Employee and Labor Relations Officer

• Consider the customer first in decision making by being of service to others
• Operate with Integrity-especially when no one is watching
• Be open to new ideas and Continuous Improvement – seek ways to improve current processes
• Be Proactive - take personal ownership especially when things go wrong.
• Cultivate the Potential of each and every employee – we must strengthen LBT through development and training

• Recommends the development and implementation of policies, procedures, and programs to maintain satisfactory relations between management and labor that ensures uniform and equitable application.
• Supports LBT’s chief negotiator for labor negotiations; recommends negotiation strategies; presents and clarifies negotiation issues with the Executive Director/VP of Organizational Development and Administration.
• Reviews proofreads, documents, including collective bargaining agreements (CBA) employee relations-related forms, and reports for accuracy and completeness.
• Supports LBT’s managers in administering the CBA. Interprets and advises management on employee and labor relations matters to ensure consistent policy and contract interpretation. Attends step hearings for grievances.
• Oversees phases of labor arbitration, including preparation of evidence. Provides leadership and recommendations to staff and/or management for conflict resolution activities including arbitration, and other forms of alternative dispute resolution for grievances.
• Ensures that labor/management meetings occur as directed and maintains information, agendas, and other related materials.
• Oversees compliance reviews for labor and employee relations as well as develops strategies to resolve issues.
• Researches and prepares attorney-client privileged information and reports related to claims to such agencies as Department of Fair Employment and Housing (DFEH), Public Employee Relations Board (PERB).
• Coordinates with legal counsel on arbitrations, employment law matters, and related litigation.
• Presents complex analyses, reports, trends, activities as well as labor law changes and/or interpretations to LBT’s executive leadership team.
• Analyze situations, identify problems, and recommend solutions and strategies. Anticipate long-range effects and financial implications of current and projected policies and procedures.
• Develop metrics and implement a plan that tracks positive relations strategies and criteria.
• Other duties as assigned

• All aspects of labor law as it applies to union and non-union environments, and a thorough understanding of collective bargaining, labor contract administration, as well as CBAs, and their impact on non-union employees and long-term business plans.
• Principles and practices of employee relations and labor relations.
• Leadership skills to lead, consult, coach, influence, inspire, and motivate personnel.
• Goal setting, strategic planning, program and budget, policies and procedure development and implementation.
• Labor, economic and operating trends and developments in labor and employee relations.
• Understand, interpret, and apply laws, rules, regulations, policies, procedures, contracts, and labor/management agreements.
• Research, organize information, and provide analyses.
• Resolve complex labor relations problems and issues.

• Bachelor’s degree in business, Human Resources, Labor, Employee or Industrial Relations, or similar field.
• Three to five years of progressively responsible labor relations experience required.
• Four years of which involves resolving grievances and actively serving on an organization’s negotiating team preferred.
• Professional certification in an applicable field and/or licensure(s) is desirable.
• Experience in the public sector is preferable.
• Qualifying experience may be substituted for the required education on a year- for- year basis.

Long Beach Transit