Manager of Labor Relations

Non-Rep Pay Grade N09

Annual Salary Range: $160,800.00 (minimum) - $243,612.00 (maximum)

* The negotiable annual salary will be $160,800.00 - $203,136.68 to commensurate with education and experience.

Reports To

Director of Labor Relations

Days Off

Saturday and Sunday

Who May Apply

All current BART employees and Future BART employees

Current Assignment

• Round 1: October 7 – November 6
• Round 2: November 7 – December 6
• Round 3: December 7 – January 7

The District reserves the right to close this recruitment at any time after the completion of a review round if a sufficient number of qualified candidates have been identified to advance in the selection process. Therefore, candidates are strongly encouraged to apply as early as possible, as subsequent review rounds may not be conducted.

The San Francisco Bay Area Rapid Transit District (BART) is currently seeking an experienced, strategic, and highly collaborative Manager of Labor Relations to lead complex labor relations activities in a fast-paced public-sector environment. This is an opportunity for a seasoned labor relations professional to advise executive and operational leaders and negotiate effectively in high-stake environments on behalf of the District.

The ideal candidate will bring demonstrated experience managing complex labor relations matters, managing a team of Labor Relations Professionals, knowledge of collective bargaining and contract administration. As a strategic labor relations leader and trusted organizational advisor, they must be able to build strong relationships with union leadership while maintaining credibility with employees and management alike. The incumbent must bring sound judgment, exceptional interpersonal and negotiation skills.

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

• Demonstrated leadership of complex collective bargaining negotiations from strategy development through implementation and serve as a Labor Relations liaison with District departments, divisions, employee organizations, governmental agencies, and other external stakeholders.

• Demonstrated history of establishing joint labor-management committees and cultivating high-trust, collaborative relationships with union executive boards and business agents.

• Demonstrated expertise in traditional and interest-based bargaining (IBB), mediation, restorative conflict resolution, and emotionally intelligent leadership including demonstrated analysis of complex labor relations issues and develop practical, defensible solutions.

• Strong knowledge of public sector labor law (e.g., NLRA, PERB, or FLRA), prevailing wage regulations, and complex grievance arbitration precedents within the public, transportation, or related sector.

• Demonstrated experience leveraging workforce analytics, grievance tracking software, and labor cost modeling tools to inform bargaining strategy and contract administration including progressive leadership in labor relations, including direct experience leading first-chair collective bargaining negotiations in complex or multi-union environments.

• Strong ability to partner with union representatives on behalf of the District to resolve labor relation issues through effective problem-solving, communication, negotiation, and collaboration.

• Demonstrated ability to establish joint labor-management committees and cultivating high-trust, collaborative relationships with union executive boards and business agents.

• Demonstrated understanding of multiple labor agreements and competing priorities in a complex organization.

• Strong ability to communicate complex contractual, legal, and labor relations concepts in a clear and accessible manner.

1. Manages and oversees assigned services and activities of the Labor Relations Department, including the negotiation and administration of collective bargaining agreements.
2. Manages and participates in the development and implementation of goals, objectives, policies and priorities for assigned programs including establishing timelines, resources, costs, and reporting methods; recommends and administers policies, procedures and programs that help improve employer-employee relations; collaborate with managers within the department to achieve departmental goals and objectives.
3. Develops and tracks metrics to monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; recommends, within departmental policy, appropriate service and staffing levels.
4. Plans, directs, coordinates and reviews the work plan for supervisors, professional and administrative staff; assigns work activities, projects and programs; reviews and evaluates work products, methods and procedures; meets with staff to identify and resolve problems.
5. Negotiates collective bargaining agreements with the labor unions; develops District positions and strategies; prepares appropriate documentation; ensures on-going administration of the agreements; meets with union leadership to address and/or resolve problems related to employer- employee relations.
6. Directs the handling of grievances; resolves issues with union representatives; manages the grievance process through formal arbitration, if necessary; represents the District in arbitration matters.
7. Trains, advises and counsels management and supervisory personnel on labor relations issues including investigations and discipline and efficient communications skills with bargaining unit representatives.
8. Monitors developments related to assigned area of responsibility; evaluate 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 division's annual budget; participates in the forecast of funds needed for staffing, equipment, materials and supplies; monitors and approves expenditures; implements adjustments.
11. Serves as the liaison for the Labor Relations Division with other divisions, departments and outside agencies; negotiates and resolves sensitive and controversial issues.
12. Serves as staff on a variety of boards, commissions and committees; prepares and presents staff reports and other necessary correspondence.
13. Conducts a variety of organizational studies, investigations and operational studies; recommends modifications to labor relations 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.
15. Responds to and resolves difficult and sensitive inquiries and complaints from citizens, the press, or other government officials.

Education

Possession of a bachelor's degree in Human Resources, Labor Relations or a closely related field from an accredited college or university.

Experience

The equivalent of five (5) years of (full-time) verifiable professional experience in labor relations or a closely related experience and at least two (2) years of supervisory experience. Supervisory experience in a labor relations setting is preferred. Knowledge of:

• Characteristics, services and activities of a comprehensive labor relations program
• Methods and techniques of negotiating labor agreements
• Principles and practices of labor, relations management
• Principles and practices of program development and administration
• Policies and procedures governing labor contracts administration
• Principles and practices of budget preparation and administration
• Procedures, rules and regulations for grievance and arbitration
• Supervision, training, and 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
• Overseeing, training, and evaluating assigned staff
• Participating in the development and administration of division goals, objectives and procedures
• Preparing and administering administrative program, financial reports and budgets
• Analyzing problems and identifying alternative solutions
• Researching, analyzing and evaluating new service delivery methods and techniques
• Working effectively with labor unions in resolving labor conflicts
• Negotiating collective bargaining agreements
• Establishing and maintaining effective working relationships with those contacted in the course of the work
• Representing the District in arbitration proceedings
• Training, management and supervisory personnel on contract and labor relation issues
• Federal, State and local policies, laws and regulations

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