Shawnee State University, a regional state university of Southern Ohio, is seeking highly qualified candidates to fill the position of Labor and Employee Relations Manager.  Reporting to the Director of Human Resources, this full-time administrative position is responsible for providing collaborative leadership in three major areas: Labor and Employee Relations; Human Resource Policies Management; Human Resources Compliance Officer. 

Labor and Employee Relations’ general responsibilities include: establish and maintain effective labor-management relations for the University subject to top management guidance and approval; represent the administration in collective bargaining by serving as lead negotiator; provide assistance with interpretations of CBA provisions as required; and assure the effective administration of the various CBAs through ongoing educational guidance and support to those charged with direct supervision of operating units; provide assistance to the president and other University officials via an established process for the adoption of memoranda of understanding (MOUs).

HR policies general responsibilities include: ensure relevant University policies and procedures are consistent with collective bargaining agreements; coordinates the development of new and revision of existing HR policies and procedures for unrepresented employment groups; maintains and coordinates the renewal and scheduled reviews of policies, procedures, and administrative guidelines relevant to the University’s human resources.

University HR compliance officer general responsibilities include:  coordinate the implementation of programs related to  Affirmative Action, EEO, Title IX, and other regulatory roles as assigned; provide training and informational sessions relevant to all topics on a regular basis; investigate or assure appropriate investigation of allegations of violations of such.

SHAWNEE STATE UNIVERSITY
JOB DESCRIPTION

JOB TITLE: Labor and CATEGORY: Administrative 12-mo
Employee Relations Manager
GRADE: 48 FLSA STATUS: Exempt
DEPARTMENT: Human Resources O.R.C: Unclassified
DIVISION: Finance and Administration F.T.E.: 1.0

GENERAL SUMMARY

This position works under the general direction of the Director of Human Resources and is assigned three primary areas of responsibility: (1) labor and employee relations, (2) HR policies, and (3) HR compliance officer.

Labor and Employee Relations’ general responsibilities include: establish and maintain effective labor-management relations for the University subject to top management guidance and approval; represent the administration in collective bargaining by serving as lead negotiator; provide assistance with interpretations of CBA provisions as required; and assure the effective administration of the various CBAs through ongoing educational guidance and support to those charged with direct supervision of operating units; provide assistance to the president and other University officials via an established process for the adoption of memoranda of understanding (MOUs).

HR policies general responsibilities include: charged with ensuring that relevant University policies and procedures are consistent with collective bargaining agreements; coordinates the development of new and revision of existing HR policies and procedures for unrepresented employment groups; maintains and coordinates the renewal and scheduled reviews of policies, procedures, and administrative guidelines relevant to the University’s human resources.

University HR compliance officer general responsibilities include: coordinate the implementation of programs related to Affirmative Action, EEO, Title IX, and other regulatory roles as assigned; provide training and informational sessions relevant to all topics on a regular basis; investigate or assure appropriate investigation of allegations of violations of such.

PRINCIPAL DUTIES AND RESPONSIBILITIES

1. Serve as lead negotiator for the administration for all collectively bargained agreements.
2. Prepare, conduct, and supervise those selected to participate in the administration’s committee for bargaining      sessions.
3. Responsible for assuring the effective administration of all collectively bargained agreements.
4. Serve as administration’s representative in contact with employee representative officials on all matters pertaining to terms and conditions of employment.
5. Serve as liaison between University officials, in collaboration with general counsel, and the employee representatives to develop and memoranda of understanding.
6. Provide assistance to administrators/supervisors in the interpretation of provisions of the CBA and/or MOUs; provide assistance and advice regarding possible courses of action in resolving allegations of CBA violations.
7. Develop, manage and maintain thorough and accurate records for bargaining matters.
8. Assemble and analyze information on trends in labor relations. Prepare management white papers on related HR and/or labor relations topics. Scan the regulatory environment in higher education as well as labor relations to identify developments impacting the human resources matters of the University. Proactively prepare analyses on potential contingencies, alternatives, etc.
9. Lead the development and management of HR policies. Ensure policies reflect the applicable provisions of collectively bargained agreements. Manage the required stakeholder involvement in the implementation of relevant Board policies.
10. Develop and manage positive employee relations programs. Ensure the University is maintaining an environment where supervisory interactions with employees are in line with collective bargaining agreements.
11. As needed, manage the University’s union election strategy and responses to union organizing campaigns.
12. In concert with the General Counsel, represent the University before arbitrators, SERB, and State Personnel Board of Review.
13. Manage and monitor the University’s compliance with the HR-related regulatory environment.
14. Serve as lead investigator on allegations of violations of CBAs (grievances) and University anti-discriminatory policies.
15. Assist and advise management on designing programs to attain and maintain a diverse workforce at all levels within the University.
16. Conduct internal audits on a periodic basis to ensure compliance with federal, state, and local legislation regarding compliance with EEO / Affirmative Action; ADA, HIPPA, and FMLA.
17. Conduct regular training and educational opportunities to University populations on all assigned areas of responsibility.

MINIMUM KNOWLEDGE SKILLS AND REQUIREMENTS
Advanced degree or certifications in business, law, or labor relations; Bachelor’s acceptable only with 7 – 10 years as a senior HR labor official.
Approximately 5 to 7 years related experience needed in order to gain full knowledge of the HR field.
Experience interacting in an environment with formalized complaint/grievance processes and/or public collective bargaining
Knowledge of federal rules and regulations related multiple HR areas (e.g., FMLA, ADA, HIPAA, FLSA, etc.).
Demonstrated effective interpersonal and communication skills to communicate and negotiate with a variety of constituents and audiences regarding contractual matters, personnel decisions and to maintain effective working relationships with substantially prominent persons such as labor leaders, attorneys and government representatives.
Strong evidence of ability to maintain organized records and to clearly and effectively document results of a myriad of interactions.
Strong analytical skills needed in order to develop appropriate policies and to ensure compliance to same in coordination with all levels of university personnel.

PREFERRED
1. Experience in complementary HR, University or Business field.
2. Experience in managing union campaigns.
3. Experience in policy development, education, and communication
4. Expertise in an environment increasingly reliant upon technological innovations for record-keeping and work-flow process administration.
5. Comfortable working in a complex organization and interpreting multiple contracts, policies, and practices pertinent to the needs of various constituencies.
WORKING CONDITIONS
Normal office environment with little exposure to excessive noise, heat, dust and the like.

REPORTING RELATIONSHIP(S)
Reports to the Director of Human Resources
Responsible for direct supervision and for indirect supervision of personnel during labor negotiations and subsequent CBA and BOT policy interpretations.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this job. They are not intended to be an exhaustive list of responsibilities, duties and skills required of personnel so classified.

Minimum Qualifications and Abilities Required: