Human Resources Generalist: Labor and Employee Relation Specialist

Ingham County Human Resources • Lansing, MI • 6h ago

Description

Under the general supervision of the Human Resources Director, a Human Resources Generalist is responsible for human resource functions including; employee relations, employment, developing policies and procedures, classification and compensation, labor relations, training, management consultation, and other employment-related matters. Serves as a Human Resources representative on various internal and external committees as assigned. Performs specialist projects as needed. The Employment Specialist and Labor & Employee Relations Specialists function independently primarily within their assigned area of specialty and also collaboratively within both areas of specialty as needed.

Essential Functions

Essential Functions: Human Resources Generalist: Labor & Employee Relations Specialist

Consults with departments on managing and monitoring employees for compliance with policies, procedures, personnel law and regulations. Researches, writes and implements related policies and procedures. Investigates and advises supervisors, managers and department directors on issues of employee misconduct and handles necessary disciplinary procedures.

Leads the classification and compensation program including: analyzes salary surveys, evaluates new and existing job classifications, updates and prepares job descriptions. Coordinates, oversees and makes recommendations for current and new positions in the reclassification or reorganization process. Works closely with departmental managers regarding organizational structure and reorganization.

Assists in the collective bargaining process with various labor unions. Conducts surveys and gathers data on wages, benefits and conditions of employment. Assists the Human Resources Director and County Attorney in the development of bargaining positions.

Establishes and maintains effective relationships with union representatives at all levels.

Participates in meetings between labor and management to discuss and attempt resolution of issues of concern. Presents management's position in contract negotiations, grievance, arbitration and unfair labor practice hearings. Represents the County in meetings and hearings pertaining to labor issues.

Investigates employee complaints and grievances, and facilitates communication between employees and supervisors to reach resolution. Assists in disciplinary investigations and provides guidance and input to department directors, managers and supervisors for disciplinary actions as necessary. Assist in the management portion of the grievance procedure, including preparation for mediation and arbitration.

Researches, develops and writes policies and resolutions, and gathers information for Board meetings and closed sessions.

In conjunction with Human Resources Director hears grievances at Human Resource step and responds to said grievance within appropriate timelines.

Researches, develops, creates and presents Human Resources related training for county employees. Develops training programs for supervisors and employees. Meets with trainers to evaluate and customize proposed training modules. Conducts and/or facilities training sessions for selected departments and County-wide.

In conjunction with Human Resources Director receives, investigates and provides resolution to discrimination complaints and allegations of policy violations from employees, applicants or vendors. Maintains proper documentation of findings and actions taken. Works closely with legal counsel to address formal EEOC and MDCR charges.

Provides information, general guidance and may maintain records regarding local, state and federal laws. Examples include FMLA, A

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