Employee and Labor Relations Analyst (HR Analyst II)
Mount Hood Community College
January 9, 2018
HUMAN RESOURCES ANALYST II
Under close supervision-to-minimal direction, participate in, conduct and/or lead the preparation of a wide variety of simple-to-highly complex research projects, analyses and studies related to a wide variety of college human resources issues, programs, policies, systems, structures and activities; participate in developing and implementing programs which sustain a richly diverse, inclusionary workforce.
DISTINGUISHING CHARACTERISTICS OF THE CLASS
All levels of the HR Analyst series participate in and conduct a variety of studies and analyses for identifying, developing and implementing local, State and federal employment laws and policies, practices and procedures within the various human resources disciplines. The classifications are differentiated by the degree of complexity in research, data collection, analysis and reporting, as well as the scope of responsibility, independence and decision-making applied in accomplishing assigned duties. Employees in this classification series explore and develop strategies to align activities directly to the district's Racial Educational Equity Policy and Human Resource's Strategic Plan.
The Human Resources Analyst II performs the full scope of professional-level analytical staff work in one of the HR disciplines. Under general direction, employees perform complex analytical work requiring a systematic, disciplined, and creative approach to problem solving. Employees collect information and data covering a variety of seemingly different and unrelated activities, processes and methods and synthesize findings in developing recommendations. Employees at this level provide professional expertise within the context of their discipline and prepare and present detailed analyses, reports and presentations which offer multiple recommendations on specific subject matter. Serves as the College's employee relations, labor relations, and performance management representative; conducts analysis, negotiation, interpretation and administration of employee and labor contracts. Acts as a resource for managers, staff, and employees regarding contract interpretation and administration and performance management.
Acts as the initial HR contact for managers and employees on employee and labor relations issues, including contract administration, grievance handling, arbitrations, collective bargaining, and unfair labor practice charges.
Assists managers and employees on contract interpretation and other employee and labor relations matters. Work with managers to hear, respond to and resolve employee grievances; researches collective bargaining history and past practices and interprets labor agreements to formulate recommendations for grievance responses, drafts initial grievance responses.
Assesses, problem-solves and provides counsel to managers and employees on a variety of moderately complex, and/or sensitive HR and organizational issues, with a particular focus on employee relations, labor relations and performance management; facilitates and collaborates on a broad range of HR issues with a variety of individuals and groups, including college executives and managers, employees, union representatives, and other internal or external stakeholders; assists in building consensus and resolving conflict.
Confers with and coaches managers on performance management to improve the efficient and effective operation of campus programs, employee satisfaction, and/or the productive interactions and teamwork of staff. Works with managers to assess and uncover performance deficiencies and provides advice regarding the remedy.
Updates and maintains the performance management system including training documents, annual performance evaluation forms, plan of assistance forms and other performance management related forms and templates. Serves as a key stakeholder in the review of annual performance evaluations and plans of assistance.
Assists in the development and delivery of training regarding a variety of topics, including contract interpretation, employee relations, labor relations, HR policies and performance management. Effectively conveys information about HR programs, concepts and legal principles to managers and employees through both oral and written methods of communication and training.
Responds to inquiries and questions from leadership and HR and provides interpretation of labor laws on such topics as just cause, union access, unfair labor practice charges and human resource practices. Evaluates various situations as they arise by interviewing witnesses, reviewing policies/relevant documentation, contracts, conducting legal research and identifying strategies for the college's leadership response.
Consults with HR leadership team and/or college counsel on moderately complex issues; researches employment laws and/or best practices to resolve ad hoc issues, and assists in the development and implementation of HR policies or procedures. Under the direction of management and in collaboration with legal counsel, prepares timely, accurate responses to external charges, as assigned.
Recommends resolutions quickly on available information; be able to stand by decisions when challenged unless due to introduction of new facts. Seeks to understand the business needs and offer creative solutions to HR management while balancing parameters of labor contracts, precedence, policy and regulations.
Administers, maintains and monitors various databases utilized in labor relations, employee relations, and performance management including grievance tracking database, corrective action and annual performance evaluations database. Generates regular activity reports to analyze trends and compliance.
Provides technical support in preparation for grievance meeting, arbitrations, collective bargaining, mediations, or other administrative proceedings; collect and review supportive documentation for grievances, arbitrations, mediation, and other administrative proceedings.
Plans and conducts internal investigations into alleged violations of college policies and procedures and makes appropriate recommendations for resolution and/or disciplinary action based on findings; drafts disciplinary documents. Investigations may include researching and drafting initial responses to external complaints (e.g. BOLI or EEOC) on behalf of the college. Collects, analyzes, prepares, and reports relevant information and data on these issues. Serves as an objective fact finder; creates and maintains accurate documentation or supporting data.
Provides strategic support and input to the design and improvement of the department and related programs and services; responsible for carrying out strategic initiatives. Assists with the preparation of short- and long-term plans in support of the college mission, vision and goals.
Responsible for training and development to enhance skills and knowledge related to employee and labor relation issues throughout the college.
Fosters an environment that encourages and supports teamwork. Models and maintains high-performance standards and performance expectations.
Maintains strong customer service relationships with students, college employees, community members, and other district-wide constituencies. Ensures employees provide excellent customer service by treating customers with courtesy and respect, showing concern for their needs, and investigating and resolving requests and concerns. Ensures a welcoming, supportive, and respectful work environment.
Establishes and maintains collaborative working relationships with internal employees in assessing department issues and services. Actively participates on and/or leads various college committees, meetings, and workgroups.
Establishes and maintains collaborative working relationships with business and industry partners, agencies, community organizations and/or education institutions. May serve as college representative on various statewide, local and college committees and attend events as appropriate.
Monitors compliance with applicable federal, state, and local regulations, accrediting commissions, licensing requirements, and with administrative regulations, Board policies and collective bargaining agreements as appropriate. Applies the college's interpretation of the Family Education Rights and Privacy Act (FERPA).
Promotes innovation and improved services for students, employees and the community. Utilizes existing department technology to maximize efficiency and advocates for the continuing expansion of technology within fiscal constraints.
Attends training sessions and participates in professional training opportunities.
Dedicated to and promotes diversity in staffing, curriculum, programs and services.
Ensures and promotes health and safety in the workplace.
Mt. Hood Community College (MHCC) is one of the premiere institutions of higher education in Oregon and is the choice for students from throughout the Pacific Northwest. Mt. Hood Community College (MHCC), located in the shadow of majestic Mount Hood, opened in 1966 and now serves approximately 33,000 students annually. MHCC offers 120 associate degrees, certificate programs, and transfer options o...ffered at the Gresham Campus, Maywood Park Campus, Bruning Center for Allied Health Education, and public schools within the district. The College is committed to remaining accessible to an ever-increasing population with diverse needs. The Mt. Hood Community College district encompasses an area of about 950 square miles with a population of more than 300,000. Whether students are interested in pursuing a professional-technical degree, transferring to a four-year college or taking a few personal enrichment courses, MHCC is the place for community members to accomplish their goals. For more information visit http://www.mhcc.edu/About.aspx