This is a description of a Staff Position Classification. It is not an announcement of a position opening. To view descriptions of current openings, please go to UNMJobs and Search Postings to view positions that are currently accepting applications.
The following statements are intended to describe, in broad terms, the general functions and responsibility levels characteristic of positions assigned to this classification. They should not be viewed as an exhaustive list of the specific duties and prerequisites applicable to individual positions that have been so classified.
Summary
Directs and coordinates the University's overall employee and labor relations activities, programs, and services. Provides professional direction, leadership, and education to Human Resources management, HR generalists, constituent faculty and staff administration, and the general University community on a broad range of complex employee and labor relations issues. Serves as the University's principal liaison and negotiator with labor unions. Develops strategic employee relations programs and initiatives, and prepares studies and recommendations pertaining to institutional employment and labor relations policy matters. Manages technical support staff.
Duties and Responsibilities
Provides individual and/or group advice, guidance, professional support to Human Resources Consultants, client representatives, and others with respect to interpretation and application of employee relations and associated policies, practices, and procedures.
Responds to and coordinates resolution of policy-related enquiries emanating from Human Resources Consultants, department constituencies, employees, or job applicants; handles complex, high-profile operational issues of potential University-wide impact.
Participates and/or provides leadership and consultation in Human Resources and interdepartmental employee-related investigations; assists in the review of legal cases as requested by University Counsel.
Provides assistance, advice and guidance to employees under the provisions of University policy; provides or coordinates provision of a range of work-related dispute resolution services as required, to include mediation, conciliation, negotiation, and/or formal arbitration.
Identifies training needs, and plans, develops, and delivers formal training to University management and/or employees on a variety of labor relations, employee relations, and associated topics.
Interprets and provides advice and guidance regarding the terms of the university's collective bargaining agreements to ensure University-wide administrative compliance.
Directs and leads labor negotiators during the collective bargaining process; develops and implements collective bargaining parameters, guidelines, and procedures on behalf of the University.
Provides direct liaison and assistance as appropriate in the resolution of individual workplace disputes.
Researches, identifies, and interprets current and emerging employee relations issues, trends, and opportunities; develops and implements responsive University-wide programs, initiatives, and communications.
Reviews and advises as appropriate on employee suspensions, demotions, layoffs, and discharges to ensure compliance with federal and state laws, policies, procedures, and acceptable management practices.
Develops and maintains corporate employee relations data bases and tracking systems; collects and analyzes employee relations data and prepares periodic and ad-hoc reports.
Supervises personnel which typically includes recommendations for hiring, firing, performance evaluation, training, work allocation, and problem resolution.
Serves as Campus Security Authority as outlined by the Clery Act.
Performs miscellaneous job-related duties as assigned.
Minimum Job Requirements
Bachelor's degree; at least 7 years of experience directly related to the duties and responsibilities specified.
Completed degree(s) from an accredited institution that are above the minimum education requirement may be substituted for experience on a year for year basis.
Knowledge, Skills and Abilities Required
Skill in examining and re-engineering operations and procedures, formulating policy, and developing and implementing new strategies and procedures.
Investigative and problem solving skills.
Knowledge of administrative and adversarial hearing procedures and processes.
Strong interpersonal skills and the ability to work effectively with a wide range of constituencies in a diverse community.
Knowledge of formal and informal dispute resolution methodology, procedures, and techniques.
Ability to analyze and evaluate complex issues and develop creative, responsive solutions.
Ability to design and implement systems necessary to collect, maintain, and analyze data.
Ability to develop and present educational programs and/or workshops.
Advanced knowledge and understanding of public sector labor relations principles and collective bargaining agreements.
Program planning and implementation skills.
Strong interpersonal and communication skills and the ability to work effectively with a wide range of constituencies in a diverse community.
Excellent communication and professional leadership skills.
Knowledge of current and emerging trends in public sector employee and labor relations policies and practices.
Employee development and performance management skills.
Knowledge and understanding of federal and state employment and labor laws, regulations, procedures, and standards.
Ability to supervise and train employees, to include organizing, prioritizing, and scheduling work assignments.
Strong analytical and critical thinking skills and the ability to analyze, summarize, and effectively present data.
Distinguishing Characteristics
Position requires: a) provision of specialized information to management constituencies regarding collective bargaining agreements; b) provision of mediation services to parties of disputes related to employee relations matters; c) enrollment and disenrollment of union members; d) advising and coaching management and staff regarding the interpretation and application of policies and procedures to include progressive discipline, FMLA, and separations, making referrals, and recommending courses of action; e) reviewing, monitoring, and analyzing separations and separation trends.
Conditions of Employment
Must pass a pre-employment criminal background check.
Working Conditions and Physical Effort
No or very limited physical effort required.
No or very limited exposure to physical risk.
Work is normally performed in a typical interior/office work environment.
The University of New Mexico provides all training required by OSHA to ensure employee safety.
