Division Coordinator (Labor Relations Specialist)

Under general supervision of the Director of Human Resources, the Division Coordinator (Labor Relations Specialist) is a strategic labor relations professional responsible for supporting the College's collective bargaining, contract administration, and labor-management initiatives within a complex public-sector environment. This role serves as a key advisor to management and HR leadership, ensuring compliance with applicable labor laws, collective bargaining agreements, and institutional policies. Collective Bargaining & Negotiations Serve as an active member of the College's labor negotiations team, supporting multi-unit collective bargaining efforts. Assist in the development of bargaining strategies, contract proposals, and management positions. Participate in negotiations sessions; and maintain accurate records, notes & documentation. Analyze labor trends, contract language, and operational impacts to inform strategy. Act as a point of contact for union and non-union employees regarding contract interpretation, policies, and past practices. Coordinate and manage scheduling for negotiations and labor-management meetings with internal and external stakeholders, including union leadership and legal counsel. Labor Relations & Contract Administration Interpret and administer collective bargaining agreements to ensure consistent application and compliance. Advise managers, supervisors, and HR staff on contract provisions, grievance handling, and dispute resolution strategies. Support grievance and arbitration processes, including case preparation, documentation, and coordination with legal counsel. Ensure timely and defensible handling of employee relations matters in alignment with applicable laws and agreements. Stakeholder Engagement & Labor-Management Relations Build and sustain effective working relationships with union representatives, leadership, and campus stakeholders. Promote collaborative problem-solving and proactive communication to strengthen labor-management partnerships. Represent the College in meetings with the Board of Trustees, four (4) labor organizations, external agencies, county and affiliated partners. Policy, Compliance & Legal Advisory Monitor and interpret developments in labor law, PERB rulings, EERA, Taylor Law, and DEI-related legislation. Ensure institutional policies and practices align with applicable legal and regulatory frameworks. Advise leadership on emerging risks, compliance obligations, and policy implications. Oversee key compliance processes, including: CSEA 52-week probationary and evaluation tracking, including recommendations on permanency and discontinuance. Section 211 waiver administration, ensuring timely approvals and compliance with state requirements. Organizational Strategy & Institutional Support Contribute to workforce strategy, labor relations planning, and institutional effectiveness initiatives. Provide labor-related data analysis and insights to support executive decision-making. Partner with HR leadership to align labor relations strategies with institutional mission, goals, and operational priorities. Team Leadership & Professional Development Support the Director of HR in advancing a cohesive, high-performing labor relations function. Provide guidance and mentorship to HR staff on labor relations best practices. Facilitate training and professional development initiatives related to compliance, contract administration, and employee relations. Maintain subject matter expertise through continuous professional development in labor relations, negotiations, and DEI practices. Perform other related duties as assigned.

REQUIRED QUALIFICATIONS

This is a Civil Service position. The final candidate will be required to take and pass the Civil Service Exam. The successful candidate must possess either:

• a) a Bachelor's Degree in industrial or labor relations, human resources, public administration or business administration, and three years of experience where the primary function of the position was in human resources and/or labor relations, including the processing of disciplinary and grievance actions; or
• b) a Bachelor's Degree and five years of experience where the primary function of the position was in human resources and/or labor relations, two years of which must have included the processing of disciplinary and grievance actions.

SUBSTITUTION

A Master's Degree in one of the above-mentioned fields, or a law degree, may be substituted for one year of the general experience. Knowledge and commitment to the goals and mission of the community college and evidence of responsiveness to and understanding of the diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds of community college students required, as these factors relate to the need for equity-minded practice within the classroom. The demonstrated ability to interact with a diverse staff is also required. #J-18808-Ljbffr SUNY Westchester Community College