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SUMMARY
Under general supervision, directs a variety of complex functions in labor relations including advising, counseling, supporting, and training District staff to assure proper administration and compliance of labor agreements and employee due process.
ESSENTIAL FUNCTIONS
- Directs the activities and staff of the Labor Relations Department; manages labor relations including mediation, dispute resolution, employee discipline, negotiations, contract administration and implementation; advises, counsels, supports, and trains District managers on collective bargaining issues; maintains collaborative working relationships with the union representatives.
- Collaborates with Cabinet and department heads to translate their organizational needs into Labor Relations and negotiations strategies.
- Serves as the chief negotiator on major contracts.
- Serves as Labor Relations lead in executive strategy sessions with the Board of Education.
- Exercises independent judgment within policy guidelines; analyzes issues and recommends solutions.
- Develops infrastructure to assure that effective systems are in place to address contract administration and due process issues; analyzes discipline, grievance and arbitration trends; develops comprehensive negotiations plan to assure cost containment and alignment with district goals.
- Reviews and analyzes disciplinary, arbitration, and grievance data to determine trends; develops recommendations for revised policies and procedures; coordinates development of the overall strategic approach to labor negotiations and the legislative agenda; serves as a lead negotiator on labor agreements; provides training and advice to staff on their roles on the negotiations team.
- Manages assigned staff, and assigns tasks, programmatic responsibilities, and projects; evaluates performance, resolves workload and technical issues, and assures that goals are defined and achieved; develops staff skills and training plans, and conducts performance evaluations.
- Directs administration of labor contracts, including facilitating labor/management meetings, interpreting and advising on the implementation of contract language, and preparing memorandums of agreement to amend terms and conditions of employment.
- Manages employee due process issues; advises and counsels staff, collects information, directs investigations, conducts meetings, and develops recommendations on employee performance and misconduct matters; prepares agreements, action plans, reports and resolutions as needed.
- Coordinates Labor Relations responsibilities with the Human Resources department to ensure high levels of service delivery to schools and departments.
- Evaluates and responds to grievances, and advises staff on appropriate response; coordinates grievance meetings, mediations, arbitrations, hearings, and settlement conferences; negotiates and drafts settlement agreements.
- Prepares and presents reports on Labor Relations issues.
- Demonstrates courteous and cooperative behavior when interacting with students, clients, visitors, and MPS staff; acts in a manner that promotes a harmonious and effective workplace environment
- Enthusiastically promotes the Superintendent’s goals and priorities in compliance with all policies and procedures.
- Maintains absolute confidentiality of work-related issues, records and MPS information.
MINIMUM QUALIFICATIONS
Bachelor’s Degree in Human Resources, Labor Relations, Business or Public Administration
AND
4 years of experience in Labor Relations, preferably in the public sector or an equivalent combination of education, training and experience as determined by Human Resources.
PREFERRED QUALIFICATION - Public School experience
Knowledge of:
- Principles, practices and strategies for labor negotiations and labor relations.
- Integration of equity framework in labor and employee relations.
- Navigate compliance but can innovate in talent strategy.
- Principles of contract negotiation, contract management, and collective bargaining agreements.
- Principles and practices of public sector administrative management, including cost accounting, budgeting, purchasing, contract management, customer service and employee supervision.
- State and Federal laws, statutes, rules, codes and regulations governing labor relations and collective bargaining agreements. Knowledge of Minneapolis Civil Service Rules
- Organizational and functional responsibilities of HR Department work groups.
- Principles of confidential records and file management.
Skill in:
- Resolving disputes and grievances, and bringing people together to solve problems.
- System-level experience
- Capacity building with a focus on building and department leaders
- Defining issues and problems, collecting data, analyzing information, and making logical conclusions based on facts.
- Analyzing problems and recommending effective solutions.
- Interpreting a variety of technical instructions and managing abstract and concrete variables.
- Researching, collecting, analyzing, and preparing data and generating reports.
- Assessing and prioritizing multiple tasks, projects and demands.
- Providing effective customer service.
- Reviewing documents and extracting relevant information.
- Establishing and maintaining effective working relationships with co-workers and clients.
- Using initiative and independent judgment within established procedural guidelines.
- Operating a personal computer using standard and specialized software.
- Communicating effectively verbally and in writing.
LICENSE AND CERTIFICATION REQUIREMENTS
A valid Minnesota State Driver’s License may be required.
PHYSICAL DEMANDS AND WORKING ENVIRONMENT
Work is performed in a standard office environment which requires occasionally lifting such articles as file boxes or heavier materials with help from others and/or lifting and carrying light objects frequently. A job in this category may require walking or standing to a significant degree or may involve sitting most of the time with long periods of computer work and heavy phone usage.
MACA 79 Exempt
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