HR Employee Relations Bureau Chief (CYFD/ESS #25707)

Posting Details

This posting will be used for ongoing recruitment and may close at any time. Applicant lists may be screened more than once.
Why does the job exist?

This position will manage the Employee Relations Bureau. The functional areas that include: misconduct investigations and disciplinary actions, Alternative Dispute Resolution, internal complaint/investigations, medical issues, Background Investigations, Labor relations, and Human Resources consultation and process improvement.
How does it get done?

1. Manage CYFD Human Resources policy - Ongoing development, publication, interpretation of CYFD Human Resources policies to ensure all CYFD Human Resources policies are consistent with CPB Rules, Collective Bargaining Agrements, State and federal Law, and Human Resources best Practices. Develop and provide training to employees. 8%
2. Manage Continuous Process Improvement - Conducts studies to identify and implement opportunities for process improvement in Human Resource functions. Develop and monitor Human Resources quality assurance reviews in accordance with applicable rules and policies. Conduct focus groups among customers to identify unmet needs and opportunities for improvement. 8%
3. Coordinate Alternative Dispute Resolution - Market Alternative Dispute Resolution to all employees through training, referrals by the Employee Relations Bureau, or referrals by supervisors and managers. Assist supervisors and managers in managing workplace issues. Track and evaluate effectiveness of interventions. 8%
4. Manage Background Investigation process - Evaluate background investigation information based on federal and State laws, CYFD policies, and job-related considerations. Determine the scope of background investigation required, in accordance with job duties and work location. Determine eligibility for employment based on background information and applicable law. Reduce turnaround time without compromising accuracy and security of information. 8%
5. Management/Oversight of Employee Relations Bureau investigation and discipline activities - Planning, establishing procedures ,and monitoring the implementation of the formal processes for discipline, alternative dispute resolution, internal complaint responses, and internal investigations for the Department ensuring all CYFD policies, SPB rules, and employment laws are applied consistently in these matters. Provide on-going training and consultation with CYFD managers and supervisors regarding the role of the Employee Relations Bureau, discipline processes, legal liability, and related communication processes to ensure efficient Human Resources management to the Department in accordance with its mission and goals. 25%
6. Provide oversight and direction for labor relations - Develop and maintain productive, problem-solving relationships between Union representatives, bargaining unit employees, and CYFD management. Assist in the resolving all union grievances at lowest possible level. Lead or designate and oversee all negotiations between Union representatives and CYFD. Initiate and/or participate in discussions and collaboration with other State agencies to promote consistency in interpreting and administering Collective Bargaining Agreements. 18%
7. Provide oversight and direction to the Medical Issues Coordinator - Provide oversight and direction in a manner that minimizes CYFD liability, is consistent with applicable State and federal law and CYFD policy, and incorporates employee rights and best practices. Assist in the development of processes for managing medical issues. Provide ongoing training and consultation with CYFD managers and supervisors regarding role of the Employee Relations Bureau, medical issues processes, legal liability and related communication processes. Ensure CYFD policies and practices are consistent with State and federal law, such as Worker's Compensation statutes, Family Medical Leave Act, Americans with Disabilities Act, Title VII of the Civil Rights Act, and the New Mexico Human Rights Act. Provide oversight and guidance in the area of drug testing policy and procedures. 15%
8. Responsible for employee management - Selection, development of staff, evaluation of performance, managing leave, and directing work of subordinate staff. 11 %
Who are the customers?

CYFD Staff
Ideal Candidate

CYFD Staff
Minimum Qualification

Bachelor's Degree in any related field and nine (9) years of experience in training, staff development, designing courses, producing instructional aides/materials, human resource operations, recruitment, selection, payroll, compensation, and benefits administration and/or occupational analysis. Three (3) years of supervisory experience as it pertains to the essential duties and responsibilities of this classification. Any combination of education from an accredited college or university in a related field and/or direct experience in this occupation totaling thirteen (13) years, to include three (3) years of supervisory experience, may substitute for the required education and experience.
Employment Requirements

Must possess a current and valid Driver's License. Pre-employment background investigation is required and conditional pending results.
Working Conditions

Work is performed in an office setting with exposure to Visual/Video Display Terminal (VDT) and extensive personal computer and phone usage. Some sitting, standing, bending and reaching may be required.
Supplemental Information

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Agency Contact Information: Tisha Maes. Email

For information on Statutory Requirements for this position, click the Classification Description link on the job advertisement.

Bargaining Unit Position

This position is not covered by a collective bargaining agreement.