Labor and Employee Relations Manager

Labor and Employee Relations Manager

POSITION OVERVIEW

Position Identification

• Office/Division: Division of Finance and Administration
• Department: Human Resources
• Classification: Full-time, Exempt, Confidential, Non-Represented Staff Position
• Work Arrangement: In-person, on campus (Valencia, CA)
• Salary Range: Grade 11: ($114,023 - $128,905) annually
• Schedule: Regular business hours, 8:30 - 5 pm with a 37.5-hour workweek; on-campus presence required

The Labor and Employee Relations Manager serves as the primary Human Resources contact for labor relations matters involving multiple collective bargaining agreements and for leading Employee relations matters. Reporting to the Executive Director of Human Resources, this position administers labor agreements, advises managers on contract interpretation, receives and manages grievances, conducts investigations, and supports collective bargaining activities.

The Labor and Employee Relations Manager partners closely with leaders, employees, union representatives, and Human Resources colleagues to promote positive labor-management relationships and ensure consistent application of collective bargaining agreements, organizational policies, and applicable employment laws. Cross-departmental collaboration will be essential across Human Resources, Finance, Payroll, Office of the President, General Counsel, and Provost Office.

This position requires a blend of strategic leadership and tactical, hands-on execution. Operating without direct reports, the ideal candidate will lead broad labor initiatives while actively managing the essential administrative details that keep operations running smoothly.

Essential Duties and Responsibilities

Labor Relations Administration and Compliance

• Serve as the primary point of contact for labor relations matters related to four collective bargaining agreements (CWA and CU-UAW).
• Interpret and administer collective bargaining agreements and provide guidance to managers and employees regarding contractual rights and obligations.
• Advise supervisors and department leaders on contract compliance, discipline, performance management, workplace issues, and labor relations best practices.
• Monitor compliance with labor agreements and identify areas of risk or concern.

Grievance Management

• Receive, track, investigate, and respond to grievances in accordance with applicable collective bargaining agreements.
• Conduct fact-finding and gather documentation related to grievances and labor disputes.
• Coordinate grievance meetings and maintain complete and accurate records of grievance activity.
• Draft grievance responses and recommendations for review by Human Resources leadership.
• Partner with managers to resolve workplace issues before they escalate into formal disputes when appropriate.

Collective Bargaining Support

• Support the planning and execution of collective bargaining negotiations.
• Partner with the legal team to research and analyze contract language, labor market trends, and bargaining proposals.
• Prepare data, reports, costing analyses, and supporting materials for negotiations.
• Assist with drafting contract language, memoranda of understanding, side letters, and settlement agreements.
• Track bargaining commitments and support implementation of negotiated agreements.

Investigations and Employee Relations

• Conduct workplace investigations related to labor relations matters, contract disputes, and employee complaints.
• Collaborate with Human Resources and management to address employee relations concerns involving represented employees.
• Provide recommendations regarding corrective action, contract administration, and dispute resolution.
• Support efforts to maintain productive labor-management relationships.

Training and Communication

• Develop and deliver training to supervisors and managers on collective bargaining agreement administration and labor relations practices.
• Educate leaders on grievance handling, progressive discipline, and contractual obligations.
• Assist in communicating negotiated contract changes and labor relations initiatives.