People and Labor Strategy Manager

City of Vancouver · LOC0075 City Hall

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Job Summary

Job Details

We’re currently recruiting for a People and Labor Strategy Manager. The primary responsibilities of the position include:

• Leading the City's People and Labor Strategy function through oversight of the Human Resources Business Partner team and development of labor and employee relations strategies that support organizational goals, workforce engagement and operational excellence;
• Leading collective bargaining for City of Vancouver union contracts, including MOUs, addenda, interim bargaining, etc.;
• Advising managers and employees on sensitive labor and employee relations matters and on impacts of potential policies or changes being proposed;  
• Leading the transformation of HR services from a reactive to proactive service model by ensuring managers are well-versed in performance management, interpreting collective bargaining agreements and leadership principles and best practices;
• Mentoring and supporting the HR Business Partner team for maximum effectiveness and to ensure alignment with HR and Citywide goals and priorities; and
• Collaborating with the director department leaders in setting goals consistent with the City’s Strategic Plan and Vision and Values and serve as a member of the HR management team.

This is a full-time, regular, non-exempt union position. The schedule for this position is M-F, 8am to 5pm.

At this time, this position is eligible for telework or hybrid schedule. As with all routine telework positions, employees may be required to come into the office on occasion based on business needs. Telework may be subject to change at a future time. Currently, all employees must reside in Oregon or Washington; the City cannot support ongoing telework from other locations.

At the City of Vancouver, we are committed to paying our employees fairly, equitably, and competitively. City salaries are structured so that the midpoint of the salary range approximates the amount typically paid for the job in this geographic area. Candidates with experience supporting their ability to come in and hit the ground running may receive a starting salary around the midpoint of the listed salary range. Actual salary at offer is influenced by a host of factors, including a candidate’s relevant experience, education, licensure, certifications, and internal equity. The higher end of the listed pay range indicates the salary growth potential of the position.

For more information about the City’s priorities and values, please visit our Strategic Plan .

Essential Functions:

• With a strong focus on collaboration, transparency, relationship building and interest-based bargaining, negotiate City labor agreements or serve as second chair in negotiations that use an outside chief negotiator; interpret contract language, labor laws, memoranda of understanding and ordinances; and lead negotiation of non-public safety contracts. This includes developing holistic proposal options by working closely with City leaders; evaluating ideas brought forward by unions with an open mind; determining and presenting options for consideration; and being factual and transparent when ideas cannot work as proposed.
• Provide strategic leadership and direction to the Human Resources Business Partner team and lead transition of Business Partner work from being reactive by focusing on manager education, training and consistency, with ultimate goal of Business Parters being able to work at a more proactive, holistic and strategic level focused on communication, learning, organizational and succession planning. Manage the Business Partner team to ensure consistency in messaging and approach.
• Serve as a strategic advisor to City leadership regarding workforce trends, organizational challenges, labor relations matters, employee experience, leadership effectiveness, and change management initiatives. Analyze and interpret workforce, engagement, retention, recruitment and labor-related data to identify emerging trends and develop strategies that improve organizational effectiveness, workforce readiness, employee retention and operational outcomes.
• Work closely with inside and outside council, as needed, on labor and employee relations issues as well as with Finance staff to cost contracts, consider options, etc.; and collaborate with labor groups on policies affecting mandatory subjects of bargaining. Ensure timely action, communication, follow-up and follow-through on a range of employee and labor issues to foster respectful and positive labor relations.
• Work closely with internal City partners to understand trends, opportunities and constraints that impact bargaining; advise City leadership on trends, themes, and issues that arise with labor groups; ensure all parties impacted by changes proposed in bargaining (Benefits, Leave, Payroll, etc.) are aware of changes and have an opportunity to weigh in prior to finalizing.
• Perform Business Partner work as necessary, including investigations, facilitations, and similar work; manage the ADA interactive process; and develop and recommend policy or process changes as necessary. Serve as a member of the Human Resources, Safety and Risk management team and participate in setting department direction in ways that support City efforts.
• Be a resource for all HR and Risk/Safety staff as necessary; participate in a wide range of department efforts; and perform related duties and carry out other responsibilities as assigned.

Qualifications

Experience and Education

Experience: 

• At least five years’ labor and employee relations and supervisory experience; experience as lead negotiator is strongly preferred, as is experience in interest-based bargaining.

• Experience working with diverse groups, bridging differences, and resolving conflict.
• Experience supervising HR professionals and leading a team

Education: 

• Equivalent to a Bachelor's Degree in Human Resources or a related field, or any combination of education, transferable skills and experience that qualify you for this position.

*While significant management and labor and employee relations experience is required, the City recognizes that not all candidates may have experience in every aspect of the job, and we encourage interested candidates who feel as though they can be successful in the role to apply.

*Equivalent combinations of education and experience may be considered.

Computer Skills

• Intermediate skills in Microsoft Word, Excel, Outlook, PowerPoint. 

Knowledge

• Principles and practices of employee and labor relations, collective bargaining and employment laws, preferably in Washington State.
• Principles of leadership, training and supervision.
• Principles of collective bargaining, with a focus on interest-based bargaining.
• Working knowledge of a range of HR disciplines.

• Pertinent federal, state and local employment laws.

• Current office procedures, methods and computer equipment.

Abilities

• Manage multiple projects and issues effectively.
• Think strategically, see the broader organizational picture.
• Exhibit good judgment in prioritizing work assignments.
• Build and foster positive and productive relationships with labor partners and City staff.
• Exhibit responsiveness, organization, strong communication skills.
• Display calmness and possess the ability to utilize effective conflict resolution techniques.
• Strong oral and written communication skills.
• Effectively engage with diverse group(s) of people and express empathy and compassion while listening.
• Operate a personal computer and appropriate software.
• Work in a manner consistent with the City of Vancouver’s Vision and Values.
• Develop and maintain collaborative and respectful working relationships with team members and others.
• Demonstrate a commitment to valuing differences among people and to being inclusive.
• Show the utmost respect for others, and act as a team player.
• Work in a safe and responsible manner and promote safety as a guiding principle and a regular practice and comply with safety and health policies and procedures. Comply with applicable policies and procedures including but not limited to using personal protective equipment, observing warning signs, learning about potential hazards, and reporting all unsafe conditions.
• Recognize unsafe conditions which may be hazardous to an employee or to the public.
• Ensure team reviews the City Core Accident Prevention Plan, relevant safety policies and procedures as well as training on illness and injury response and specific job-related safety concerns.
• Report and appropriately escalate all safety issues and all injuries.
• Be responsive and provide a high level of customer service at all times.
• Project and maintain a positive image with those contacted in the course of work.
• Consistently provide quality service.
• Maintain regular and dependable attendance.
• Demonstrate a commitment to valuing differences among people and to being inclusive.
• Show the utmost respect for others, and act as a team player.
• Promote safety as a guiding principle and a regular practice in accomplishing work by focusing on safe practices and complying with safety and health policies and procedures.
• Recognize unsafe conditions which may be hazardous to an employee or to the public.
• Works in safe and responsible manner; not putting self or others at risk. Complies with applicable policies and procedures including but not limited to using personal protective equipment, observing warning signs, learning about potential hazards, and reporting all unsafe conditions.
• Responsible for ensuring a safe workplace in compliance with applicable policies, procedures and regulations. Ensures supervised employee review of the City Core Accident Prevention Plan, relevant safety policies and procedures, and training on illness and injury response and specific job-related safety concerns. Reports and appropriately escalates all safety issues and all injuries.

This position is subject to successful completion of a pre-employment reference check, a basic criminal and a VPD background check.

The City of Vancouver is committed to advancing equity and creating a welcoming and inclusive workplace. We recognize that progress depends on more than just a verbal commitment; it depends on making meaningful organizational change. We developed and continue to develop strategies to enhance employee-centered programs, eliminate recruitment and advancement barriers, elevate employee understanding of DEI and cultural competency and build an inclusive and welcoming place to call work. We hope you’ll consider joining us on the journey!

Safety: The City of Vancouver believes every employee plays a role in maintaining a safe workplace. The City of Vancouver promotes safety as a guiding principle and practice and accomplishes work by creating safe work environments, complying with safety and health policies and procedures and consistently seeking improvements that support operational excellence.

Diversity and Inclusion: At the City of Vancouver, we value and foster a workplace comprised of people with a range of different backgrounds, experiences and cultures. We recognize that a diverse and inclusive team is key to innovation, effectiveness and a positive culture. We are proud to be an Equal Opportunity Employer.

Equal Employment Opportunity Statement: The City of Vancouver is dedicated to maintaining a work environment that extends equal opportunity to all individuals, regardless of their race, color, sex, age, religion, national origin, marital status, veteran status, disability sexual orientation or gender identity. Employment decisions will be made to further the principle of equal employment opportunity and to comply with state, federal and local laws. We affirm through this policy statement our continuing commitment to the principles of equity and nondiscrimination.

Veterans’ Preference: Under Washington law, qualified veterans may be eligible for Veterans’ preference when applying for City of Vancouver positions. Honorably discharged Veterans, their surviving spouses or spouses of honorably discharged Veterans with a permanent and total service-connected disability who would like to be considered for a Veterans’ preference for this job should provide the qualifying documents as instructed during the application process.

ADA Accommodation: Accommodations will be considered for applicants or candidates with a qualifying disability that prevents them from participating in this process. Accommodations will be made where the City can reasonably provide them without imposing an undue hardship on the business or compromising the integrity of the recruitment process. An applicant with any disability who believes that they need an accommodation should contact Human Resources: call 360-487-8417 or email hrfront1@cityofvancouver.us 

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