Senior Labor Relations Specialist

Department Overview The Labor Relations Department provides strategic labor relations support in the areas of negotiations, contract interpretation, grievance administration, performance management consultation, and management of Company/Union relationships. Over 17,000 PG&E employees are represented by three labor unions. Position Summary The Senior Labor Relations Specialist is responsible for providing strategic support to multiple Functional Organization leaders regarding their Union represented workforce. You will be responsible for the daily operations of labor administration which includes grievance handling through the third step of the grievance procedure which requires preparation of materials, witnesses, coordination of grievance meetings and preparation of grievance meeting outcome documentation, including writing of grievance reports. You will also provide consultation on contract administration, disciplinary process, and provide consistent, timely and well researched advice. You should have the ability to develop and foster collaborative relationships with Union counterparts. You will support Principal Negotiators during system-wide negotiations, including implementation of agreements. You may provide training to leaders of our represented workforce on a variety of labor topics and processes. You should demonstrate strong written and verbal communication skills and be highly proficient in researching, compiling, and analyzing data with the ability to effectively present findings. This position is hybrid working from your remote office and in-person based on business needs. The assigned PG&E work location will be American Canyon/Napa and will support the: North Coast (San Rafael, Sonoma, Humboldt) as well as other departments. This position requires occasional travel to attend in-person meetings at Company and Union facilities throughout PG&E’s service territory as needed. Job Responsibilities Grievance resolution Consult at first step of grievance procedure with stakeholders Coordinate and manage second step of the grievance procedure (Local Investigating Committee) Responsible for researching, investigating, and answering grievances Negotiate grievance settlements at the LIC step and write Local Investigating Report for referral to next step of the grievance procedure Participate in third step of grievance procedure supporting the Fact Finder for case presentation and discussion. Meet with Supervisors, Business Reps and/or shop stewards to attempt to resolve grievance issues prior to formal filing. Research and respond to grievances filed, including highly complex or sensitive grievances that can have broad implications. Schedules and prepare materials, witnesses and Supervisor for Local Investigating Committee (LIC) meetings. Lead LIC meetings. Prepare LIC outcome documentation, secures signatures & distributes and communicate results. Participates in Fact Finding when grievances are not settled at LIC. Authority to resolve grievances at 2nd step (LIC) Uses tools to track and monitor grievance activities and contract admin issues. Identify, recommend and implement grievance process improvements. Positive discipline (PD) recommendations Consults with stakeholders to develop recommendations on level of discipline. Provides training on PD System. Research and makes recommendations to stakeholders on performance management and disciplinary action for represented coworkers Contract interpretation Serves as an expert on complex labor agreements for assigned clients, ensure compliance with labor agreements. Provides input on strategic use of labor agreements with complex associated issues and factors to achieve key business objectives. Has ability to develop knowledge of labor contract provisions and provides timely and accurate advice on contract interpretation to stakeholders Special Projects Lead projects on behalf of the department Delivers technical training on Labor Relations, the Collective Bargaining Agreements and the Positive Discipline Process Responsible for implementation of negotiated ad hoc agreements Qualifications Minimum: Bachelor’s degree in human resources management, business administration or related discipline or equivalent work experience 4 years’ experience in Labor Relations/Industrial Relations or related HR work experience Desired: MS or MA in Labor Relations, Industrial Relations, or Human Resources PHR/SPHR or SHRM-SCP/CP Written and oral communication skills Analytical and organizational skills Ability to build and maintain working relationships Ability to research, compile and analyze data and present findings Compensation PG&E provides the salary range that the company in good faith believes it might pay for this position at the time of the job posting. This compensation range is specific to the locality of the job. The actual salary paid to an individual will be based on multiple factors, including, but not limited to, specific skills, education, licenses or certifications, experience, market value, geographic location, and internal equity. Although we estimate the successful candidate hired into this role will be placed between the entry point and the middle of the range, the decision will be made on a case-by-case basis related to these factors. This job is also eligible to participate in PG&E’s discretionary incentive compensation programs. A reasonable salary range is: Bay Area Minimum: $105,000.00 Bay Area Midpoint: $137,000.00 Bay Area Maximum: $169,000.00 California Minimum: $100,000.00 California Midpoint: $130,000.00 California Maximum: $161,000.00 #J-18808-Ljbffr