The City of Spokane is seeking an experienced, strategic, and dynamic professional to join our Human Resources team as the Deputy Director of Human Resources. This critical leadership role will focus primarily on labor relations management and collective bargaining negotiations while also supporting the overall HR function. As the Deputy Director, you will work closely with the HR Director to ensure the successful development and execution of departmental activities and objectives, with a particular emphasis on fostering positive labor relations, administering Collective Bargaining Agreements (CBAs), and leading the City's non-uniform bargaining efforts.
In this position, you will serve as the chief negotiator in non-uniform collective bargaining and second chair in uniform negotiations, playing a key role in shaping the City's labor strategies and outcomes. Your expertise in labor relations, contract negotiations, and conflict resolution will be essential to navigating complex issues, ensuring compliance, and maintaining effective and collaborative relationships with union representatives and City leadership.
EXAMPLES OF JOB FUNCTIONS
The following responsibilities and requirements are functions that the individual who holds or desires the position must be able to perform unaided or with the assistance of a reasonable accommodation.
KEY RESPONSIBILITIES INCLUDE:
- Collaborate with department heads, managers, and Human Resources staff to develop and implement policies, procedures, rules, and regulations governing the labor relations program of the City; consult with the Human Resources Director to ensure the City’s labor relations program conforms to the goals and objectives of the Department and Administration as well as the policies governing employee-management relations.
- Have a proactive approach in providing HR services to all stakeholders with a focus on consultation to build effective teams throughout the organization.
- Build positive, collaborative relationships with employees, supervisors, directors, and union leadership while providing guidance and expertise in the interpretation and implementation of labor contract provisions. Confer with employee organizations and department leaders to clarify the labor relations policies of the City and to provide information regarding the rights and obligations of the parties concerned and the recourse available to them.
- Represent the City and serve as the chief negotiator for non-uniform labor contract negotiations and as second chair in uniform labor contract negotiations. Develop positions, proposals, and strategies throughout all collective bargaining activities. In collaboration with the Human Resources Department, Finance Department, and/or other City leadership, review and analyze counter proposals and contractual agreements for their impact on the City and departments. Draft contracts by incorporating agreed-to proposals into collective bargaining agreements. Provide the Mayor and senior City staff with updates and analysis of collective bargaining agreement negotiations.
- Provide leadership and guidance in the grievance process through final resolution with an active role in grievance hearings, mediation, and arbitration.
- Analyze and interpret language in collective bargaining agreements as well as other policies, practices, and documents for compliance with federal, state, and local employment laws and compatibility with other City policies; recommend modifications and changes as appropriate.
- Present cases as required to a neutral hearing officer and testify before the Public Employment Relations Commission (PERC) in unfair labor practice or unit clarification hearings as well as before arbitrators in arbitration proceedings.
- Provide counsel and mentorship to employees and managers on a variety of human resource topics including labor relations, labor contract questions, employee relations, benefits, and sound workplace practices.
- Develop and assist in delivering training related to labor management and other HR topics to various stakeholder groups with the goal to develop understanding at all levels of the organization and build collaboration and knowledge base.
- Consults with the City Attorney's Office and/or outside counsel on serious, complex legal issues.
- Perform other related work as required.
REQUIREMENTS
Knowledge of:
- RCW 41.56 and the rules and regulations of the Public Relations Commission.
- Federal, state, and local legislation pertaining to labor relations and personnel matters.
- Principles, practices and techniques of public sector labor relations, collective bargaining, dispute resolution and strategic planning.
- Human resources management principles, concepts, regulations, and practices.
- Trends and practices of human resources administration.
- Organizational structure, compensation, and benefits.
- Recruitment, selection and training.
- Business and management principles involved in strategic planning, resource allocation, HR modeling, leadership techniques and coordination of people and resources.
- Principles of supervision, training, and performance feedback.
Ability to:
- Foster and maintain effective professional relationships with City officials and staff, colleagues, employees, and bargaining unit representation.
- Interpret, explain, and apply collective bargaining contract language administrative rules, processes, procedures, and federal, state, and local laws, rulings, and policies.
- Conduct fact finding interviews and conduct internal investigations. Obtain relevant factual information, evaluate its significance, and recommend appropriate courses of action on identified issues.
- Analyze and understand complex problems; identify and implement solutions; prepare reports and recommendations.
- Exercise professional leadership in promoting good employee/management relations.
- Support and assist management personnel in developing effective labor relations skills and techniques.
- Present matters clearly and persuasively before public bodies, arbitrators, and management and employee groups.
- Communicate effectively, both orally and in writing.
- Effectively coordinate, perform, and complete multiple duties and assignments in a timely manner; ensure deadlines are met.
- Demonstrate discretion, integrity, and fairness.
- Use a personal computer and software necessary to effectively perform the duties of the position.
- Effectively lead and manage staff by developing and directing people as they work.
- Manage multiple projects, meet deadlines and work well under pressure.
- Adapt to other duties as assigned and prioritize, organize and plan work as needed to meet objectives.
Skilled in:
- Research, interpretation and application of municipal codes, ordinances, statutes, employment laws and other applicable rules and regulations.
WORKING CONDITIONS
Work is conducted primarily in an office setting.It may involve frequent attendance at meetings to include some irregular hours and potentially out-of-town travel. Incumbents in this classification are expected to communicate verbally, in person and by telephone.A computer terminal is used and may require the use of repetitive arm-hand movements.
MINIMUM QUALIFICATIONS
Any combination of education and experience which would provide the required knowledge, skills, and abilities, is qualifying. Generally, this would include:
Education:
- Requires baccalaureate degree from an accredited college or university in business administration, human resource management, labor management, business law, or other related field.
Experience:
- 5 years of progressively responsible, fully skilled experience in labor relations and contract negotiations.
- 2 years of supervisory or lead experience preferred.
- Experience with public sector labor groups, particularly police and fire department represented employees is preferable.
Licenses and Certifications:
- Possession of a valid driver’s license or evidence of equivalent mobility
- Prefer current certification as:
- SHRM Senior Certified Professional (SHRM-SCP)
- HRCI Senior Professional in Human Resources (SPHR)
EEO STATEMENT
We are an equal opportunity employer and value diversity within our organization. We do not discriminate on the basis of race, religion, color, national origin, gender identity, sexual orientation, age, marital status, genetic information, veteran/military status, or disability status.