Employee & Labor Relations Manager

We pride ourselves on being a champion to GW’s commitment to fair treatment of all members of its community and the main source of education to the university community on how to further our success and understanding of the value of a diverse workforce in our global environment. The Equal Employment Opportunity and Access office (EEOA) provides consultative services to assist staff with situations that involve allegations of unfair treatment, discrimination and affirmative action, as well as disability and religious accommodations. The Employee & Labor Relations Manager provides overall guidance to stakeholders in departments/divisions with union employees regarding all aspects of the employee and labor relations spectrum; from formal training to grievance handling to specific guidance regarding corrective actions. Job duties include: - Serves as Subject Matter Expert (SME) and advises HR Business Partners on all facets of labor relations for the university, including interpretation of Collective Bargaining Agreements (CBA) - Grievance Administration – Manages, tracks and monitors the grievance process and serves as the HR representative in the appropriate review step during the process.Labor-Management Meetings – conducts regularly scheduled meetings with Human Resources, Management, and Union representation in accordance with CBAs. - Employee Relations – Provides SME guidance to HR Business Partners regarding performance counseling and corrective action and interpretation of university policies. Facilitates sound and consistent employee and labor relations decisions. - Collective Bargaining – Participates in negotiations with unions. Identifies and researches potential issues which may arise during negotiations. Analyzes proposals for the feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the University. Consults with Department leaders to ascertain their priorities and the feasibility of their acceptance. Monitors CBA implementation on a regular basis to track areas of concern for future negotiations. - Arbitration – Assists Legal Counsel in preparing for and representing the University at arbitrations and third-party proceedings as required. - Third-Party Proceedings – Investigates charges or complaints filed with third-party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses, and other involved parties to assist in the preparation of a response to the charge. Provides assistance to legal counsel in responding to complaints and third-party proceedings, including Equal Employment Opportunity Commission (EEOC), DC Office of Human Rights, and National Labor Relations Board (NLRB) charges. Represent the University at conferences, hearings, etc. - Stays informed of current regulatory requirements and changes in legislation and court decisions impacting employee relations at the University. Monitors relevant updates from regulatory agencies and collaborates with appropriate stakeholders to recommend changes to policies or processes as needed. - Manages communication of potential employment litigation and/or risks to legal counsel and consults with the Office of General Counsel on labor relations matters as needed. - Training and Facilitation – Researches, develops, designs, and presents training programs/sessions in all areas of employee and labor relations. Performs other duties as assigned. The omission of specific duties does not preclude the supervisor from assigning duties that are logically related to the position.