Labor Relations Consultant ID-1083

Duties

Key responsibilities of this Labor Relations Consultant include, but are not limited to:
 

• Collaborate, consult, advise and provide technical support to management, human resources staff, supervisors and other stakeholders regarding day-to-day and long-term complex labor relations issues having intra and interagency impact.
• Serves as the Department representative in multiple arenas including pre-arbitration review meetings (PARMs)/mediation, grievance arbitration hearings, and Public Employment Relations Commission (PERC) hearings and Unfair Labor Practices (ULP), and Demands to Bargain.
• Adjudicates contract violation, disciplinary and disability separation grievances, and probationary separation reviews with the designee of the Secretary of the Department of Corrections.
• Ensures complex and sensitive employee investigations are conducted in accordance with Just Cause Standards.
• Stays current and knowledgeable regarding employment laws and regulations, case law, WAC Chapter 357, DOC policies, and arbitration and PERC decisions and union agreements.
• Prepares and presents labor-related training
• Co-chair and coordinate Grievance Resolution Panel (GRP) meetings
• Participates on teams, committees, meetings and task groups
• Analyze, process, and coordinate responses to requests for information and public disclosure requests.
• Provides local and regional Human Resources staff with advice, guidance, and leadership and assistance on all matters related to labor relations.

Qualifications

Required:

• At least three years of professional – level human resources experience, or other closely related field, which included experience in at least three of the following: employee and labor relations, contract negotiation, grievance administration and resolution, alternate dispute/conflict resolution; case investigation, analysis, preparation, and presentation; interpretation and application of rules and regulations; or corrective and disciplinary action.
• At least one year supervising, leading or mentoring staff.  Experience may be gained concurrently with professional HR related experience.
• Extensive working knowledge of all aspects of HR and professional trends.  Ability to provide consultation and direction on most complex issues and questions, especially in the areas of employee discipline, employee relations, labor relations, rule and/or contract application and interpretation, just cause principles, and global impacts (both internal and external) of interpretations and determinations. 
• Knowledge of state and federal employment and labor laws, relevant court decisions impacting employers.
• Ability to research, investigate and analyze information; define problems or objectives, formulate logical and objective conclusions, recognize alternatives, and make recommendations.
• Excellent communication skills both orally and in writing, ability to work effectively with both employees and managers.  Able to convey a positive and professional image to all levels of employees and external contacts.
• Strong influence, change management and relationship building skills.
• Demonstrated ability to independently manage multiple complex tasks/projects, in a fast-paced and changing environment.
• Work effectively with individuals or diverse groups on difficult and/or controversial issues, both internally and externally.
• Familiarity and experience with computer programs to accomplish work.  To include Microsoft Word, Outlook, Access, PowerPoint, SharePoint, Excel and Internet Explorer.

• Two (2) years of professional experience specific to labor relations activities to include contract interpretation, arbitration preparation and presentation, collective bargaining, and/or alternate dispute resolution.
• PHR or SPHR Certification
• Bachelor's degree, preferably in Human Resources Management, Business or Public Administration, Social Sciences or related field, from an accredited college or university whose accreditation is recognized by the U.S. Department of Education and the Council for Higher Education Accreditation (CHEA).

Supplemental Information

 
'The mission of DOC is to improve public safety.'
 
For additional information about the agency, please visit doc.wa.gov. 
 
IMPORTANT NOTES:

• Please include a minimum of three professional references with your application. A professional reference is defined as an individual who has been paid to supervise your work and can attest to your work performance, technical skills, and job competencies.  If you do not have any or sufficient professional references, please include non-related professionals, such as educators or other professional associates.
• Phone number AND email address are required for all professional references.
• All DOC employees are fingerprinted for a criminal history background check.
• Employees may work directly with or in close proximity to incarcerated individuals in a potentially hazardous setting. Please consider this when deciding whether to apply.
• We are committed to maintaining a drug and alcohol free work environment, and our employees are expected to comply with all state and federal laws. A pre-employment drug test may be administered as part of the selection process, and applicants who test positive for any controlled substances, will be disqualified from consideration.
• Oleoresin Capsicum (OC) is an aerosol pepper spray made available as a means of self-defense and/or de-escalation. Applicants with sensitivities or allergies are encouraged to ask about the level of exposure they could expect in this position.
• Animal care projects are a common component of most Washington State prisons, including dog and cat programs. Applicants with animal sensitivities or allergies are encouraged to ask about the level of exposure they could expect in this position.
• Tuberculosis (TB) is a priority health issue for DOC employees. The successful candidate may be required to provide valid proof of a baseline TB skin test within 60 days from the date of hire.  When positive tests result, further information, testing and treatment may also be required. Employment is not contingent upon test results.
• This position may be included in a Union Shop.

• Foster a positive attitude and openness toward the ever changing social and cultural makeup of the workplace.
• Work effectively with men and women of different perspectives, abilities, disabilities, races, religions, ages, lifestyle preferences and social, ethnic and cultural backgrounds.
• Respectfully acknowledge people's differences and recognize these differences as important and valuable.
• Promote inclusiveness.
• Be culturally sensitive and appropriate.
• Respect and value diverse backgrounds and traditions.