Training & Dispute Resolution Administrator 40

Salary : $80,473.74 - $108,316.92 Annually

Location : Lansing, MI

Job Type : Full-Time

Job Number : 00369

Department : HUMAN RESOURCES

Opening Date : 01 / 17 / 2025

Closing Date : 2 / 14 / 2025 11 : 59 PM Eastern

Job Advertisement

The City of Lansing Human Resources Department is excited to announce a new position to their department, a Training and Dispute Resolution Administrator! The position's main responsibility will be to review casefiles at the conclusion of investigations, and make recommendations on whether remedial action needs to be taken, as well as develop and deliver training programs. This will also include the facilitation and coordination of the remedial action.

If you have an interest in laws and regulations related to dispute resolution, conducting mediation sessions, and developing & delivering training programs, then we encourage you to apply! The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave.

IDEAL CANDIDATES WILL POSSESS THE FOLLOWING :

• Bachelor's degree in human resources, conflict resolution, or a related field; AND
• Minimum of three (3) years of experience in dispute resolution, mediation, or a related role including :
• Two (2) years of experience in conducting internal workplace investigations AND
• One (1) year of experience facilitating and presenting trainings on various topics.
• Equivalent combination of experience may be combined to equal three (3) years.
• Experience in providing testimony for arbitration or court proceedings, preferred.

ESSENTIAL POSITION FUNCTIONS INLCUDE BUT ARE NOT LIMITED TO :

FULL JOB DESCRIPTION AVAILABLE UPON REQUEST

The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer.

The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis.

See links below for our Anti-Retaliation and Anti-Religious Discrimination and Religious Accommodation Policies :

HAND DELIVERED APPLICATIONS AND DOCUMENTATION WILL NOT BE ACCEPTED.

Application Special Instructions

Attach a cover letter, resume, OFFICIAL college transcripts, and copy of all acquired certifications to application.

City of Lansing

Non-Bargaining Fringe Benefits

Fringe benefits provided to full-time Non-bargaining employees shall be in accordance with provisions provided to other City employees as determined by the Mayor.

Health Insurance : The City of Lansing shall offer at the time of hire, or during an annual open enrollment period, the following choice of medical insurances. Coverage will be effective the first (1st) day of the month following the date of hire.If an employee chooses the non-base plan, they will be required to pay the difference between the base and non-base plan, in addition to any premium share.

For employees hired on or after July 1, 2007 double coverage for spouses employed by the City of Lansing will not be permitted. A waiver payment (opt-out program) for the spouse not receiving coverage will be made.

If the employee chooses to "buy up" to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Employees electing the Base plan above will be eligible for a $400 cash incentive annually. Benefit summaries and rate sheets are available in the Department of Human Resources.

Medical Insurance Opt Out Program : Pursuant to the City of Lansing 125 Cafeteria Plan, employees may choose to opt-out of the City's health care plan annually, during an open enrollment period. An employee who opts-out of the City's health care plan will be eligible to receive $1800.00 annually, in accordance with the procedures of the Medical Insurance Opt-Out Program.

Dental Insurance : The City pays the full premium costs for the Dental plan provided by the City, coverage includes the employee and family members. Coverage includes 100% coverage for cleaning; 50% coverage for treatment costs with a $1,500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,500.00 lifetime maximum per person. Coverage is effective the first day of the month following thirty calendar days of service. Booklets and summaries are available in the Department of Human Resources.

Vision Insurance : Employees are eligible for vision coverage under the VSP vision plan, effective July 1, 2014. This plan provides vision exams, lenses and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources.

Life Insurance : The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule :

Spouse $25,000

Unmarried child, age

14 days to 6 months $ 500

6 months to 23 years $ 2,000

Coverage is effective one (1) month and one (1) day following the date of hire. Summaries are available in the Department of Human Resources.

Longevity Bonus : Longevity bonuses shall be paid to employees as follows :

5 but less than 10 years service 2% bonus

10 but less than 15 years service 4% bonus

15 but less than 20 years service 6% bonus

20 but less than 25 years service 8% bonus

25 or more years 10% bonus

Following completion of five (5) years of continuous full time service by October 1 of any year and continuing in subsequent years of such service, each employee shall receive annual longevity payments as provided in the schedule. Payments to employees who become eligible by October 1 of any year shall be due the subsequent December 1.

No longevity payment as above scheduled shall be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000.00.

Vacation : A new employee shall be credited with 80 hours vacation available for use after the completion of one (1) year of service. In subsequent years two (2) years through five (5) years of service, employees receive 80 hours vacation, with a maximum accumulation of 240 hours per pay period. The maximum accumulation increase correlates with the increase in vacation accrual. After five years of service, employees will receive an additional eight (8) hours vacation for each year of additional full-time service, not to exceed a maximum vacation leave of 160 hours accrued in any given year, with a rolling cap of 400 hours per pay period.

Sick Leave : Employees shall be credited with 3.7 hours of sick leave each pay ending (approximately (1) one day per month), no maximum accumulation. Employees may use sick leave for absences due to his / her illness or injury, including pregnancy, or an illness or injury in his / her immediate family. No sick leave credit shall be accrued by an employee during an unpaid leave of absence. Upon separation from the City, employees shall be paid 50% of accrued sick leave up to a maximum of 680 hours paid except in cases when fraud, theft, or embezzlement has resulted in discharge.

An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first four unused sick leave days accrued that year over 60 days.

Personal Leave : Employees receive two (2) personal leave days annually on January 1 or at time of hire and an additional 16 hours each July 1st. An employee cannot carry forward their January credit past June 30th of any given year. Personal days must be used by December 31 or they shall be forfeited.

Holidays : New Year's Day

Martin Luther King Birthday

Good Friday

Memorial Day

Independence Day

Labor Day

Veterans Day

Thanksgiving Day

Friday After Thanksgiving Day

Day Before Christmas

Christmas Day

Day Before New Year's Day

Bereavement : At the time of the death of a spouse, child, step-child, parent, step-parent and parent of a current or deceased spouse, an employee will be entitled to use a maximum of the five (5) working days with pay, not to be deducted from the accumulated sick leave, to arrange for and / or attend a funeral or memorial service. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave or compensatory time.

An employee will be entitled to use a maximum of three (3) working days with pay, not to be deducted from the accumulated sick leave to make arrangements and attend a funeral or memorial service for any other immediate family member. "Other immediate family" shall mean aunt, uncle, niece, nephew, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law and grandchild.

Education Reimbursement : Employees covered herein shall be eligible for educational cost reimbursement benefits up to $500.00 annually for job related courses. Such courses must have prior approval in writing and must be taken on personal time to be eligible for reimbursement. All requests must be made in writing and courses must be satisfactorily completed with a grade of 2.5 or better.

Parking / Transportation Subsidy : Employees, who do not have a designated parking space due to the nature of their position will be provided parking at no cost at the North Grand expansion ramp or, if the employee's work site is located there at the North Capitol ramp. A monthly CATA bus pass at the City's expense or a subsidy equal to the cost of a monthly CATA bus pass to be used for SPECTRAN services will also be provided at no cost.

City of Lansing 125 Cafeteria Plan

Medical and Dependent Care Reimbursement : Employees have the opportunity to pay for medical insurance premiums, unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Maximum cap on medical expense reimbursement will be $2,500 per plan year.

Deferred Compensation : Employees shall be eligible to participate in the City's deferred compensation plan as may be offered by the City. Currently these plans include investment options from VOYA and T. Rowe Price. The employee may contribute up the maximum allowable by law through payroll deduction or as revised by the Deferred Compensation Committee. For a bi-weekly employee the minimum contribution is $25.00 per pay period. Summaries are available in the Department of Human Resources.

RETIREMENT

Employees hired after August 26, 2019 New Non Bargaining employees hired, or promoted, on or after August 26th, 2019 who were not members of the ERS Plan or the Police and Fire Retirement System Plan prior to being hired - will only become eligible for retirement benefits under the City's Defined Contribution Plan. Employees promoted to this group that were previously members of the ERS or the Police and Fire Retirement System plan will be allowed to remain in the plans they are currently enrolled in.

The Defined Contribution Plan retirement benefits for the new Non Bargaining employees will include the following provisions :

The Plan will be administered by Principal. Employees will enroll and self-direct their investment options. Failure to enroll shall result in the City transferring monies into the Plan which shall default to the Target Date Fund. At the end of eight full years of service members will be vested for all City contributions. Should the member leave at the end of three full years the member will have the following options :

Rollover monies into another tax deferred investment option; or

Leave monies in the plan and continue to be invested tax deferred.

Retirement Health Care

Employee hired on or after July 1, 2016 are not eligible for retiree health care benefits. Newly promoted members, if vested prior to their promotion, may remain eligible for retiree health care benefits.

All employees hired or promoted and not previously vested in retiree healthcare benefits, will receive a defined contribution healthcare savings account funded by the City of Lansing at the rate of 4% of the employee's wages per year retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.

Employees otherwise eligible for a defined benefit retiree healthcare plan will be entitled to voluntarily make an irrevocable election, before leaving employment with the city, to waive any and all entitlement to retirement healthcare coverage for themselves and any eligible spouse and / or dependents and elect instead to receive a defined contribution health care savings vehicle benefit funded by the City of Lansing at the rate of 4% of the employee's base wages paid each year, retroactive for all full-time actual City service. The employee shall not be entitled to receive the benefit or any account balance upon separation from City employment under the plan unless the employee has completed three (3) continuous years of full-time actual City service.

Summary information regarding the Plan is available in the Department of Human Resources.

Classification / Compensation : Compensation and classification shall be administered by the Department of Human Resources and established through job content evaluation and wage line administration pursuant to the City's adopted classification / compensation plan.

Subsequent increases in compensation levels for the non bargaining employees shall be determined by the Mayor in accordance with provisions at the same level and date provided to other City employees.

Upon separation from City service an employee, or designated beneficiary (as defined by law), shall receive a lump sum payment for 100% of accrued vacation to a maximum of 400 hours, 50% of accrued sick leave to a maximum of 680 hours, and 100% of accrued personal leave. Compensatory Leave shall be administered in accordance with the Compensation Administration section of the Personnel Rules for Non-Bargaining employees.

Department of Human Resources, 8th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone : 483-4014

EQUAL OPPORTUNITY EMPLOYER

Rev. 01 / 15 / 2020

Rev. 09 / 19 / 2016

Rev. 05 / 01 / 2014 Rev. 09 / 01 / 2012

Rev.09 / 01 / 2011

Rev. 07 / 26 / 2011 Rev. 01 / 05 / 09

Rev. 07 / 01 / 2007 Retirement health care, h / c premium share, inc. co-pays

Rev. 8 / 14 / 2003 New Retirement Plan

Rev. June 17, 2003 - Increase BCBS prescription co-pay, addition of stand alone vision, increase dental benefits

Rev. December 5, 2001)

Rev. July 25, 2001)

Rev. July 1, 2001)

Rev. September 27, 2000)

Rev. June 20, 2000)

Do you possess a Bachelor's Degree or higher in Human Resources, conflict resolution, or a related field?

Identify your highest level of education

Identify your major or area of concentration

How much experience do you have in dispute resolution, mediation, or a related role?

How much experience do you have in conducting internal workplace investigations?

How much experience do you have in facilitating and presenting trainings on various topics?

Do you have experience in providing testimony for arbitration or court proceedings?

Please select from the following list of tasks / skills you have knowledge and / or experience in (Please check all that apply) :

Do you possess a valid Driver's License?

Required Question

Salary : $80,474 - $108,317