Employee & Labor Relations Manager

• Serves as Subject Matter Expert (SME) and advises HR Business Partners on all facets of labor relations for the university, including interpretation of Collective Bargaining Agreements CBA
  
• Grievance Administration - Serves as an independent review step as required in the process
• Arbitration - Assists Legal Counsel in preparing for and representing the University at arbitrations and third-party proceedings as required.
• Third-Party Proceedings - Investigates charges or complaints filed with third-party agencies. Conducts investigations into allegations contained with the charge. Interviews supervisors, witnesses, and other involved parties to assist in the preparation of a response to the charge. Provides assistance to legal counsel in responding to complaints and third-party proceedings, including Equal Employment Opportunity Commission (EEOC), DC Office of Human Rights, and National Labor Relations Board (NLRB) charges. Represent the University at conferences, hearings, etc.
• Collective Bargaining - Participates in negotiations with unions. Identifies and researches potential issues which may arise during negotiations. Analyzes proposals for the feasibility of acceptance. Prepares viable counter-proposals as necessary. Consults with other sections within Human Resources to determine the impact proposed contract terms may have on the University. Consults with Department leaders to ascertain their priorities and the feasibility of their acceptance. Monitors CBA implementation on a regular basis to track areas of concern for future negotiations.
• Labor-Management Meetings - conducts regularly scheduled meetings with Human Resources, Management, and Union representation in accordance with CBAs.
• Employee Relations - Provides SME guidance to HR Business Partners regarding performance counseling and corrective action and interpretation of university policies. Facilitates sound and consistent employee and labor relations decisions.
• Stays informed of current regulatory requirements and changes in legislation and court decisions impacting employee relations at the University. Monitors relevant updates from regulatory agencies and collaborates with appropriate stakeholders to recommend changes to policies or processes as needed.
• Manages communication of potential employment litigation and/or risks to legal counsel and consults with the Office of General Counsel on labor relations matters as needed.
• Training and Facilitation - Researches, develops, designs, and presents training programs/sessions in all areas of employee and labor relations.

Qualified candidates will hold a Bachelor's degree in an appropriate area of specialization plus 5 years of relevant professional experience, or, a Master's degree or higher in a relevant area of study plus 3 years of relevant professional experience. Degree must be conferred by the start date of the position. Degree requirements may be substituted with an equivalent combination of education, training and experience.

• Extensive knowledge regarding employee and labor relations, the National Labor Relations Act, the National Labor Relations Board, and state and federal employment laws preferred.
• Working knowledge of Employment Retirement Income Security Act (ERISA) requirements preferred.
• Demonstrated experience with mediation and other dispute resolution systems and techniques preferred.
• Demonstrated ability to develop and maintain collaborative working relationships in a consulting environment.
• Excellent coaching skills regarding employee and labor relations.
• Ability to work independently with minimal supervision in a team-based environment.
• Demonstrated experience managing collective bargaining agreements.
• JD preferred
• Strong interpersonal, verbal, and written communications skills. Have excellent presentation skills.
• Ability to handle confidential and sensitive matters.

How is pay for new employees determined at GW?

The university is an Equal Employment Opportunity/Affirmative Action employer that does not unlawfully discriminate in any of its programs or activities on the basis of race, color, religion, sex, national origin, age, disability, veteran status, sexual orientation, gender identity or expression, or on any other basis prohibited by applicable law.