EMPLOYEE RELATIONS OFFICER DEFINITION:
Under the direction of a Human Resource Manager or Personnel Assistant 1 in an institutional facility, or an Employee Relations Coordinator in an established regional/field office, mental health hospital or developmental center, oversees the employee relations' function for a state institution, or agency, or within a local government jurisdiction; does other related duties.
NOTE: The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed.
NOTE: Incumbents in this title may not supervise professional staff or complete performance evaluations. Incumbents in this title may not perform other human resource functions such as recruitment. EXAMPLES OF WORK:
May provide assignments and instruction to support staff.
Has responsibility fo remployee relations activities in an institutional facility or regional employee relations office; functions as the employee relations point of contact for staff.
Represents management at grievance hearings at the department level.
Presents disciplinary action appeal cases (suspensions, resignation not in good standing, working test appeals) at the Office of Administrative Law and arbitration where a Deputy Attorney General does not represent the agency.
Reviews and prepares employee relations training programs.
Provides training and guidance to institutional management regarding employee relations functions.
Administers negotiation unit agreements applicable to the institution or agency.
Prepares and promulgates written procedures and policies to implement the provisions of unit agreements.
Identifies policies, procedures, rules, and operational or administrative practices and procedures that conflict with provisions of a unit agreement, and takes the action necessary to resolve such conflicts.
Conducts regular audits to ensure operational and administrative compliance with the applicable provisions of unit agreements.
Takes appropriate action to correct any non-compliance with applicable provisions of unit agreements.
Administers the grievance process at all levels within the institution or agency.
Conducts hearings on all contractual and non-contractual grievances appealed to the highest operational level of an institution or within an agency.
Prepares written decisions in response to contractual and non- contractual grievances.
Acts as the chief spokesperson and representative of the institution or agency at grievance hearings at the Department Head level.
Prepares and coordinates the institution's or agency's position in matters appealed to grievance or disciplinary arbitration.
Maintains liaison with the Office of the Director of Employee Relations.
Conducts or participates in labor management meetings with the certified majority representative organization.
Maintains liaison with the appropriate representatives of the certified majority representative organization.
Reviews and/or prepares the content of employee relations training programs for management and supervisory personnel.
As the designee of the chief executive officer or superintendent of an institution or the director of an agency, administers the disciplinary process in accordance with the policies, rules, regulations, practices and procedures of the State, Department, the Office of Employee Relations, and the applicable provisions of unit agreements.
Organizes assigned administrative, technical and supervisory work related to the employee relations function.
Prepares correspondence.
Prepares progress and other reports.
Establishes and maintains records and files.
Conducts investigations.
Will be required to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
REQUIREMENTS:
NOTE:Applicants must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience.
Eight (8) years of professional experience in employee relations work in a large public or private agency with emphasis on grievance handling, contract administration, and the administration and processing of employee disciplinary actions and appeals.
OR
Possession of a bachelor's degree from an accredited college or university; and four (4) years of the above-mentioned professional experience.
NOTE:"Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgment and make accurate and informed decisions.
LICENSE:
Appointee will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.
KNOWLEDGE AND ABILITIES:
Knowledge of grievance policies, practices, and procedures.
Knowledge of the provisions of the statewide negotiation unit agreements and employee contracts.
Knowledge of the provisions of Chapter 303 (New Jersey Employer/Employee Relations Act) and its relation to programs, policies, and operations.
Knowledge of the problems which arise in the interpretation of contracts between management and employee organizations, the implementation of changes and adjustments to practices, and the policing of grievance machinery.
Knowledge of labor relations, principles, and concepts.
Ability to organize assigned employee relations coordination work, analyze the problems arising, and develop appropriate work methods.
Ability to read, interpret and apply applicable laws, rules and regulations.
Ability to read, interpret, and apply information, on the provisions of Chapter 303 (the New Jersey Employer-Employee Relations Act) and other statutory law and case law and its relation to programs, practices, policies, operation, and administration of employee relations matters.
Ability to propose needed changes in employee relations' policies.
Ability to coordinate and develop rules and regulations regarding the administration of Employee Relations policies, practices, and procedures.
Ability to prepare correspondence and comprehensive reports.
Ability to maintain records, reports and files.
Ability to conduct conflict hearings and obtain the information necessary to make appropriate decisions.
Ability to coordinate comprehensive employee relations function.
Ability to deal with difficult individuals.
Ability to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.
Ability to read, write, speak, understand, and communicate in English sufficiently to perform duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication.
Persons with mental or physical disabilities are eligible as long as they can perform essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible.
