Primary Purpose Advise, guide and train client organizations on employee/labor relation (LR) issues.
Assess risk of and provide updates on labor dispute issues to the business.
Develop performance management and disciplinary strategies.
Administer the collective bargaining agreement, company policies, procedures, and work rules.
Implement arbitration and grievance results as appropriate.
Monitor shop committees and mediation results.
Reconcile differences between labor law and collective bargaining agreement.
Ensure that management and union adhere to the principles and the spirit of the partnership.
Encourage them to work in a cooperative environment, where there is focus on mutual interest based problem solving.
First point of contact and support for all HR Consultants (HRCs) and the LR Center of Excellence, regarding labor and represented employee relation needs.
Lead personnel in the facilitation of the Company’s grievance process.
Duties and Responsibilities * Advise, guide, and train HR Consultants (HRCs) and management clients on the performance management of represented employees.
Oversee the progressive discipline and the performance appraisal process.
Provide direction on discipline and termination matters.
Conduct exit interviews as appropriate.
Review and provide feedback on written documents (i.e., interims, Performance Improvement Plans, Performance Appraisals, etc.).
Maintain strict confidentiality of employee information.* Provide direction to HRCs and supervisors in Alternate Dispute Resolution (ADR), mediation, investigatory interviews, disciplinary action(s), problem solving, and conflict resolution strategies.* Consult as a subject matter expert to HRCs and any appropriate internal personnel on labor relation issues including, but not limited to performance management process, Alternate Dispute Resolution (ADR), Employment/Labor Law, including Family and Medical Leave Act (FMLA), California Family Rights Act (CFRA), California Pregnancy Disability Leave (PDL), Family Sick Leave (FSL), Equal Employment Opportunity Commission (EEOC), Department of Fair Employment and Housing (DFEH), and Employment Development Department (EDD) regulations.* Consult, conduct research and analysis and guide client organizations on the administration of the Collective Bargaining Agreement (CBA).
Provides LR policy interpretation, historical information including ‘intent’ resulting from negotiations and agreements.* Works collaboratively with Office of Diversity in performing investigations involving employees in protected classes.
May be called to testify on behalf of the Company on matters arising from National Labor Relations Act (NLRA) Board charges, EEOC complaints, etc..* Initiate, design and conduct supervisor training sessions on various subject matters, i.e., the Collective Bargaining Agreement, Harassment/Discrimination, FMLA, FSL, Conflict Resolution, Performance Improvement Plans, Grievance handling, Shop Committee.* Foster an effective ongoing relationship with union leadership to maintain trust, credibility, and a strong image of the Company.* Research, analyze, and interpret the content and philosophies of Company policies and procedures, (i.e., safety, attendance/sickness policies, disability, jury duty, etc).* Coordinate and prepare the Company’s proposals.
Participate in negotiations as a resource.* Perform other duties as assigned (no more than 5% of duties).Qualifications Education * Bachelor’s Degree Labor relations, human resources, related field or equivalent training and/or experience.
RequiredExperience * 3 years
– Labor Relations or Human Resources experience.
Required* 2 years
– Prior supervision and managerial experience in a Union environment.
PreferredSkills and Abilities * Knowledge of state and federal employment law.
Intermediate* Knowledge of concepts followed by National Labor Relations Board and labor arbitrators.
Intermediate* Knowledge of company operations.
Intermediate* Conflict resolution skills.
Advanced* Ability to communicate effectively (written & oral).
Advanced* Ability to influence others.
Advanced* Ability to maintain strict confidentiality of employee information.
AdvancedLicenses and Certifications * Professional in Human Resources (PHR) certification, professional designation in HR, or equivalency.
PreferredOther Qualifications * May require some travel to various work locations or to represent the Company in outside related organizations.Southern California Gas Company is an EEO/AA Employer Equal Opportunity Employer Minorities/Women/Protected Veterans/Disabled