Employee and Labor Relations Manager/Assistant Director of HR

Job Description:

Employee and Labor Relations Manager/Assistant Director of HR

Description

Job Description

Office of Human Resources

Employee and Labor Relations Manager Salary Range: $142,999 - $190,651

Assistant Director Salary Range: $160,148 - $213,531

FLSA: Exempt / Manager | Executive

This position allows for up to four days of remote work per week.

About the Office

The Office of Human Resources (HR) oversees recruitment, talent development, employee engagement, internal diversity, equity, and inclusion (DEI) programming, benefits administration, classification and compensation, workforce analytics, leaves of absence management, employee and labor relations, Equal Employment Opportunity (EEO)/Fair Employment Housing Act (FEHA) and American with Disabilities Act (ADA) programs, and the HR Information System (HRIS). HR supports employees throughout the employee life cycle, including but not limited to onboarding, promotions and transfers, training and development of skills, performance management, investigating employee complaints, wellness offerings, and offboarding.

The Ideal Candidate

The ideal candidate will have experience as a strategic and collaborative partner and advisor at all levels of the organization. The ideal candidate will have management experience in the public sector, employee and labor relations, and be able to manage multiple high-priority projects and deadlines while maintaining quality; be adept at using sound judgment to ensure internal consistency and compliance with processes and federal, state, and local laws, including rules from partner agencies; will have deep knowledge and experience in various HR functions, including employee and labor relations, and experience establishing and implementing policy, managing and resolving complex situations, and leading and developing team members; and will align their work with the State Bar's mission, strategic plan, and goals of the office while embodying the State Bar's core values of respect, growth mindset, clarity, respect, and excellence.

Please note that in addition to the application, a resume and cover letter is required to complete submission for this role.

Definition

Employee and Labor Relations Manager

Under general direction, manages and oversees the Employee and Labor Relations functions within the Office of HR, providing strategic leadership in labor relations, employee relations, EEO, FEHA, and ADA programs, and leaves administration. Directly handles the most complex, sensitive, and high-profile cases while developing and implementing policies, programs, and practices that promote effective employee and labor relations and ensure regulatory compliance.

Assistant Director

Under general direction from the Director of HR, plans, organizes, and directs comprehensive human resources programs, including employee and labor relations; EEO and Civil Rights Department Programs; disability and leave administration programs; classification and compensation; recruitment and employee development; internal diversity, equity & inclusion; employee engagement; payroll administration; workforce analytics; and HR operations. Serves as a strategic business partner to executive leadership while ensuring effective delivery of HR services across all functional areas.

Distinguishing Characteristics

Employee and Labor Relations Manager

The Employee and Labor Relations Manager is a management-level position that reports to the Director of HR. This position is distinguished from the Principal Employee and Labor Relations Analyst classification by its responsibility for managing professional staff, developing and implementing strategic initiatives, and serving as a key advisor to State Bar leadership on complex employee and labor relations matters. Additionally, the incumbent handles the most sensitive, complex, and high-profile cases while providing oversight and guidance on other staff-managed cases. The incumbent is responsible for maintaining strict confidentiality and exercises significant independent judgment in formulating, determining, and effectuating management policies in the administration of employee and labor relations.

Assistant Director

The Assistant Director of HR is a senior management position that reports directly to the Director of HR and may supervise managerial and professional staff team members. This position is distinguished by its broad responsibility for multiple HR functions and programs while serving as a key strategic advisor to executive leadership. The Assistant Director of HR level is further distinguished by greater strategic responsibility, increased autonomy in decision-making, and may serve as acting Director in their absence. The incumbent in this position must use considerable independent judgment in formulating, developing, and implementing policies and programs while maintaining the highest level of confidentiality.

Examples Of Essential Duties

Employee and Labor Relations Manager duties may include, but are not limited to, the following:

• Manages and directs the Employee and Labor Relations team, including hiring, training, evaluating, and supervising professional and technical staff, assigning work, and ensuring that the team meets quality and efficiency expectations.
• Serves as lead investigator on sensitive workplace investigations involving senior leadership, complex legal issues, or matters with significant organizational impact.
• Directly manages challenging reasonable accommodation cases and complicated leave situations that require extensive coordination or pose unique challenges.
• Develop and implement strategic initiatives, policies, and programs related to employee relations, labor relations, and EEO/Department of Fair Employment and Housing (DFEH) compliance.
• Leads collective bargaining processes, including contract negotiations, contract administration, and grievance management.
• Oversees workplace investigations, including complaints of discrimination, harassment, and retaliation, and employee misconduct; reviews investigation reports and recommendations and modifies as appropriate.
• Directs the administration of reasonable accommodations under ADA, ensuring adherence to employer obligations involving the interactive process and documentation.
• Manages the leaves administration program, ensuring compliance with the Family Medical Leave Act (FMLA), California Family Rights Act (CFRA), Pregnancy Disability Leave (PDL), and other applicable laws.
• Provides expert guidance to senior leadership, managers, and supervisors on complex employee relations matters, performance management, and progressive discipline.
• Develop and implement training programs for managers and employees on employment law, labor relations, and HR best practices.
• Oversees the organization's EEO programs and responses to Equal Employment Opportunity Commission (EEOC) charges.
• Reviews and approves corrective actions and disciplinary measures to ensure consistency and legal compliance.
• Manages department budget and resources for assigned functional areas.
• Prepares and presents reports to senior leadership on key metrics, trends, and program effectiveness.
• Maintains relationships with union leadership and serves as a primary representative in high-level labor relations matters.
• Performs other duties and responsibilities as assigned.

Assistant Director duties may include, but are not limited to, the following:

Strategic Leadership and Management

• Provide strategic direction for assigned HR functions and programs.
• Develop and implement comprehensive HR strategies aligned with the State Bar's strategic and organizational goals.
• Develop HR policies, guidelines, and advisories.
• Manages, develops, and evaluates professional and technical HR staff.
• Prepares and administers HR budget and monitors expenditures.
• Serves as strategic advisor to executive leadership on HR matters.
• Leads special projects and initiatives to improve HR service delivery and efficiency.
• Develops and maintains HR metrics and analytics for decision-making.

Employee and Labor Relations

• Oversees labor relations programs, including contract negotiations, meeting and conferring with Union representatives, and representing the State Bar in grievance arbitration.
• Manages complex employee relations issues and conducts high-profile investigations.
• Ensures compliance with employment laws and labor agreements.
• Oversees disability management and leave administration programs.
• Develop and implements employee relations policies and procedures.
• Manages responses to administrative complaints and charges.

Classification and Compensation

• Directs classification and compensation programs.
• Conducts position classification studies and prepares compensation analyses.
• Develop and maintain classification specifications, including job descriptions.
• Conducts salary surveys and market analyses.
• Ensures internal equity and external competitiveness.
• Manages job evaluation and position control systems.

Recruitment and Retention

• Develop and implement recruitment and retention strategies.
• Oversees full-cycle recruitment processes.
• Directs workforce planning initiatives.
• Develop programs to enhance employee engagement.
• Manages employee development and engagement programs and initiatives.
• Oversees onboarding and new hire processes.

Payroll Administration

• Oversees payroll operations and systems.
• Ensures accurate and timely processing of payroll.
• Manages relationships with payroll vendors/systems.
• Ensures compliance with wage and hour laws.
• Oversees benefit administration and deductions.
• Manages payroll reporting and reconciliation.

HR Operations

• Manages and oversees benefits administration.
• Directs HR information systems and technology.
• Manages HR policies, procedures, and programs.
• Oversees personnel record maintenance and compliance.
• Develops and monitors HR service delivery metrics.
• Manages vendor relationships and contracts.
• Ensures data integrity and confidentiality.

Employment Standards

Employee and Labor Relations Manager

Knowledge Of:

• Advanced principles of employee and labor relations, including collective bargaining, contract administration, and grievance handling.
• Comprehensive knowledge of federal, state, and local employment laws, including ADA, FEHA, FMLA, CFRA, PDL, and EEO regulations.
• Advanced principles of personnel management, organizational development, and change management.
• Advanced methods of analyzing and synthesizing organizational policies, programs, and procedures.
• Advanced principles of project management and program administration.
• Principles of budget development and resource management.
• Advanced principles of staff supervision, training, and development.
• Thorough working knowledge of public sector HR management and administration.
• Advanced principles of problem identification, analysis, and resolution.
• Principles of effective communication, negotiation, and conflict resolution.

Ability To:

• Lead and develop professional staff effectively.
• Exercise sound judgment in complex employee and labor relations matters.
• Interpret and apply employment laws, regulations, and policies consistently.
• Develop and implement strategic initiatives and programs.
• Manage multiple complex projects and priorities effectively.
• Communicate effectively with all levels of the organization and external stakeholders.
• Build and maintain effective relationships with union leadership.
• Analyze complex situations and develop effective solutions.
• Prepare clear and concise reports, correspondence, and presentations.
• Maintain strict confidentiality of sensitive information.
• Work effectively under pressure and meet critical deadlines.
• Exercise tact and diplomacy in dealing with sensitive situations.
• Lead and participate in complex negotiations.

Assistant Director

Knowledge Of:

• Comprehensive principles of public sector human resources administration.
• Advanced principles of California employment law and labor relations.
• Principles of classification, compensation, and job evaluation.
• Advanced principles of payroll administration and systems.
• Best practices in recruitment, selection, and retention.
• Principles of public sector budget and management.
• HR information systems and technology.
• Principles of organizational development, and talent development, including adult learning theory.
• Public sector administrative procedures.
• Employee engagement principles, including employee survey best practices.
• Project management methodologies.
• Statistical analysis and reporting methods.
• Change management principles.

Ability To:

• Provide strategic leadership and direction.
• Manage multiple complex HR functions effectively.
• Develop and implement comprehensive HR programs.
• Analyze complex problems and recommend solutions.
• Exercise sound judgment in sensitive matters.
• Build and maintain effective relationships.
• Communicate effectively verbally and in writing with all stakeholders.
• Manage and develop professional staff.
• Prepare and present complex reports.
• Navigate political environments effectively.
• Manage competing priorities and deadlines.
• Exercise fiscal responsibility.
• Present to various stakeholders, including the Board of Trustees.

Minimum Qualifications

Education:

• Bachelor's degree from an accredited college or university in Human Resources Management, Public Administration, Business Administration, or closely related field.
• Juris Doctor preferred (for Employee and Labor Relations Manager).
• Master's degree or Juris Doctor degree desired (for Assistant Director).

Experience:

• Seven (7) years of progressively responsible HR experience, including:
  • Four (4) years of management experience.
  • Three (3) years of public sector experience.
• Demonstrated experience managing multiple HR functions (for Assistant Director)

Applicants who meet the Minimum Qualifications will be required to successfully complete the State Bar's selection process for this classification.

About the State Bar

The State Bar of California's mission is to protect the public and includes the primary functions of licensing, regulation, and discipline of attorneys; the advancement of the ethical and competent practice of law; and support of efforts for greater access to, and inclusion in, the legal system.

Our Values

Clarity | Investing in Our People | Excellence | Respect | Growth Mindset

Learn more about our values.

DEI Statement

We are a diverse, equitable, and inclusive workplace where all of our employees and prospective employees experience fairness, dignity, and respect.

Learn more about our commitment to DEI.