential channel to raise workplace concerns and complaints.
• Conduct investigations into employee or workplace concerns/complaints and work toward resolution in a fair, non-partisan manner.
• Assist managers to address workplace conflicts, friction and disputes in a fair, clinical, and objective manner with a willingness to listen to all parties involved, seek out all relevant information, and to work toward resolution that is in the best interests of all involved.
• Process grievances.
• Liaises with the Assessment and Care Team, Employee to Employee Support Team and EQville Services.

Analyze data to inform operational decisions or activities.

Manage human resources and human capital activities.

Represent the organization in external relations.

Interview or survey employees, customers, or others to collect information.

Communicate organizational policies and procedures.

Prepare special reports and analyses related to compliance matters, and regulatory or compliance documents.

Analyze data to inform personnel decisions and inform operational decisions or activities.

Maintain knowledge of current developments in area of expertise.

Compile operational data.

Arrange and assist with grievance processing. personnel practices to ensure adherence to regulations.

Measure effectiveness of business strategies or practices.

Develop and Provide Supervisory/Management Training

• Train personnel on managerial topics.
• Develop and provide training to supervisory/management personnel throughout the City on Employee Relations and labor relations matters, including, but not limited to, contract interpretation, grievance handling, arbitration matters, leave administration, workplace accommodations, benefits.
• Develop and maintain a process for informing supervisors/managers on arbitration decisions and precedent-setting grievance settlements.

Establish business management methods, and organizational guidelines or policies.

Update knowledge of legal or regulatory environments.

Present business-related information to audiences.

Represent or advise the City in discussions with the non-represented employees on compensation, hours, and conditions of employment.

Petition on behalf of and represent the City of Dubuque in actions before the Iowa Public Employment Relations Board on matters related to bargaining unit determination, mediation, arbitration, declaratory rulings, and other matters within the jurisdiction of Iowa Public Employee Relations Board.

Serve as a member of the Human Resources Department management team.

Advise others on legal or regulatory compliance matters.

Maintain regulatory and compliance documentation.

Provide functional supervision of relevant employees.

Monitor organizational compliance with regulations.

KNOWLEDGE, SKILLS, AND ABILITIES:

• Employee Relations and Labor Relations -
  • Knowledge of the theories, principles, practices and techniques of employment law, public sector collective bargaining, labor law (including arbitration proceedings), and Employee Relations and engagement. Knowledge of the full range of supervisory principles and practices, Employee Relations and personnel management. Working knowledge of workplace accommodations programs.
  • Ability to plan, organize, and direct a diverse Employee Relations program (encompassing multiple and varied bargaining units and non-represented staff); advise managers on performance success strategies, disciplinary actions and other Employee Relations matters; effectively research Employee Relations issues and precedents; function as the primary or assistant negotiator in all matters relevant to collective bargaining; provide high-level expertise in contract administration and grievance handling; train, support, and deal tactfully and firmly with potentially hostile individuals; advocate for the City's position in negotiations; develop and maintain effective working relationships with staff, managers and employees, union representatives, elected officials, the media, and the general public; work effectively with diverse populations; and communicate complex concepts effectively both orally and in writing.
  • Skill in assisting complaining/responding employees/parties and negotiating with labor representatives.

Customer Service - Knowledge of principles and processes for providing customer services. This includes customer/employee needs assessment, meeting quality standards for services, and evaluation of employee satisfaction.

Computers and Technology - Knowledge of and ability to use computer software applicable to the duties of the position.

Law and Government - Knowledge of employment and labor laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the legal process.

Judgment, Decision Making and Complex Problem Solving

Negotiation and Persuasion

Reading, Written and Verbal Comprehension, Active Listening and Communication

Studies have shown that women and people of color are less likely to apply for jobs unless they believe they can perform every job description task. We are most interested in finding the best candidate for the job and that candidate may come from a variety of backgrounds and lived experiences. If you're interested in applying, we encourage you to think broadly about your background and skill set for the role, even if you believe you do not meet all of the hiring criteria described above.
Qualifications
MINIMUM QUALIFICATIONS:

• At least five years of highly responsible professional Employee Relations experience involving ongoing employee engagement and retention programs/processes, supervisor and manager guidance and training, and substantive responsibility for negotiating and administering employee handbook provisions, collective bargaining agreements (with multiple and varied representation units); investigation employee workplace complaints, litigating, rendering decisions, or enforcing state and/or federal employment laws; and providing consultation regarding the full spectrum of Employee Relations activities.
• Graduation from an accredited college, or university with a degree in human resources, business or public administration, communications, labor relations, or a related field.

PREFERRED QUALIFICATIONS:

• Possession of a master's degree in human resources or related field
• Possession of a Law degree (JD) may substitute for three years of experience.
• PHR/SPHR and/or SHRM-CP certifications.
• Experience working with a diverse workforce and population.
• Experience working in human resource office in a government organization or environment.

Supplemental Information
Physical Requirements: Work requires travel to different City buildings in order to provide consultation on Employee Relations matters. Most work will be performed on a computer and using a telephone or other virtual communication means.
RESIDENCY REQUIREMENT