ADMINISTRATOR EMPLOYEE RELATIONS DEFINITION:
Under general direction of an assistant director or other supervisory official in a state department, institution, or agency, directs and supervises the work program and staff involved in labor contract negotiations and administration, labor-management relations, appeal and grievance hearings, legal liaison, and early settlement negotiations; does related work as required.
NOTE: The definition and 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.
EXAMPLES OF WORK:
Represents the department, institution, or agency in the negotiation of labor contract provisions with state bargaining unit representatives and union officials.
Directs an employee relations network which provides technical assistance and standardized methods in dealing with labor relations problems.
Represents the department, institution, or agency head in meetings, hearings, conferences, and correspondence with attorneys representing the Attorney General and appellants, superintendents, managers, Administrative Law Judges, and the Public Employment Relations Commission.
Interprets state legislation, court decisions, and administrative law which affect employee contract rights and benefits, and incorporates changes in state employee relations laws and contracts into department regulations, policies, and procedures.
Directs employee relations staff in conducting hearings on grievances and disciplinary appeals and in rendering written decisions thereon.
Represents the department, institution, or agency head in the Early Settlement Program by conferring with Administrative Law Judges and attorneys for appellants to settle employee relations cases in advance of a formal hearing.
Formulates employee relations policies and procedures, and implements them within the parameters of state law.
Analyzes employee grievances and disciplinary appeals, evaluates the logic and soundness of hearing decisions thereon, makes changes when necessary, and authorizes their release and distribution.
Develops broad plans and strategies for achieving personnel management goals through supervision and control of labor-management relations throughout the department, institution, or agency.
Confers with institutional superintendents, personnel officers, managers, supervisors, and disciplinary case witnesses to determine factual information and applicability of laws, policies, and regulations in court cases.
Coordinates the computerized court information system and uses output data to produce consistent and equitable hearing decisions and sanctions.
Writes preliminary legal opinions, hearing decisions, exceptions, and reports for review by management and the state Office of Employee Relations.
Manages work operations and/or functional programs, and has responsibility for employee evaluations and for effectively recommending the hiring, firing, promoting, demoting, and/or disciplining of employees.
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.
Ten (10) years of professional experience as a labor relations hearing officer or negotiator, three (3) years of which shall have been in an administrative or supervisory capacity.
OR
Possession of a bachelor's degree from an accredited college or university; and six (6) years of the above-mentioned professional experience, three (3) years of which shall have been in an administrative or supervisory capacity.
OR
Possession of a master's degree in Labor Relations, Public Policy, or Business Administration from an accredited college or university; and five (5) years of the above-mentioned professional experience, three (3) years of which shall have been in an administrative or supervisory capacity.
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 the techniques and procedures employed in contract negotiations with employee union officials and representatives.
Knowledge of state regulations, policies, and procedures pertaining to employee relations, discipline, grievance settlement, contract negotiation, and contract administration after a period of training.
Knowledge of the New Jersey Administrative Procedures Act and the Employer and Employee Relations Act after a period of training.
Knowledge of Department of Personnel laws, rules, and regulations and their application to employer-employee disputes and settlements after a period of training.
Knowledge of the laws, regulations, policies, and programs of the department, institution, or agency after a period of training.
Ability to manage the programs and staff of a large, multifaceted organization responsible for accomplishing its goals primarily through the use of human relations skills.
Ability to interpret state laws, regulations, and policies, and to apply them in a judicious manner to employer-employee disputes, settlements, grievances, and appeals.
Ability to supervise the work of employees engaged in writing hearing decisions, reports, recommendations, and correspondence.
Ability to write comprehensive, concise, and logical opinions, decisions, reports, and recommendations.
Ability to apply knowledge of administrative law, department policy, and regulations to individual employee relations situations which require the exercise of independent judgment and leadership.
Ability to learn and 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, or communicate in English sufficiently to perform the 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 the 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.
