COUNTY OF NORTHAMPTON DEPARTMENT OF HUMAN RESOURCES EASTON, PA JOB DESCRIPTION LABOR RELATIONS OFFICER

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1 1 of 6 GENERAL PURPOSE The Labor Relations Officer is responsible for overseeing a range of functions related to human resource management in a union and non-union environment, including but not limited to administration of County policies and Collective Bargaining Agreements across divisions and departments. Additionally, this position is responsible for administering a broad range of tasks including resolving complaints, counseling managers and employees on the interpretation of policies, procedures and Collective Bargaining Agreements. SUPERVISION RECEIVED This position reports to the Director of Human Resources. SUPERVISION 1 EXERCISED May exercise supervision over the clerical, temporary, or other staff as assigned. ESSENTIAL DUTIES OF THE POSITION Participates in developing department goals, objectives and systems. Provides advice and counsel to department heads, managers and staff on a variety of issues including, but not limited to, union contracts, County policies, federal and state labor laws, work rules, and employee discipline. Assists the Director of Human Resources to ensure compliance to tenants of just cause and adherence to proper due process including Loudermill notices and hearings. Assumes a major role in preparing the County s position and negotiating collective bargaining agreements, Memorandum of Understanding (MOU s) and similar documents, and Personnel Policy administration with the County s three unions, Supervisors, and meet and discuss groups. Maintains working relationship with unionized workforce and adheres to terms of labor contracts by monitoring day-to-day implementation of policies concerning wages, hours and working conditions. Ensures compliance with negotiated collective bargaining agreements on a daily basis. 1 Supervision is defined as having the authority to hire, transfer, suspend, layoff, recall, promote, discharge, assign, evaluate performance, reward or discipline other employees or responsibility to direct them or adjust their grievances; or to a substantial degree effectively recommend such action, if in connection with the foregoing, the exercise of such authority is not merely routine or clerical in nature but calls for the use of independent judgment.

2 2 of 6 Investigates all labor disputes and grievances and prepares and presents the County s position in grievance procedures including third step hearings and grievance arbitration. Represents the County in meet and discuss sessions with union and supervisory representatives and recommends solutions where applicable. Advises County supervisors and managers regarding matters concerning labor issues and employee discipline. Assists supervisors and managers in drafting memorandums of understanding, employee discipline, employee suspension, and discharge letters. Reviews all disciplinary documentation and provides consultation prior to administration of discipline for all County employees. Additionally, present in disciplinary meeting with supervisors and unions as objective third party. Conducts exit interviews with departing employees to identify trends and facilitate action plans. Prepares pertinent data and cost estimates for collective bargaining. Participates in research activities concerning benefits, wages, and related matters. Directs special labor relations and related activities as requested. Provides pertinent information and clarification to employees. Apprises the County of current applicable Federal and State labor laws and changes thereto. Recommends new or revised policies pertaining to labor relations. Responsible for compliance under Davis Bacon Act. Assists Director and Deputy Director in investigations related to sexual harassment, discrimination, retaliation, misconduct, or other work related misappropriations. Advises on recommended courses of action for results of investigations and supports proper performance documentation and decisions. Investigates labor disputes and grievances; holds meetings and discussion sessions with the appropriate union officials and County supervisory and management personnel, and recommends solutions where applicable; drafts said recommendations.

3 3 of 6 Maintains an up to date employer discipline record to assure fairness and consistency in accordance with personnel policies. Develops and maintains affirmative action program, files EEO reports, maintains other records, reports and logs to conform to EEO regulations. Participates in administrative staff meetings and attends other meetings and seminars. Assists in evaluation of reports, decisions, and results of department in relation to established goals. Recommends new approaches, policies and procedures to effect continual improvement in efficiency of department and services performed. Does research, analyzes data and prepares reports, as assigned. *An employee assigned to this title shall perform a majority, but may not perform all, of the duties listed in this job description. Conversely, minor level duties performed on the job may not be listed. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. REQUIRED MINIMUM QUALIFICATIONS EDUCATION & EXPERIENCE Completion of a bachelor s degree with major course of study in Human Resources Management, Labor Relations, Employee Relations, Labor Studies or related Human Resources discipline and three (3) years of Human Resources or professional or technical experience; OR A master s degree in Human Resources Management and two (2) years of professional or technical experience in the HR field; OR Seven (7) years of full time professional or technical experience in the Human Resources field, OR Equivalent combination of education and experience. CERTIFICATION/LICENSE Preferred certificate from the Human Resource Certification Institute (HRCI) with the designation of Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR), or Society of Human Resource Management (SHRM) with the designation of SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP).

4 4 of 6 Employees assigned to this title will be required to possess and maintain a valid and current Pennsylvania motor vehicle driver s license with an acceptable driving record. KNOWLEDGE, SKILLS, AND ABILITIES Thorough knowledge of goals, objectives, principles and practices of public human resources management. Thorough knowledge of principles, practices, methods and techniques commonly utilized in employment, classification and pay analysis, employee relations, and other human resources management fields. Knowledge of grievance and arbitration procedures, public sector union contracts, labor law regulations, including ACTS 195 and 111. Ability to prepare negotiate, and administer contractual agreements. Ability to review disciplinary matter and prepare recommendations for their resolution. Thorough knowledge of proper records management, retention of records and cataloguing of files. Ability to prepare and analyze comprehensive reports, carry out assignments, and administer existing and proposed programs. Ability to handle stressful situations. Ability to maintain confidential and sensitive information. Generalist background with broad knowledge of employment, compensation, organizational planning, employee relations, and training and development. Able to work successfully and productively in a team environment or independently and deal with multi-tasks effectively. Strong ability to perform well and be unfailingly diplomatic in a high pressure and complex environment. Excellent problem-solving skills, exercise sound judgment, and demonstrate the ability to envision and deliver innovative solutions. Proven analytical, planning and organizing skills. Excellent communication and interpersonal skills with ability to listen effectively, respond appropriately, and maintain mutual comfort level while relating to a diverse workforce.

5 5 of 6 Ability to establish credibility and be decisive. Skill in gathering and analyzing information about jobs, working conditions, disciplinary cases, and other human resources management issues and report preparation of such. Thorough knowledge of state and federal labor laws and regulations, as well as the ability to learn specific rules and regulations governing human resources administration in the County. Ability to present ideas effectively both verbally and in writing. Ability to establish and maintain effective working relationships with employees, supervisors and managers, other agencies, and the public. Ability to read, write, speak, understand, or communicate in English sufficiently to perform the duties of this position. American Sign Language may also be considered as an acceptable form of communication. TOOLS AND EQUIPMENT Telephone, personal computer (including HRIS, word processing, spreadsheet and other specialized software), calculator, fax machine, and copy machine. PHYSICAL DEMANDS While performing the duties of this job, the employee is frequently required to walk, sit, talk or hear. The employee is occasionally required to use hands to finger, handle or feel objects, tools or controls; reach with hands and arms; climb or balance; stoop, kneel, crouch, or crawl; and taste or smell. The employee must occasionally lift and/or move up to twenty-five (25) pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus. The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually quiet.

6 6 of 6 SELECTION GUIDELINES Formal application, rating of education and experience, oral interview and reference check as well as job related tests may be required. The job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change. FLSA STATUS: DESIGNATION: PAY GRADE: UNION STATUS: FLSA EXEMPT Career Service CS-30 NON-UNION INCUMBENT S ACKNOWLEDGEMENT: My signature below acknowledges that I have received a copy of my job description and that I understand that it is my responsibility to perform the duties of the position. Employee s Signature Date Employee s Name Printed