Job Summary This position is located in the Human Resources Administration, Office of the Deputy Director for Administration (ODDA) of the Child and Family Services Agency (CFSA). The Human Resources Manager, internally called HR Manager, Employee and Labor Relations (ELR), provides leadership in overseeing, directing, implementing, and evaluating the agency's employee and labor relations programs to include providing technical guidance and advice to the senior leadership during negotiations with the labor unions and/or as needed in the daily operations of the agency; strategic planning for human resource utilization including developing policies, procedures, and guidelines; developing operating budgets; contributing to the development and maintenance of an effective employee and labor relations programs; and other services related to employee and labor relations.
Duties and Responsibilities Manages all ELR programs/projects and maintains all statistical data and documents for analysis and reference purposes. Oversees the establishment, coordination, implementation, and maintenance of the employee relations program and/or segments for the program; evaluates and appraises the effectiveness of the program; and recommends changes in policies and procedures as needed. Oversees the development and implementation of performance evaluations and performance management program. Provides a full range of advisory services and assistance to CFSA leadership and employees to include employee conduct, performance, dispute resolutions, and other related employee-labor relations issues. Ensures that all Management Supervisory Services (MSS) employees are properly educated about the ELR related rules, procedures, and policies. Oversees all areas of Performance Management including Performance Evaluations, Performance Plans, Resolution and Reconsideration Committee (RRC) Panel Reviews, and related management training. Supports MSS staff by facilitating Administrative Staff training series.
Manages the agency's ADA and FMLA Coordinator, ensuring that needs associated with these benefits are met in a timely manner. This goal includes ensuring timely and accurate reporting of requests, claims and resolutions, and assigning work as needed to reporting specialist to ensure employees receive adequate support with regard to their medical needs; and providing supervision to specialist with regard to the acquisition, compiling, and routing of key essential documentation to HR management, leadership, and peer agencies (Office of the Chief Financial Officer, District of Columbia Office of Human Resources, Office of Disability Rights, etc.). Develops internal office operating procedures consistent with the District's employee and labor relations program. Directs the work of subordinate staff responding to employee relations issues; reviews and approves staff recommendations. Reviews agency progressive discipline procedures and guides management in resolving work related issues affecting employee and employee performance.
Performs other related duties as assigned.
Qualifications and Education Juris Doctor or Bachelor of Law is highly preferred. Bachelor's degree in Human Resources Management is preferred. Seven years of directly related work experience overseeing and/or performing employee and labor relations work is highly preferred.
- Demonstrable ability to provide leadership and direction in the coordination and implementation of employee and labor relations policies, procedures, and functions.
- Demonstrable expertise in the application of Federal and District of Columbia Employment laws, including but not limited to: applicable District's Personnel Manuals (DPMs), Title VII (Civil Rights Act), Executive Order 11246, FLSA, ADA, EEO, FMLA, ADEA, ERISA, NLRA, other District peer agencies (Office of Human Rights, Office of Risk Management, Office on Aging, etc.); and other applicable regulations, policies, procedures.
- Advanced knowledge and ability to apply theories, concepts, standards, and principles of employment and the associated laws, rules, regulations, policies, and procedures.
- Demonstrable knowledge of and ability to apply negotiating principles, techniques, and practices to include skills and experience in collective bargaining.
- Excellent oral and written communication skills to be able to provide briefings and write concise reports and recommendations.
- Demonstrable analytical skills to evaluate and synthesize information and develop plans, reports, and recommendations.
- Proficiency in Microsoft Office Suite and PeopleSoft applications.
Licenses and Certifications SHRM certification or its equivalent is highly preferred.
Other Significant Factors Tour of Duty: 8:15 a.m. - 4:45 p.m. Qualified individuals must ensure flexibility as it relates to the tour of duty.
Duration of Appointment: Management Supervisory Services Regular Appointment
MSS At-Will Statement: Positions in the Management Supervisory Service (MSS) serve at the pleasure of the appointing authority and may be terminated at any time with or without cause.
Pay Plan, Series, and Grade: MSS-201-14
Promotion Potential: None
Position Designation: This position is deemed as security sensitive and emergency per DPM Chapters 4 (Suitability) and 12 (Essential/Emergency). The candidate/incumbent is subject to a criminal background check, traffic records check, and consumer credit check (as applicable), reasonable suspicion drug and alcohol test, and post-accident or incident drug and alcohol test.
Residency Requirement: If the position you are applying for is in the Career, Management Supervisory, or Educational Service at an annual salary of one hundred fifty thousand dollars ($150,000) or more, you must establish residency in the District of Columbia within one hundred eighty (180) days of the effective date of the appointment and continue to maintain residency within the District of Columbia throughout the duration of the appointment.
Residency Preference: Applicants claiming "Residency Preference will be required to maintain residency in the District of Columbia for a minimum of (7) years. Failure to do so may result in forfeiture of employment.
