EMPLOYEE RELATIONS COORDINATOR
DEFINITION:
Under administrative direction of an Employee Relations Administrator or a Human Resource Manager, plans, develops, organizes and supervises staff or programs designed to assist in carrying out the employee relations function for a state department, or in the Department of Human Services, in a mental health hospital or developmental center; 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 may not perform other human resource functions, such as recruitment. When reporting a Human Resource Manager, incumbents may be appointed as the highest level employee relations professional at an agency in which the Human Resource Manager oversees both employee relations and human resources. In this scenario, only one appointment per agency is permitted.
EXAMPLES OF WORK:
May coordinate employee relations activities in a department having a centralized employee relations office representing staff at multiple department facilities.
May supervise employee relations activities in a mental health hospital or developmental center at which an Employee Relations Officer is assigned. May coordinate employee relations activities in a department consisting of several divisions, which do not have a separate employee relations unit.
May supervise professional staff engaged in employee relations activities in a centralized employee relations office.
May supervise professional Employee Relations Officer serving regional or field offices.
May supervise the employee relations staffs of two or more agency facilities or divisions, each of which having an assigned Employee Relations Officer or Personnel Assistant, Employee Relations.
Functions as a Hearing Officer on behalf of the department or agency for grievance and disciplinary hearings.
Provides advice to management regarding disciplinary actions.
Provides technical advice to staff functioning as hearing officers.
Represents the department/agency at PERC hearings and conferences, and interactions with negotiation representatives¿ legal or other staff.
Coordinates settlements on disciplinary actions; coordinates the agency's response to disciplinary hearing appealed beyond the agency level.
Serves as liaison between agency/department and union officials.
Represents the agency as a non-legal representative at OAL and arbitration hearings.
Represents superior in the day-to-day dealings with the various national representatives of the unions.
Prepares materials for unfair labor practices proceedings.
Analyzes the impact of labor law development resulting from related legislation and court decisions on departmental programs, policies, and practices.
Recommends employee relations policy and resolutions of difficult grievances and cases to superior.
May represent superior in the presentation of department proposals and counter proposals for negotiation unit's agreement and contracts.
Interfaces with other agencies and/or union legal officials.
Prepares correspondence to the Office of Employee Relations for signature of superior or other department official.
Researches and prepares correspondence to union inquiries for signature of superior or other departmental official.
May schedule Health/Safety Committee meetings with the unions, review of agenda, attendance at meetings, preparation of information related to department's position, and follow-up on issues that arise in such meetings.
Performs legal research on related labor relations matters to prepare appropriate position document for the department.
Plans, organizes, and assigns work of the organizational unit and evaluates employee performance and conduct, enabling the effective recommendation of the hiring, firing, promoting, and disciplining of employees.
Represents superior in dealing with the Governor's Office of Employee Relations in cases of arbitration and unfair labor practices.
Acting for superior, may present department's position prior to negotiations.
Maintains close liaison with appropriate personnel regarding contract administration responsibilities.
Participates in making a review and evaluation of operational impact of negotiation demands.
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 in labor relations work involving grievance procedures, processing unfair labor practices, arbitration and public employee contract negotiation, employer-employee contract or agreement interpretation and administration, two (2) years of which shall have been in conducting employee appeal and grievance hearings.
OR
Possession of a bachelor's degree from an accredited college or university; and six (6) years of the above-mentioned professional experience, two (2) years of which shall have been in conducting employee appeal and grievance hearings.
OR
Possession of a master's degree in Business Administration, Public Administration, Industrial or Labor Relations or other area related to position responsibilities from an accredited college or university; and five (5) years of the above-mentioned professional experience, two (2) years of which shall have been in conducting employee appeal and grievance hearings.
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 problems which arise in the interpretation of contracts to management and employee organizations, the implementation of changes and adjustments to practices, and the policing of grievance machinery.
Knowledge of the situations or circumstances which lead to employee grievance or discipline problems.
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 perform legal research on related matters as may be required to prepare appropriate position documents for the department.
Ability to keep abreast of labor law developments by way of related legislation and court decisions and to analyze their legal impact on department programs, policies, and practices.
Ability to interface with other agency legal officials based on an understanding of labor jurisprudence, and evidentiary considerations as they impact on employer-employee relations matters.
Ability to read, interpret, and apply information on department grievance policies, practices, and procedures.
Ability to read, interpret, and apply information on the policies, practices, procedures, regulations, and other matters pertaining to the Office of Employee Relations, and to the department.
Ability to read, interpret, and apply regulations, policies, procedures, organization structure, and functions of the department.
Ability to organize assigned employee relations coordination work, analyze the problems arising therein, and develop appropriate work methods.
Ability to comprehend, analyze, interpret, and apply appropriate portions of the public law and merit system and department rules and regulations.
Ability to provide appropriate assignments, instructions, and training to individuals and to report on the performance of their work.
Ability to serve as department representative and participate as required in meetings, conferences, and hearings.
Ability to deal with employees who display severe personal problems.
Ability to ensure consistency in the interpretation of established policies, practices, and procedures regarding agreements arrived at by the Office of Employee Relations.
Ability to comprehend, analyze, and interpret basic laws and regulations.
Ability to provide information, clarification, interpretation, and advice concerning policies, procedures, practices, and other matters pertaining the Chapter 303.
Ability to propose needed changes in employee relations policies, act as liaison between employee organizations, and provide a constant review and assessment of proposals and developments.
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 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.
This job specification is applicable to the following title code:
