Human Resources Labor Relations Analyst/Officer - County of Riverside
Riverside, CA 92501
About the Job
Click here to learn about the benefits of working for the County of Riverside
The Riverside County Human Resources Department is seeking a Labor Relations Analyst/Officer (Senior-Principal HR Analyst/Employee & Labor Relations Officer) to support the Labor Relations Division in Riverside. The Labor Relations Division acts as both a resource and liaison between stakeholders to ensure the appropriate application of legal, regulatory, policy, and union contract interpretation.
This position will be tasked with formulating, developing, and interpreting Memorandum of Understanding (MOU) language, providing advice regarding best practices, and drawing from collective bargaining experience to resolve a variety of issues. Additionally, the position will play a key role in the collective bargaining and contract negotiation process for the County, which is comprised of six labor groups.
The Department desires candidates that have provided support in the collective bargaining process, have familiarity in the Meet and Confer process, and a strong understanding of the Meyers-Milias-Brown Act, and relevant laws, regulations, and policies governing public sector labor and employment. Competitive candidates will possess considerable work experience in a public sector unionized environment with comparable collective bargaining and contract negotiation responsibilities, as well as experience working with the Public Employee Relations Board (PERB).
The level at which the position will be filled is at the Department's discretion and is based on candidate qualifications.
Applications will be reviewed and competitive candidates will be referred for interview in the order in which they are received.
Meet the team!
The Human Resources Department strives to effectively serve and partner with our community, departments and employees by leveraging best practices and innovation to foster a thriving county.
EXAMPLES OF ESSENTIAL DUTIES
Serve as advisor or liaison to an assigned department, unit, or agency in various aspects of human resources administration; counsel and advise managers and supervisors regarding issues governed by the collective bargaining agreements; interpret Memoranda of Understanding (MOU) and County Ordinance provisions.
Oversee collective bargaining procedures, including drafting, reviewing and modifying proposals, verifying legal contract terminology and suggesting additional rules and regulations as necessary.
Ability to work in a fast-paced environment and manage multiple projects simultaneously.
Ability to function with a high degree of independence and provide guidance to all HR divisions and County departments on a wide array of Labor Relations matters.
Handle routine labor inquiries relating to policies, procedures, and bargaining units.
Interact with management representatives at all organizational levels to resolve and clarify work related issues.
Engage with employee organizations.
Exercise sound judgement in gathering, arranging, and evaluating information to determine sound conclusions.
Serve as a Step 2 hearing officer for employee grievances.
Assist or lead in collective bargaining negotiations.
Monitor ongoing administration of bargaining agreements.
Calculate and analyze proposals for MOU contracts or resolution benefits such as insurance. plans, vacations, shift differentials, overtime/premium pay, holidays and wage increases.
Manage labor grievances as needed by investigating circumstances of incident, validity of claims, adherence to contract policies and completion of resolution procedures.
Meet and confer with regulatory agents and County representatives to assess the nature of requests; recommend to department the appropriate response that ensures compliance with the regulatory agency request and County policy; serve as a member of the County management team at the bargaining table during contract negotiations.
Participate in joint labor-management committee (JLMC) meetings between the County and Labor groups to cooperatively discuss and resolve problems of mutual concerns.
Prepares, reviews, and coordinates documents and exhibits, for Employee/Labor Relations cases, associated with DFEH/EEOC/DOL and civil litigation. Attends and participates at various levels, with formal/informal complaint meetings, administrative hearings, grievances, appeals, Public Employment Relations Board hearings, Meeting-&-Confer sessions, Arbitrations, and other due process activities.
MINIMUM QUALIFICATIONS
Senior Human Resources Analyst
$99,305.06 - $140.656.01 Annually
Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).
Experience: Three years of professional human resources experience, at least one of which with responsibility for labor relations and at least two years of which are at the journey level equivalent to the County of Riverside Human Resources Analyst III, with responsibility for conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee or labor relations, organizational development, training, benefits, or other human resources functions that demonstrate acquisition of the required knowledge, skills, and abilities. (Completion of graduate level courses from an accredited college or university may substitute for up to one year of the required non-journey experience on the basis of 24 semester or 36 quarter units equaling one year of experience.)
Principal Human Resources Analyst
$100,314.80 - $145,306.87 Annually
Education: Graduation from an accredited college or university with a bachelor's degree or equivalent education (minimum completed units equaling 120 semester/180 quarter). Additional qualifying technical, paraprofessional or professional human resources experience may substitute for the education based on a year-for-year basis (one year of full-time experience equaling 30 semester/45 quarter college level-units).
AND
Experience:Four years of professional, journey-level experience with at least one year with responsibility for labor relations additional experience includes conducting job analysis, recruitment and selection, employment test construction, position classification, compensation analysis, employee relations, organizational development, training, benefits, or other human resources functions that demonstrate acquisition of the required knowledge, skills, and abilities for the position. (Completion of a graduate degree from an accredited college or university may substitute for up to one year of the non labor relations required experience.)
Employee and Labor Relations Officer
$116,270.78 - $167,046.35 Annually
Education:Graduation from an accredited college or university with a bachelor's degree in human resources management, behavioral or social sciences, industrial relations, organizational studies, public or business administration, or a closely related field. (Additional qualifying experience may substitute for the required education on the basis of one year of full-time experience equaling 30 semester or 45 quarter units of the required education.)
Experience: Four years of professional, journey-level experience with responsibility for conducting employee or labor relations or other closely related human resources functions that demonstrate acquisition of the required knowledge, skills and abilities for the position. (Completion of a graduate degree from an accredited college or university may substitute for up to one year of the required experience.)
License/Certificate: Possession of a valid California Driver's License is required.
Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or other relevant human resources related certification is desired.
Knowledge of: The principles and practices of public administration and management; the principles and practices of position classification, salary administration, recruitment and selection, employee development, and employee or labor relations techniques; the dynamics of staff/line personnel relationships; current trends in employee/employer relationships; leading edge computer work tools, including the internet; principles and practices of public sector labor relations; collective bargaining process in the public sector; effective case presentation techniques.
Ability to: Coordinate the development of consensus in addressing human resources issues; utilize quality tools involving quantitative analysis and interpersonal/team interaction; develop and maintain confidence of executive/senior level managers with agency/department services; develop and maintain effective relationships with employees at all levels of the organization; evaluate cost effectiveness and cost-benefit of human resources programs and organizational utilization of staff; understand, interpret, apply, and explain human resources laws, rules, regulations, standards, and procedures; interpret and apply complex rules, regulations, and MOU; analyze and make improvements in policies and procedures relating to agency/department human resources activities and transactions; analyze data and prepare clear and concise reports; establish and maintain cooperative and effective relationships with a broad range of professional staff including attorneys and related legal staff, department heads and managers, and all those contacted during the course of performing professional responsibilities; train, supervise, and evaluate the work of subordinates; recognize problems and devise effective courses of action; operate in the digital/computer domain; counsel employees and advise management relative to grievances and their solutions, and other human resources management problems; secure willing cooperation of line supervisors in accepting and carrying out sound human resources management practices; speak and write effectively; exercise independent judgment and initiative; plan and coordinate major human resources projects within the agency/department.
Supplemental Information
• Effectively analyze and interpret federal and state laws affecting employee/labor relations.
• Successfully discern and analyze alternatives in complex technical situations to assist in problem resolution.
• Use highly effective and innovative presentation methods.
• Accurately interpret, explain and apply complex rules, regulations and provisions of memorandum of understanding and Board of Supervisors policies and ordinances.
• Participate appropriately in collective bargaining process as directed by the Employee Relations Manager.
• Successfully analyze conflicting information to determine appropriate strategy.
• Succinctly and clearly develop written hearing findings, memorandum of understanding and reports as assigned.
• Persuasively deliver oral justifications and arguments to a variety of audiences on behalf of the County including during contract negotiations, management/labor meetings and legal meetings.
• Meet commitments on a timely and expedient basis.
• Successfully prioritize conflicting timelines ensuring that each assignment receives appropriate time and consideration.
• Skillfully utilize computer software and other available technology to maintain employee relations records, memorandum of understanding and technical/legal information.
• Ability to interface with executive/senior managers in agency/department services.
• Confidently present County position and proposals during negotiations, re-openers and labor/ management meetings on behalf of the Employee Relations Manager.
• Effectively research a wide variety of complex data sources governing public sector employee/labor relations, including negotiation and employee grievance regulations and rulings.
• Appropriately interpret memorandum of understanding to disseminate accurate direction and advice to managers and professional human resources staff.
• Take independent actions after carefully determining and analyzing all relevant factors.
• Maintain objectivity and credibility.
SUPPLEMENTAL INFORMATION
Testing Information
Competitive candidates may be required to successfully pass a writing assessment prior to being certified for an interview.
Veterans' Preference
The County of Riverside has a Veteran's Preference Policy . Upload a copy of your (or your spouse's) Member-4 Form DD-214 (or NGB-22) indicating dates of service, and a copy of your spouse's letter of disability (if applicable) with your application. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans' preference.
Reasonable Accommodations
The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: http://dao.rc-hr.com/ .
Degree Verification:
Prior to the closing date, upload a copy or email to atavaglione@rivco.org of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account. If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services ( NACES )or Association of International Credential Evaluators, Inc. ( AICE ).
What's Next?
This is a continuous posting and will remain posted until the position is filled. Applications will be reviewed and competitive candidates will be referred for interview in the order in which they are received.
This recruitment is open to all applicants.Applicants who are current Riverside County employees or current Riverside County Employees with HR may be considered before other applicants depending on the volume of applications received. Applications received prior to the closing date will be considered based on the information submitted. Changes or alterations cannot be accepted. No late applications will be permitted.
Applicants who fail to provide information demonstrating they possess the position requirements may not be considered further in the application process. A description of job duties directly copied from the job classification or job posting will not be considered. Based on the number of applications received, this posting may close or be extended without notice.
Qualified applicants may be considered for future vacancies throughout the County.
BASED ON THE NUMBER OF APPLICATIONS RECEIVED, THIS POSTING MAY CLOSE WITHOUT NOTICE.
GENERAL INFORMATION
If you have any questions regarding this posting, please contact Angela Tavaglione at atavaglione@rivco.org .
If you are experiencing technical problems, you may contact the governmentjobs.com applicant support desk Monday through Friday, 6 am to 5 pm Pacific Time at support@governmentjobs.com or toll-free 1-855-524-5627.
GENERAL APPLICATION INFORMATION:
Please read and follow any special application instructions on this posting. Click the 'Apply' link located on this page to submit your application. For instructions on the application process, examinations, Veteran's preference, pre-employment accommodation or other employment questions, please refer to our web site, www.rc-hr.com . A pre-employment physical examination and background check may be required.
MEDICAL/DENTAL INSURANCE: A Flexible Benefit Credit is provided on a monthly basis as governed by the Management Resolution or applicable bargaining unit. Vision coverage is provided through Vision Service Plan (VSP) at no cost to employee or eligible dependents.
Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here .
MISCELLANEOUS RETIREMENT: County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS).
- Tier I (Classic Member - Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.
- Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.
- Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013.As of July 1, 2020, the employee contribution is 7.25% and subject to change annually.
A new member is defined as any of the following:
CalPERS refers to all members that do not fit within the definition of a new member as "classic members".
Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.
Note:
This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to retirement@rivco.org or by calling the Benefits Information Line at (951) 955-4981,
Option 2.
If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees' Retirement Law. The Retirement Law is complex and subject to change. If there's any conflict between this summary and the law, the law will prevail over this summary.
DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options.
401(a) MONEY PURCHASE PLAN: County contribution of $50 per pay period towards choice between two 401(a) plan providers.
ANNUAL LEAVE (Bi-Weekly Accrual):
0 < 36 months = 8.92 Hours
36 to <108>108 or more months = 12.00 Hours
Maximum Annual Leave accumulation is 1,800 hours. Employee may receive pay in lieu of up to 80 hours per calendar year. Agency/Department Head may approve an additional 80 hours.
-Annual Leave for Unrepresented Management Attorneys:
Maximum Annual Leave accumulation is 2,000 hours. Refer to Article 22 of the Management Resolution for a list of job classifications included.
HOLIDAYS: Normally 12 paid holidays per year.
BEREAVEMENT LEAVE: 5 days (3 days are County paid; 2 days can be taken through use of accrued leave balances).
BASIC LIFE INSURANCE: $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase.
LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay.
POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the Management Resolution or applicable bargaining unit.
OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding, Management Resolution, or Salary Ordinance. Please contact the recruiter listed on the job posting directly for more information..