Overview
The Manager of Employee Relations is a leader in the City’s Department of Human Resources (DHR) who oversees the Employee & Labor Relations division. Reporting to this position is a team of two specialists who provide guidance and support to employees and leaders at all levels of the organization in this specialized area of human resources. This team provides expertise in policy, addressing employee relations issues, labor contracts, provides guidance in how to navigate in a collective bargaining environment and develops training in all related areas. Working with the CHRO, this position will lead DHR’s role in contract negotiations, facilitates DHR’s response to union requests/concerns, partnering with key stakeholders (Chief Labor Relations Officer, City Attorney’s Office, and DHR managers) in making recommendations on behalf of DHR in the City’s proposals. This position is also a legislative liaison for DHR, reviewing proposed legislation related to human resources and working with key areas of DHR who will draft opinions regarding how the City should respond. This position reports to the City’s Chief Human Resources Officer.
 
Ideal Candidate
The ideal candidate must have a strong background in both employee relations and labor relations. The candidate will have experience interpreting and providing expertise regarding policy and labor contracts. Candidates should be experienced in managing stressful situations and have the ability to remain tactful, calm and persuasive in controversial or confrontational situations. The candidate will have strong leadership skills and experience managing people. A background interpreting legislation and debriefing leadership is a plus.
 
The Opportunity

• Provides leadership to and oversees a team of two specialists, who engage in the day-to-day activities of the division. Coaches and leads team in providing managers and supervisors in employee relations best practices and strategies for addressing problems, disputes, and grievances. 
• Responsible for successful management of all discipline and grievance processes, providing guidance to the team and conducts specialist activities as appropriate. Tracks activities, ensuring that the team is completing all required investigations, tracking timelines, is responsive in these timelines, attends hearings as appropriate, and other related activities.
• Reviews department requests to discipline and approves prior to issuing discipline; seeks CHRO approval as appropriate. Reviews response letters and sends for CHRO review and signature. 
• Ensures that cases are well documented and that employee and labor relations files are maintained as a part of regular division practice. Evaluates processes and makes recommendations to enhance records management.
• Collaborates with legal counsel in vetting recommendations for discipline. Makes recommendation and oversees the process for terminations and reductions in force.
• Maintains reports of division activities for access by the CHRO; briefs the CHRO on issues that may require additional leadership support and/or communication to the City Manager’s Office.
• Works with DHR leaders and specialists to evaluate disputes and provides guidance to stakeholders in order to bring them to resolution.
• Represents DHR in all applicable contract negotiation activities, including reviewing and providing feedback on proposals; collaborating and coordinating with DHR subject matter experts in order to recommend proposals for consideration by the Chief Labor Relations Officer and City Manager; and attending all applicable contract negotiations. Facilitates DHR’s response to union requests/concerns.
• Legislative liaison for DHR, reviewing proposed legislation related to human resources and working with key areas of DHR to respond and provide feedback.
• Develops and conducts training on employee and labor relations, and other related topics as appropriate.
• Manages Employee Relations communications and ensures that information that is available to employees in Employee Services and DHR’s website are updated as appropriate.
• Performs other related duties as assigned.

 
About the Department
The Department of Human Resources  is made up of a dedicated team of professionals working to support the strategic direction of the City government through the recruitment, development, and retention of a high-quality workforce capable of delivering public services in a complex and stimulating community environment. Through thoughtful planning and the diligent execution of work, the Department of Human Resources focuses on the critical needs of our dynamic organization and its employees. If you’d like to learn more about the City of Alexandria, please click Here.The City of Alexandria is committed to providing equal opportunity in all areas of employment, including but not limited to recruitment, hiring, demotion, promotion, transfer, selection, lay-off, disciplinary action, termination, compensation and selection for training. The City of Alexandria will not discriminate against any employee or job applicant on the basis of race, color, creed, religion, national origin, ancestry, sex (including sexual harassment), sexual orientation, gender identity, or gender expression, disability, age, marital status, genetic information, status with regard to public assistance, veteran/military service status, familial status, or membership on a local human rights commission, or lawful participation in the Minnesota Medical Cannabis Patient Registry, or any other legally-protected classification.Minimum: Four-Year College Degree, including multiple/extensive course work and training in human resources, employment law, recruitment regulations and practices, EEO/FMLA & ADA, and other functional HR areas. Five years professional Human Resources experience at the level of a Human Resources Analyst or Senior Human Resources Analyst, with responsibilities which involved the administration of one or more programs in the human resources functional areas of employee relations, training and development, classification and compensation, benefits and records, or employment and testing. Experience developing and writing policies and procedures and complex related reports; experience with budgeting and contracts; providing professional support and guidance to line and departmental managers, and at least two years of supervisory experience; or any equivalent combination of experience and training which provides the required knowledge, skills, and abilities.