DIRECTOR OF EMPLOYEE RELATIONS HUMAN SERVICES

Definition

Under the general guidance of the Deputy Commissioner for Operations, Department of Human Services, represents the Department in employee relations matters, directs the formalization, implementation and administration of Department policies and programs in all matters of employee relations, and directs the work programs and staff of the Office of Employee Relations: does related work as required. NOTE: The examples of work for this title are for illustrative purposes only. A particular position using this title may not perform all duties listed in this job specification. Conversely, all duties performed on the job may not be listed. EXAMPLES OF WORK Represents the Commissioner in negotiations between the State and the certified majority representative of State wide negotiation units. Makes binding commitments on behalf of the Department on matters being negotiated. As Head of the Department Negotiating Team, directs all aspects of the Department's participation in the negotiations for the State wide unit agreements and, as necessary, delegates authority to team members. As Chairman of the Department Negotiations Committee, meets with Division Directors, or their designees, as a Committee to evaluate the operational impact of majority representatives' contractual demands and/or the State's counter proposals, so as, to provide input by the committee members in the process of preparing the Department's position and responses thereto. Directs the preparation and presentation of Department proposals and counter proposals for State wide negotiation unit agreements and contracts. Acts as the Department liaison with the Governor's Office of Employee Relations on all matters pertaining to employee relations. Directs the administration of State wide negotiation unit agreements and contracts for the Department. Determines the Department's position on the intent and meaning of provisions of State wide negotiation unit agreements and contracts. Determines which Department or Department component policies, practices, procedures, operations, and/or work rules are subject to mandatory modification as the result of the provisions of a State wide negotiations unit agreement between the State and the certified majority representative. Determines and directs the application of methods, practices and technics, which will result in the successful modification of the affected policies, practices, procedures, operations and/or work rules. Provides consultative advice, support and input to the Commissioner on all matters pertaining to employee relations and negotiations. Consults with the Deputy Commissioner for Operations or the Commissioner on situations which involve significant new or very complex employee relations problems and recommends methods by which to resolve them. Organizes assigned administrative and technical work, analyzes employee relations and personnel problems, and develops appropriate work procedures for the Central Office and other staff. Directs the implementation of employee relations programs, policies, practices on procedures through the institution and agency Employee Relations Officers and the staff of the Office of Employee Relations. Establishes the need for and develops appropriate employee relations policies and practices for the entire Department. Directs the continuous review and evaluation of employee relations programs. Directs and maintains the Department level grievance processing. Meets with majority representatives as required. Represents the Department in attempts to settle discipline and grievance disputes. On behalf of the Department directs the preparation of proposals and counter proposals for the settlement of such disputes and rejects or accepts suggested binding agreements, settlements and final understandings. Directs the Department's role in hearings before arbitrators and hearing officers of the Public Employment Relations Commission. Directs the Department's preparation for grievances and disciplinary arbitration hearings. Directs the conference appeal process related to the termination of unclassified and provisional employees as set forth on the applicable State wide unit agreements or contracts. Supervises the work operations and/or functional programs and has responsibility for effectively recommending the hiring, firing, promoting, demoting and/or disciplining of employees. Assures appropriate and necessary training is provided to components of the Department in the administration of State wide unit agreements and contracts. Assures that the Department disciplinary action policies, practices and procedures are followed. Directs the planning, research and preparation of employee relations programs. Directs the preparation and promulgation of directives, circulars, and bulletins which establish policies, procedures, and practices pertaining to grievance and disciplinary procedures. Directs the coordination and monitoring of all grievance processing at the levels within the institutions and agencies. Makes continuous reviews of Department grievance procedures. Sees that assistance is provided to the several institutions and agencies in employee relations matters. Reviews and devises means and methods of improving working conditions and alleviating sources of employee grievances. Plans, organizes and directs surveys and studies and interprets varied types of law policies and data. Acts as the representative of the Department at meetings, conferences and hearings. Drafts extensive official correspondence. Prepares and directs the preparation of clear, sound, accurate and informative reports and summaries containing findings, conclusions and recommendations. Directs the establishment of maintenance of records and files. Will be required to learn to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units.

Requirements

License

Appointee will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle, rather than employee mobility, is necessary to perform the essential duties of the position.

Knowledge, skills and abilities

Knowledge of regulations, policies, procedures, organizational structure and operations of the Department of Human Services. Knowledge of the provisions of Chapter 303 (the New Jersey Employer Employee Relations Act and its relation to programs, policies and operations. Knowledge of the problems which arise in the interpretation of contracts to management and employee organizations, the implementation of changes and adjustments to practices and the policing of grievance machinery. Knowledge of the policies, practices, procedures and other matters pertaining to the Office of Employee Relations. Knowledge of the rules, regulations, policies, standards, and procedures of the New Jersey Department of Personnel and of the New Jersey Civil Service law as it relates to the State service. Knowledge of Departmental grievance policies, practices and procedures. Knowledge of public and employee relations personnel administration, personnel principles and practices. Knowledge of labor mediation and arbitration methods. Ability to organize assigned personnel administrative work and develop appropriate work procedures. Ability to read and interpret basic legislation, rules, and regulations and apply them to specific situations. Ability to recognize and analyze the varied employee relations and personnel problems of a large and complex State department and develop appropriate working procedures. Ability to assign and instruct employees in the employee relations program and supervise the performance of their work. Ability to work harmoniously with associates, Commissioner's Office and staff, Division Directors, and others and with that portion of the public interested in or concerned with the programs and complex responsibilities of the Department and its several subdivisions. Ability to establish and maintain cooperative working relationships with the representatives of other State Departments and Offices and employees organizations. Ability to deal effectively with Department employees and institution and agency officers in employee relations matters, to make and/or direct surveys and studies, to implement the resulting data, and to draw conclusions. Ability to direct the smooth handling of varied types of complex transactions. Ability to prepare and direct the preparation of extensive official correspondence. Ability to prepare and direct the preparation of clear, sound, accurate and informative statistical, financial and other reports, analyses and summaries containing findings, conclusions and formal recommendations. Ability to provide work assignments, instructions and training to individuals and supervise the performance of their work. Ability to serve as Departmental representative and participate as required in meetings, conferences and hearings. Ability to provide information, clarification, interpretation and advice concerning policies, procedures, practices and other matters pertaining to Chapter 303. Ability to propose needed changes in employee relations policies, act as liaison between employee organizations and provide a constant review and assessment of proposals and developments. Ability to direct the establishment and maintenance of records and files. Ability to utilize various types of electronic and/or manual recording and information systems used by the agency, office, or related units. Ability to read, write, speak, understand, and communicate in English sufficiently to perform duties of this position. American Sign Language or Braille may also be considered as acceptable forms of communication. Persons with mental or physical disabilities are eligible as long as they can perform essential functions of the job after reasonable accommodation is made to their known limitations. If the accommodation cannot be made because it would cause the employer undue hardship, such persons may not be eligible. CODES: 35/M35 - MCK 09/18/04

Note

Applicants must meet one of the following or a combination of both experience and education. Thirty (30) semester hour credits are equal to one (1) year of relevant experience. Ten (10) years of administrative experience in employee relations work in a large organization, three (3) years of which shall have been in a supervisory capacity. OR Possession of a bachelor's degree from an accredited college or university and six (6) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capcity. OR Possession of a master's degree in business administration, public administration, personnel administratn or labor relations from an accredited college or university and five (5) years of the above-mentioned professional experience, three (3) years of which shall have been in a supervisory capacity. "Professional experience" refers to work that is creative, analytical, evaluative, and interpretive; requires a range and depth of specialized knowledge of the profession's principles, concepts, theories, and practices; and is performed with the authority to act according to one's own judgment and make accurate and informed decisions.