Labor Relations Compliance Officer - Human Resources Department (Open Until Filled)

Labor Relations Compliance Officer - Human Resources Department (Open Until Filled) General Definition: The primary responsibility of this position is to ensure organizational compliance with all applicable labor laws and Human Resources Policies and Procedures. This role oversees labor‑related investigations, monitors regulatory changes, advises management on labor practices, and supports positive labor‑management relations. This position helps safeguard the organization from legal exposure while promoting fair, consistent employment practices and a culture of accountability. Supervision Received Work is performed under the direct supervision of the Human Resources Director. Supervision Exercised None. Duties Compliance and Regulatory Oversight Monitor and ensure compliance with federal, state, and local labor laws (e.g. FLSA, NLRA, OSHA, EEOC regulations). Conduct periodic compliance audits of workplace practices, timekeeping records, and HR procedures. Work proactively and impartially with management and/or employees to resolve labor/management and interpersonal conflicts, disputes, and other types of misunderstandings expeditiously and informally. Monitor and review all disciplinary actions notices and follow up with program managers or supervisors as necessary. Advise POZ management and/or employees on their roles, rights and responsibilities under the HR policies regarding anti‑harassment and anti‑discrimination. Provide guidance to supervisors and HR staff regarding the application of labor laws and workplace policies. Monitor federal, state and tribal employment regulations, research and assess effects of new laws, changes and updates to existing laws on existing policies. Recommend applicable changes in existing policies/procedures or new policies to HR Director and Policy Review Committee. Investigations and Dispute Resolution Ensures appropriate investigations are conducted related to employee complaints, policy violations, and workplace disputes; seeks third‑party investigator based on case load. Documents complaints and, when appropriate, conducts formal and informal investigations into allegations of workplace bullying, workplace violence, workplace and sexual harassment, and grievances alleging discrimination and/or misinterpretation, misapplication or unequal enforcement of the Pueblo of Zuni (POZ) Human Resources Policies or Administrative Procedures. Prepares confidential and sensitive reports on the results of investigations and identifies violation of policies. Assists in the grievance process, including fact‑finding, documentation, and preparation of employer responses. Prepares written reports and recommendations based on investigation findings. Facilitates the POZ mediation process to reconcile conflicts between employees and/or management or presents individuals with available alternatives, when applicable. Oversees the Administrative Processes for Complaints, Grievances, Discrimination, and Sexual Harassment Complaints Provides administrative coordination with affected employees, supervisors and/or managers during the complaint/grievance process. Provides administrative documents to the supervisors and affected employees during the resolution of complaints at the lowest possible level. Meets with employees and managers separately to receive information and explain procedures in the personnel policies. Reports complaints and grievance issues and updates to the Human Resource Director. Establishes alternative dispute resolution/grievance processes in compliance with applicable laws and practices, where permitted. Maintains data and recordkeeping of labor relations activities. Training and Communication Participates in creating and/or presenting training for employees and management on workplace policies. Interprets Merit system rules, Human Resources Policies and Procedures. Provides coaching, guidance and feedback to employees and management in the areas of job performance, performance management, progressive discipline, and workplace culture for prevention of workplace disputes. Prepares training materials and facilitates training seminars for managers and supervisors on compliance related functions. Participates in creating and/or presenting training for employees and management. Recordkeeping and Reporting Prepares statistical reports for management and elected officials and makes recommendations for action. Advises employees, program managers, and directors on employee relations issues. Conducts and/or analyzes exit interviews. Maintains data and recordkeeping of labor relations activities. Performs culture audits and/or needs analysis vital to successful recruitment and succession planning. Performs other related duties as assigned by the HR Director. Minimum Qualifications Knowledge of federal, state, and local anti‑discrimination (e.g. harassment, retaliation, disability, workplace violence) employment laws, regulations and policies and their applicability in all areas of tribal government. Knowledge of labor and management relations, due process and just cause standard. Ability to conduct impartial investigations and make fact‑based decisions. Skill in policy development: Analyzing and improving programs, and contributing policy language that is legally compliant, efficient, and strategic. Proficient in drafting and editing proposals and correspondence. Oral communication skills to be able to make effective public presentations. Critical thinking skills: analytical and problem‑solving skills; decision‑making skills and sound judgment. Ability to discuss sensitive or confidential topics with employees and management. Ability to apply general rules to specific problems to come up with logical answers. Ability to read, understand, interpret and apply job‑related material such as laws, personnel rules, and policies. Ability to interact and communicate effectively with all levels of management and employees. Ability to plan and organize work, adjust to changing priorities, and achieve objectives within deadlines. Ability to learn and effectively utilize the applicant tracking system and employee data systems to produce reports and to retrieve data. Ability to work cooperatively and effectively with coworkers and community members whose backgrounds may differ from one’s own. Ability to work effectively both independently and as part of a team. Ability to calm others in stressful situations. Ability to remain professional at all times. Honesty and integrity. Education and Experience: Bachelor’s degree in human resources, public administration, business administration, organizational development, social science, or a closely related field from an accredited college or university with four (4) years of professional experience performing duties related to the essential functions of the duties. Equivalent combinations of education and experience may also be considered. Mediation/arbitration experience preferred. License and Certificates Valid New Mexico Driver’s License with no DWI/DUI convictions within the past three (3) years to meet insurability requirements. Driving is an essential part of the duties. Must possess or have the ability to obtain an advanced certificate in Human Resources Management or Employee Labor Relations via SHRM, HRCI, or other HR affiliation within 18 months of hire including the NNAHRA Tribal Human Resources Program Certifications – THRP I & II. Physical Demands The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Work involves long periods of sitting and/or standing and may include walking, bending, crouching, stooping, stretching, reaching, or similar activities, and lifting moderately heavy items (up to 20 lbs.). Must be physically able to operate a variety of office equipment such as a computer, printer, calculator, copy machine, telephone, photographic equipment, etc. Physical demand requirements are at levels of those for sedentary work for 8-10 hours daily. Job requires average agility and dexterity. Work Environment Work is primarily in a climate‑controlled environment with minimal safety/health hazard potential. Frequent near vision is used for reading and computer use. Frequent stressful conditions. High demand and fast‑paced environment are the norm. The noise level in the work environment is usually moderate. May occasionally view items that are inappropriate and distasteful for the workplace in order to have a first‑hand account and is often in contact with employees who are dealing with or have been confronted with difficult issues. Regularly required to visit various POZ facilities and POZ owned sites. Special Working Conditions Candidate must submit to and successfully pass a pre‑employment drug test. Position is Safety Sensitive and will be subject to random drug screening for duration of employment. Candidate must submit to FBI fingerprinting and successfully pass a thorough background check. May be required to work occasionally on weekends and evenings. Equal Opportunity Employer, including disabled and veterans. #J-18808-Ljbffr Ashiwi