Director of Labor Relations

Pay Rate

Pay Band N12 (Non-Rep)

$193,124.00/year (minimum) – $292,584.00/year (maximum)

Note: The negotiable salary offer will be between $193,124.00 - $238,068.00, commensurate with education and experience.

Reports To

AGM of Administration

Current Assignment

The San Francisco Bay Area Rapid Transit District (BART) is recruiting to fill the Director of Labor Relations position within the Office of Administration. The Director of Labor Relations is a key senior leader responsible for planning, directing, and overseeing all labor relations functions for the District. This includes developing and implementing labor relations policies, practices and strategies. In addition to overseeing grievance, arbitration, and contract interpretation processes, this role serves as the chief negotiator for collective bargaining agreements and provides strategic guidance to executive leadership on complex labor matters.

The most qualified candidate for this position will have highly developed competencies beyond the minimum qualifications in the following areas, which will be reinforced with related work experience and will be clearly articulated during the selection process:

• Knowledge of California Public Relations Board (PERB) rules and regulations and any other applicable regulations and laws impacting collective bargaining.
• Expertise in collective bargaining, contract administration, and labor law
• Strong negotiation, communication, and conflict resolution skills
• Ability to manage sensitive issues in a complex, unionized environment
• Strategic thinking and executive-level advising capability

Responsibilities

1. Responsible for full management oversight and responsibility for assigned services and activities of the Labor Relations Department.
2. Manages the development and implementation of goals, objectives, policies and priorities for assigned programs; recommends and administers policies and procedures.
3. Monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; recommends appropriate service and staffing levels.
4. Plans, directs, coordinates and reviews the work plan for assigned staff; assigns work activities, projects and programs; reviews and evaluates work products, methods and procedures; meets with staff to identify and resolve problems.
5. Oversees District strategies and positions for negotiating collective bargaining agreements with labor unions; oversees ongoing administration of the agreements.
6. Oversees the handling of grievances including resolving disputes with the unions where possible; oversees the grievance process through formal arbitration, if necessary; may represent the District in arbitration matters.
7. Trains, advises and counsels management and supervisory personnel on labor relations issues.
8. Monitors developments related to assigned area of responsibility; evaluates impact on District operations; recommends and implements equipment, practice and procedural improvements.
9. Selects, trains, motivates and evaluates assigned personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline and termination procedures.
10. Oversees and participates in the development and administration of the office annual budget; participates in the forecast of funds needed for staffing, equipment, materials and supplies; monitors and approves expenditures; implements adjustments.
11. Serves as a liaison for the Labor Relations Department with other departments and outside agencies; negotiates and resolves sensitive and controversial issues.
12. May serve on a variety of boards, commissions and committees; oversee preparation of and/or present staff reports and other necessary correspondence.
13. Conducts a variety of organizational studies, investigations and operational studies; recommends modifications to labor relations and/or human resources programs, policies and procedures as appropriate.
14. Attends and participates in professional group meetings; stays abreast of new trends, legislation and innovations in the field of labor relations and human resources.
15. Responds to and resolves difficult and sensitive citizen inquiries and complaints.

Education

Possession of a bachelor’s degree in Public Administration, Business Administration, Human Resources Management, or a closely related field from an accredited college or university. Master’s degree is preferred.

Experience

The equivalent of seven (7) years of full-time professional verifiable labor relations and/or human resources management experience, which must have included at least three (3) years of management experience.

Substitution

Additional professional experience as outlined above may be substituted for the education on a year-for-year basis. A college degree is preferred.

Knowledge of

• Operational characteristics, services and activities of a comprehensive labor relations program
• Principles and practices of labor relations and human resources management
• Methods and techniques of negotiating labor agreements
• Principles and practices of program development and administration
• Policies and procedures governing labor relations contracts administration
• Principles and practices of budget preparation and administration
• Policies, procedures, rules and regulations governing grievance and arbitration proceedings
• Principles of supervision, training and performance evaluation
• Related Federal, State and local laws, codes and regulations

Skill/ Ability in

• Overseeing and participating in the management of a comprehensive labor relations program
• Selecting, supervising, training and evaluating staff
• Participating in the development and administration of division goals, objectives and procedures
• Preparing and administering program budgets
• Preparing clear and concise administrative and financial reports
• Analyzing problems, identifying alternative solutions, project consequences of proposed actions and implementing recommendations in support of goals
• Researching, analyzing and evaluating new service delivery methods and techniques
• Working effectively with labor unions
• Negotiating collective bargaining agreements
• Maintaining accurate records and file
• Representing the employer in arbitration proceedings
• Facilitating diverse groups and resolving labor relations conflicts
• Training management and supervisory personnel on contract specifics and labor relations issues
• Interpreting and applying Federal, State and local policies, laws and regulations
• Communicating clearly and concisely, both orally and in writing
• Establishing and maintaining effective working relationships with those contacted in the course of the work

Pre-employment Processing

A background check will be conducted as part of pre-employment processing. This requirement does not apply to current full-time District employees unless the position requires additional evaluations or clearances.