Full-time
Posted 3 days ago
Job description
This position is unclassified per ORC 124.11(A)(9) and serves at the pleasure of the appointing authority. Employees in unclassified service are not subject to competitive civil service examination procedures.
Works under the direction of the Department of Developmental Disabilities (DODD) Labor Relations Administrator 2 in order to coordinate and monitor all labor relations activities for the agency and assists in planning overall labor relations program.
Advises assigned developmental centers and/or central office of state/department policies, arbitration/settlement results & consequences, Federal/State court decisions, SERB rulings, etc., & interprets the same.
Attends labor management meetings and assesses areas needing change or support.
Designs & directs intervention strategies.
Assists the Labor Relations Administrator 2 in planning overall Department labor relations program, to include policy development/implementation; monitoring of grievance activity by subject, point of origin or other parameters;
Manages assigned Labor Relations program Areas (e.g., Drug Testing, Seniority Credits & Strike Planning); problem identification & resolution.
Research of issues, gathering facts & documents & analyzing same.
Preparation of department's positions in collective bargaining.
Coordinates & monitors all labor relations activities & advises assigned developmental centers of contract interpretations, past practices, statewide developments.
Researches, conducts & responds to grievances at final step of Agency level as Director's designee, consulting with the Office of Collective Bargaining, developmental centers, central office or other intra/inter-departmental staff to include administrative investigations, pre-disciplinary hearings, step 3 grievance hearings, mediations, arbitrations & negotiations).
Defines & develops procedures governing grievance process (i.e., timeliness, grievability, representation, etc.).
Negotiates grievance settlements as appropriate; coordinates & conducts job abolishment & layoffs.
Develops & presents arbitration cases as management assistant or primary advocate as assigned to include: examination/review of grievance trail; application of contractual/statutory language to case; researches similar cases & past decisions of arbitrator; consults with OCB, department legal section, or other experts on strategies & tactics of cases; prepares witnesses & documents; advocates at arbitration & mediation hearings; develops post-hearing briefs.
Designs/conducts periodic training in areas of contract administration, disciplinary action, grievance administration.
Participates in collective bargaining at state, department, & /or developmental center level, developing & pursuing strategies to maximize department's ability to achieve stated goals & direction.
Performs other related duties as required.
3 yrs. exp. in collective bargaining, which included contract administration & management representation with regard to grievances &/or negotiated agreements (successful completion of the OCB Academy may be substituted for 6 mos. of required collective bargaining experience referenced in this portion of the minimum qualifications; applicants who completed OCB Academy prior to 1/1/2018 may substitute 12 mos. exp.).
-Or completion of undergraduate core program in human resources management; 12 mos. labor relations/collective bargaining experience which included contract administration & management representation with regard to grievances &/or negotiated agreements (successful completion of the OCB Academy may be substituted for the 6 mos. labor relations/collective bargaining experience referenced in this portion of the minimum qualifications; applicants who completed OCB Academy prior to 1/1/2018 may substitute 12 mos. exp.).
-Or 24 mos. exp. as Labor Relations Officer 1, 63471.
-Or 12 mos. exp. as Labor Relations Officer 2, 63472.
-Or equivalent of Minimum Class Qualifications For Employment noted above.
Job Skills: Labor Relations
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Frequently asked questions
Q: What skills or qualities help someone succeed as a Labor Relations Officer?
A: To succeed as a Labor Relations Officer, key technical skills include expertise in labor laws and regulations, negotiation and conflict resolution techniques, and proficiency in collective bargaining agreements. Soft skills such as strong communication and interpersonal skills, emotional intelligence, and the ability to remain impartial and objective in high-pressure situations are also crucial. These strengths enable Labor Relations Officers to effectively manage labor disputes, negotiate contracts, and maintain positive relationships with employees, management, and union representatives, ultimately supporting career growth and effectiveness in the role.
Q: What is the career path for a Labor Relations Officer?
A: A Labor Relations Officer typically starts as an entry-level Labor Relations Specialist, handling day-to-day union relations, contract administration, and employee grievances. As they gain experience, they progress to mid-level roles such as Labor Relations Manager, overseeing labor relations teams, developing policies, and negotiating collective bargaining agreements. Senior roles, like Director of Labor Relations or Vice President of Human Resources, involve strategic leadership, advising senior management on labor-related matters, and driving organizational change initiatives.\n\nKey opportunities for skill development and professional growth in this role include:\n\n- Developing expertise in labor laws and regulations\n- Building strong communication and negotiation skills\n- Gaining experience in conflict resolution and mediation\n- Expanding knowledge of human resources management and organizational development\n\nLong-term career prospects for Labor Relations Officers may include transitioning into senior HR leadership roles, pursuing careers in law or academia, or leveraging their expertise in related fields such as employment law, union management, or organizational development.
