Human Resources Manager (Employee & Labor Relations)

Description

The City of Fremont's Human Resources Department is recruiting for a

Human Resources Manager (Employee and Labor Relations)

VIEW OUR RECRUITMENT BROCHURE

The Department
The mission of the Human Resources Department is to support and develop our employees, so they can support the community. We achieve this through bringing stability to an ever-changing and evolving environment, while creating and maintaining equity.

The Position
The Human Resources Manager is an at-will division-level position that reports to the Human Resources Director. This position plays a pivotal role in planning and managing employee and labor relations, as well as organizational development and training activities. The HR Manager will provide strategic support for key initiatives and projects, including full contract negotiations and collaborating with the City’s nine bargaining units to develop and update policies and procedures. Additionally, the HR Manager will lead efforts to advance diversity, equity, and inclusion initiatives that benefit both the City’s employees and the Fremont community.

The ideal candidate will demonstrate strong communication, project management, and analytical skills, along with the ability to effectively organize and prioritize tasks in a fast-paced setting. They should thrive in a dynamic environment and possess the expertise to manage complex personnel issues and all aspects of employee relations, including labor relations.

First Review of Applications

The first review of applications is at 12:00 p.m. (Noon) on Friday, November 8, 2024. This recruitment may close without notice after this date so interested applicants are encouraged to apply immediately. A resume, cover letter, and supplemental questionnaire (part of the online application) must be submitted with the completed City application.

To be considered for this outstanding employment opportunity, please complete an application online by clicking "Apply" just above this box.

Selection Process

The process may include a panel interview, written exercise, professional reference checks, fingerprint check for criminal history, and other related components. Only those candidates who have the best combination of qualifications in relation to the requirements and duties of the position will continue in the selection process. Meeting the minimum qualifications does not guarantee an invitation to participate in the process. If you are interested in employment in these classifications, you should apply to ensure you are considered for additional opportunities that may utilize the candidates from this recruitment.

Reasonable Accommodation
Human Resources will make reasonable efforts in the examination process to accommodate persons with disabilities. Please advise Human Resources of any special needs a minimum of 5 days in advance of the selection process by calling (510) 494-4660 or emailing humanresources@fremont.gov .

Contact Us
For additional information, please contact Human Resources Department at: humanresources@fremont.gov .

The information contained herein is subject to change and does not constitute either an expressed or implied contract.

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Human Resources Manager Class Specification

Definition

Under the general direction of the Human Resources Director, plans, organizes, and directs one or more sections of the Human Resources Department which include the functions of Labor Relations, Recruitment/Examination, Classification/Compensation, Benefits and Payroll/HRIS. The Human Resources Manager serves as a member of the department’s management team.

Class Characteristics

This is a management classification in the Human Resources Department responsible for managing the operations of one or more sections of the Human Resources Department. Incumbents must have the ability and flexibility to apply their skills to effectively manage all functions and will be assigned to manage different department sections when required. This classification is distinguished from the department head in that the latter is responsible for planning, organizing and directing all Human Resources services for the City. The Human Resources Manager exercises direct supervision over professional, technical and/or support staff and may act as the department Director in their absence.

Essential Functions

Duties common to all functions:

• Serves as a Citywide consultant by providing information concerning Human Resources policies, procedures, wage rates and terms of labor contracts.
• Negotiates and interprets labor contracts.
• Conducts research and analysis of complex technical issues.
• Partners with the other Human Resources managers.
• Supervises, motivates, trains and evaluates staff.
• Assists in developing the department’s goals and objectives, budget and work plan.
• Assists in the development and implementation of Citywide goals, objectives, and policies.
• Manages and participates in special projects.
• Develops and implements performance standards and needs assessments.
• Represents the Human Resources Department in interdepartmental, interagency and public meetings; serves on committees and task forces as assigned.
• Develops and prepares materials for presentation to members of the public, employee groups and City Leadership teams.
• Manages record retention policy.
• Ensure compliance with legislative, regulatory and judicial mandates, regulations and professional standards.

Recruitment and Classification:

• Manages and coordinates activities related to recruitment, examination and selection.
• Conducts complex and/or executive recruitments.
• Schedules and prioritizes recruitments.
• Provides technical consultation and direction on exam construction and administration.
• Performs statistical analysis of examination results.
• Develops creative outreach techniques to attract a diverse applicant pool.
• Develops, administers and evaluates oral, written and performance exams and other assessment instruments.
• Manages the preparation of job announcements, employment advertising and other recruitment materials.
• Selects, evaluates and manages employment provider contracts and relationships.

Classification and Compensation:

• Develops, coordinates and administers the City’s classification and compensation plan.
• Conducts and supervises data collection and analysis.
• Conducts comprehensive classification studies.
• Completes class audits and provides audit recommendations.
• Works with department directors and union representatives to establish new City class specifications.
• Coordinates activities of the Position Request committee.
• Works with hiring managers to establish competitive job offers.
• Selects, evaluates and manages classification, and compensation provider contracts and relationships.

Employee Benefits:

• Manages all employee benefit programs.
• Analyzes benefit plan cost effectiveness.
• Monitors and ensures benefit plan compliance.
• Negotiates plan design and premium rates with plan providers.
• Develops team operating procedures for effective benefit processing.
• Counsels employees regarding employee benefits.
• Manages new employee benefit orientation.
• Assists employees regarding the Public Employees Retirement System (PERS).
• Completes required CalPERS contract amendments.
• Selects, evaluates and manages benefit provider contracts and relationships.
• Coordinates Cobra benefits for separated employees.

Employee and Labor Relations Assignment:

• Provides counsel and assistance regarding employee relations and organizational development matters, including performance evaluations, corrective actions, grievance and disciplinary investigations and negotiation preparation.
• Coordinates cost analysis on negotiation proposals; drafts contract language; administers labor agreements and represents the City in labor and management issues.
• Manages the City’s employee relations policies and Personnel Rules to ensure effective supervisory practices.
• Researches, develops, interprets and administers Human Resources policies and procedures.
• Stays current on local, state and federal legislation affecting public sector labor law.
• Manages leave of absence program and ensures CFRA/FMLA/FEHA/ADA compliance.
• Develops appropriate leave policies and procedures and educates managers on policies and legal requirements.
• Prepares legally defensible reports and analysis of investigative findings, including recommendations for action.

Payroll/HRIS:

• Manages Citywide Payroll programs and systems.
• Provides expert advice on Payroll practices.
• Monitors and evaluates unemployment insurance claims processing and provides necessary evidence and testimony in defense claims as required.
• Manages Human Resources Information systems.

Marginal Functions

• Other duties as assigned.

Minimum Qualifications

Knowledge, Skills and Abilities

Knowledge of: the principles and practices of human resources administration, including Recruitment, Examination, Classification, Compensation, Employee Benefits, Payroll and Labor Relations, depending upon area of assignment; applicable federal, state and local agencies, laws, codes, and regulations related to the area of assignment; research methods and statistical analysis; methods and techniques of record keeping and report preparation; proper English usage, spelling and grammar; the principles and practices of management, supervision and training; principles and practices of public administration; and the role of human resource functions in a municipal agency.

Skill in: project management; managing meetings; group dynamics; organizational design and development; leadership, motivation, team building and conflict resolution; and organizational analysis.

Ability to: Plan, organize and manage assigned area (e.g. Recruitment, Examination, Benefits, Labor Relations, Payroll) activities; resolve conflicting situations with collaborative outcomes; understand, analyze, interpret and explain laws, regulations, policies, contractual agreements; develop and implement operational policies and procedures; prepare and present comprehensive and clear reports and recommendations regarding complex technical issues; ensure completion of projects in a timely manner; analyze data and/or problems, identify potential solutions, project consequences of proposed actions, and implement recommendations; prepare narrative, statistical and technical reports; analyze existing systems, processes, and procedures, evaluate alternatives and make creative recommendations; plan, organize, and prioritize work assignments; make formal and informal presentations; supervise, train, and evaluate personnel; counsel employees, supervisors and managers; assist in contract negotiations; collaboratively develop and implement innovative processes and practices, and gain cooperation through discussion and persuasion; communicate clearly and concisely, both orally and in writing; establish and maintain effective working relationships with those contacted in the course of work.

Education/Experience

Any combination of education and/or experience which has provided the knowledge, skills and abilities necessary to satisfactory job performance would be qualifying. A typical way to obtain the required knowledge, skills, and abilities would be: possession of a Bachelor’s degree from an accredited college or university in Industrial Relations, Public or Business Administration and five (5) years of progressively responsible experience in two or more Human Resources functional areas (e.g. Recruitment, Examination, Benefits, Labor Relations, Payroll), one year of which included supervisory responsibility. A Master’s Degree may be substituted for one year of experience.

Public Sector professional level Human Resources experience is highly desirable.

Licenses/Certificates/Special Requirements

This classification requires the ability to travel independently within and outside of City limits. Possession of a valid California Class C driver’s license is required. Failure to maintain this license will result in discipline up to and including termination.

Physical and Environmental Demands

Rare = 66%

Sitting: Constant
Walking: Occasionally
Standing: Occasionally
Bending (neck): Frequent
Bending (waist): Rare
Squatting: Rare
Climbing: Never
Kneeling: Never
Crawling: Never
Jumping: Never
Balancing: Never
Twisting (neck): Frequent
Twisting (waist): Never
Grasp - light (dominant hand): Rare
Grasp - light (non-dominant): Rare
Grasp - firm (dominant hand): Rare
Grasp - firm (non-dominant): Rare
Fine manipulation (dominant): Frequent
Fine manipulation (non-dominant): Frequent
Reach - at/below shoulder: Occasional
Reach - above shoulder level: Rare

Push/pull:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Lifting:
Up to 10 lbs. Occasional
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Carrying:
Up to 10 lbs. Rare
11 to 25 lbs. Never
26 to 50 lbs. Never
51 to 75 lbs. Never
76 to 100 lbs. Never
Over 100 lbs. Never

Coordination:
Eye-hand: Required
Eye-hand-foot: Required
Driving: Required

Vision:
Acuity, near: Required
Acuity, far: Required
Depth perception: Required
Accommodation: Required
Color vision: Required
Field of vision: Required

Talking:
Face-to-face contact: Required
Verbal contact w/others: Required
Public: Required

Hearing:
Normal conversation: Required
Telephone communication: Required
Earplugs required: Not required

Work environment:
Works indoors, uses computer monitor, works around others, works alone, works with others.

Class Code: 2022
FLSA: Exempt
EEOC Code: 1
Barg. Unit: UME
Probation: 12 months
Created: 1/2011

The City of Fremont offers a comprehensive benefit package including general and holiday leave as well as medical, dental, vision, life, and long/short-term disability insurance.

To view a summary of the benefits the City offers, please visit: City of Fremont Benefits Summary

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• City of Fremont, CA

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