Manager - Labor and Employee Relations

Summary Reporting to the Vice President- Human Resources, the Manager of Labor and Employee Relations serves as a senior human resources professional responsible for administering and advising on labor relations, employee relations, and employment compliance matters in a unionized public-sector environment. The incumbent exercises independent judgment and discretion and interfaces with executive leadership, legal counsel, and departmental management on complex and sensitive employment matters. This role leads or oversees investigations, grievance administration, disciplinary reviews, and unemployment compensation coordination; provides guidance on the interpretation of collective bargaining agreements (CBAs), policies, and employment law, oversees leaves of absence programs; and ensures that all actions are procedurally sound, legally defensible, and aligned with organizational standards and regulatory requirements. Essential functions Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions of this position. Serves as a primary resource to management regarding labor relations, employee relations, and employment policies, including the interpretation and application of collective bargaining agreements, personnel policies and applicable laws and regulations. Reviews and responds to inquiries by evaluating all relevant facts, records, and contextual factors, and provides guidance or recommendations consistent with policy, contractual requirements, and legal standards. Evaluates proposed employment actions and identifies potential downstream impacts, such as effects on contractual provisions, or operational outcomes, and proactively advises leadership of associated risks or considerations. Leads and conducts workplace investigations into complaints or allegations involving employees, including matters raised by employees, the general public, internal or compliance functions. Determines, in coordination with leadership, appropriate disciplinary actions and facilitates or delivers disciplinary meetings in a manner consistent with established procedures and employee due process rights. Administers the grievance process in accordance with applicable collective bargaining agreements, including intake review, scheduling and coordination of hearings, and preparation of documentation and witnesses. Oversees the Leaves Specialist and management of leave programs, including Family Medical Leave Act (FMLA) and other state-specific leave laws. Determines employee eligibility for leave requests. Ensures compliance with federal, state, and local laws regarding leave and accommodations. Provides HR consultation and education to all employees, regarding leave and disability policies, laws, and procedures, including Family Medical Leave (FMLA), the Americans with Disabilities Act (ADA), worker’s compensation, short—and long-term disability, and all other state/local/municipality laws. Consultations are confidential, sensitive, and can be complex in nature Facilitates the interactive process under the ADA between the employee and their supervisor to determine reasonable accommodations. This includes making decisions on reasonable accommodations that will also support business area-specific needs, and escalates issues as needed; Applies attention to detail and critical thinking in reviewing required medical documentation in order to determine eligibility and status of ADA accommodations and make independent decisions Coordinates unemployment compensation matters with third-party administrators, including submission of separation information, review of determinations, and assessment of whether to contest or appeal claims in accordance with internal protocols. Works closely with the Office of General Counsel and outside counsel to support employment litigation, arbitration, and other legal or administrative proceedings involving labor or employee relations matters. Coordinates, develops, and delivers training related to labor relations, employee relations, employment policies, and regulatory requirements. Performs related duties as assigned. Knowledge, Skills, and Abilities Knowledge of: Labor and employee relations principles and practices in a unionized environment. Collective bargaining agreements, employment policies, due process requirements, and applicable labor and employment laws. Investigative standards, grievance procedures, arbitration processes, and unemployment compensation requirements. Skill in: Analyzing complex employment matters, evaluating competing factors, and applying policies, contractual provisions, and legal standards to reach sound recommendations. Conducting workplace investigations, including interviewing witnesses, reviewing documentation, and preparing clear and well-supported findings. Preparing written reports, correspondence, and documentation related to employee relations, discipline, grievances, and legal proceedings. Communicating effectively with management, employees, union representatives, legal counsel, and external parties, particularly on sensitive employment matters. Ability to: Exercise independent judgment, discretion, and confidentiality in the handling of complex and sensitive labor and employee relations issues. Identify risks, recognize downstream impacts of employment actions, and proactively advise leadership of potential implications. Interpret and apply collective bargaining agreements, policies, and legal requirements in a consistent and defensible manner. . Manage multiple matters simultaneously, prioritizing competing deadlines, and maintaining accuracy. Utilize human resources information systems and other standard software Microsoft Excel, Microsoft Word, or other comparable systems. Supervisory responsibilities This position supervises one (1) employee