People and Labor Strategy Manager

Leads the City's People and Labor Strategy function through oversight of the Human Resources Business Partner team and development of labor and employee relations strategies that support organizational goals, workforce engagement and operational excellence. Leads collective bargaining for City of Vancouver union contracts, including MOUs, addenda, interim bargaining, etc. Advise managers and employees on sensitive labor and employee relations matters and on impacts of potential policies or changes being proposed. Lead the transformation of HR services from a reactive to proactive service model by ensuring managers are well-versed in leadership principles, performance management, collective bargaining agreements, etc. Mentor and support HR Business Partner team for maximum effectiveness and to ensure alignment with HR and Citywide goals and priorities. Collaborate with Director in setting goals consistent with the City’s Strategic Plan and Vision and Values and serve as a member of the HR management team

Responsibilities

1. With a strong focus on collaboration, transparency, relationship building and interest-based bargaining, negotiate City labor agreements or serve as second chair in negotiations that use an outside chief negotiator; interpret contract language, labor laws, memoranda of understanding and ordinances; and lead negotiation of non-public safety contracts. This includes developing holistic proposal options by working closely with City leaders; evaluating ideas brought forward by unions with an open mind; determining and presenting options for consideration; and being factual and transparent when ideas cannot work as proposed. 
2. Provide strategic leadership and direction to the Human Resources Business Partner team and lead transition of Business Partner work from being reactive by focusing on manager education, training and consistency, with ultimate goal of Business Parters being able to work at a more proactive, holistic and strategic level focused on communication, learning, organizational and succession planning. Manage the HR Business Partner team to ensure consistency in messaging and approach. 
3. Serve as a strategic advisor to City leadership regarding workforce trends, organizational challenges, labor relations matters, employee experience, leadership effectiveness, and change management initiatives. Analyze and interpret workforce, engagement, retention, recruitment and labor-related data to identify emerging trends and develop strategies that improve organizational effectiveness, workforce readiness, employee retention and operational outcomes.
4. Work closely with inside and outside counsel, as needed, on labor and employee relations issues as well as with Finance staff to cost contracts, consider options, etc.; and collaborate with labor groups on policies affecting mandatory subjects of bargaining. Ensure timely action, communication, follow-up and follow-through on a range of employee and labor issues to foster respectful and positive labor relations.
5. Work closely with internal City partners to understand trends, opportunities and constraints that impact bargaining; advise City leadership on trends, themes, and issues that arise with labor groups; ensure all parties impacted by changes proposed in bargaining (Benefits, Leave, Payroll, etc.) are aware of changes and have an opportunity to weigh in prior to finalizing. 
6. Perform Business Partner work as necessary, including investigations, facilitations, and similar work; manage the ADA interactive process; and develop and recommend policy or process changes as necessary. Serve as a member of the Human Resources, Safety and Risk management team and participate in setting department direction in ways that support City efforts.
7. Be a resource for all HR and Risk/Safety staff as necessary; participate in a wide range of department efforts; and perform related duties and carry out other responsibilities as assigned.

Qualifications

Experience:

• At least five years’ labor and employee relations and supervisory experience; experience as lead negotiator is strongly preferred, as is experience in interest-based bargaining.
• Experience working with diverse groups, bridging differences, and resolving conflict.
• Experience supervising HR professionals and leading a team

Education:

• Equivalent to a Bachelor's Degree in Human Resources or a related field, or any combination of education, transferable skills and experience that qualify you for this position.
• While significant management and labor and employee relations experience is required, the City recognizes that not all candidates may have experience in every aspect of the job, and we encourage interested candidates who feel as though they can be successful in the role to apply.

Knowledge of:

• Principles and practices of employee and labor relations, collective bargaining and employment laws, preferably in Washington State.  
• Principles of leadership, training and supervision.
• Principles of collective bargaining, with a focus on interest-based bargaining.
• Working knowledge of a range of HR disciplines.
• Pertinent federal, state and local employment laws.

Ability to:

• Manage multiple projects and issues effectively.
• Think strategically, see the broader organizational picture.
• Exhibit good judgment in prioritizing work assignments.
• Build and foster positive and productive relationships with labor partners and City staff.
• Exhibit responsiveness, organization, strong communication skills.
• Display calmness and possess the ability to utilize effective conflict resolution techniques.
• Strong oral and written communication skills.
• Effectively engage with diverse group(s) of people and express empathy and compassion while listening.
• Operate a personal computer and appropriate software.
• Work in a manner consistent with the City of Vancouver’s Vision and Values.
• Develop and maintain collaborative and respectful working relationships with team members and others.
• Demonstrate a commitment to valuing differences among people and to being inclusive.
• Show the utmost respect for others, and act as a team player.
• Work in a safe and responsible manner and promote safety as a guiding principle and a regular practice and comply with safety and health policies and procedures. Comply with applicable policies and procedures including but not limited to using personal protective equipment, observing warning signs, learning about potential hazards, and reporting all unsafe conditions.
• Recognize unsafe conditions which may be hazardous to an employee or to the public.
• Ensure team reviews the City Core Accident Prevention Plan, relevant safety policies and procedures as well as training on illness and injury response and specific job-related safety concerns.
• Report and appropriately escalate all safety issues and all injuries.
• Be responsive and provide a high level of customer service at all times.
• Project and maintain a positive image with those contacted in the course of work.
• Consistently provide quality service.