labor relations manager

Ford Motor Company

<div><p>Join us in shaping the future of Ford! As the Manager of Employee Relations for a key business unit within Manufacturing (Greenfield Sites), you will play a crucial role in driving our people&rsquo;s strategy during this unprecedented transformation. In this position, you will design, implement, and maintain proactive employee relations strategies that foster trust, communication, and engagement within the workforce. You will serve as a strategic advisor to HR and leadership teams, ensuring alignment with our company culture and communication goals. Using data-driven insights, cross-functional collaboration, and innovative engagement tactics, you will enhance employee experiences, mitigate risks, and maintain a workplace where employees feel valued, included, and heard. This high-impact role allows you to directly influence the employee experience by creating a high-performing, collaborative, and engaged workforce that will drive Ford&rsquo;s next chapter.<br>
<br>
</p><p>If you&rsquo;re passionate about building scalable HR solutions and thrive in a dynamic environment, we invite you to join us. This role is hybrid and requires at least 4 days onsite in the Dearborn, MI office.</p></div>
<br><div><p>You'll have...
</p><ul><li>Bachelor's Degree and 5+ years of relevant experience in employee relations, labor relations, or labor/employment law with emphasis on labor and employee relations; or equivalent combination of relevant education and experience.
</li><li>3-5 years in a leadership focused role on ER, LR or strategic HR leadership in manufacturing or industrial setting
</li><li>Experience supporting large workforces (over 1,000+ employees)
</li><li>Willing to travel 30-40%, if needed
</li><li>Skilled in MS Excel, Word, SharePoint &amp; PowerPoint<br>
</li></ul><div>Even better, you may have&hellip;
<br>
<ul><li>8+ years of relevant experience in employee relations, labor relations, or labor/employment law with emphasis on labor and employee relations; or equivalent combination of relevant education and experience.
</li><li>Prior experience in supporting startup facilities
</li><li>Experience building and launching programs that measurably impact positive engagement
</li><li>Ability to collaborate across departments to influence business and HR stakeholders
</li><li>Fluency in multiple languages
</li><li>Previous experience managing within operations
</li><li>Ability to handle privilege and confidential matters
</li><li>High quality and sound decision making<br>
 </li></ul></div><p><br>
You may not check every box, or your experience may look a little different from what we've outlined, but if you think you can bring value to Ford Motor Company, we encourage you to apply!
</p><div>As an established global company, we offer the benefit of choice. You can choose what your Ford future will look like: will your story span the globe, or keep you close to home? Will your career be a deep dive into what you love, or a series of new teams and new skills? Will you be a leader, a changemaker, a technical expert, a culture builder&hellip;or all of the above? No matter what you choose, we offer a work life that works for you, including:
<br>
<ul><li>Immediate medical, dental, vision and prescription drug coverage
</li><li>Flexible family care days, paid parental leave, new parent ramp-up programs, subsidized back-up child care and more
</li><li>Family building benefits including adoption and surrogacy expense reimbursement, fertility treatments, and more
</li><li>Vehicle discount program for employees and family members and management leases
</li><li>Tuition assistance
</li><li>Established and active employee resource groups
</li><li>Paid time off for individual and team community service
</li><li>A generous schedule of paid holidays, including the week between Christmas and New Year&rsquo;s Day
</li><li>Paid time off and the option to purchase additional vacation time.<br>
</li></ul></div><p><br>
This position is a salary grade 6.
</p><p>For more information on salary and benefits, click here: https://fordcareers.co/LL6SP1
</p><p>This position is a range of salary grades LL6 .<br>
<br>
</p><p>Visa sponsorship is not available for this position.<br>
<br>
</p><p>Candidates for positions with Ford Motor Company must be legally authorized to work in the United States. Verification of employment eligibility will be required at the time of hire.<br>
<br>
</p><p>We are an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, religion, color, age, sex, national origin, sexual orientation, gender identity, disability status or protected veteran status. In the United States, if you need a reasonable accommodation for the online application process due to a disability, please call 1-888-336-0660.<br>
<br>
</p><p>#LI-Onsite
<br>
#LI-NS3</p></div>
<br><div><div><ul><li>Execute Human Resources (HR) programs, aligning HR strategies with business strategies, streamlining and standardizing HR policies, practices and possessions, and developing the HR organization to be more effective in managing human capital.
</li><li>Partner with HR leadership and Operations to design proactive engagement and communication plans that reinforce a culture of trust and collaboration.
</li><li>Advises and train People Leaders on employee relations practices and strategies to enhance the employee experience.
</li><li>Advise executive leadership on labor relations strategies, trends, and best practices.
</li><li>Develop and implement policies and programs that foster a fair, equitable, and safe work environment.
</li><li>Monitor industry trends and regulatory changes affecting labor relations and recommend proactive responses.
</li><li>Apply employee relations expertise to identify, concerns, and challenges to solve opportunities in employee experience and to foster a culture of high engagement.
</li><li>Collaborate with the leadership team on policy, issues, and information to identify solutions to drive sustainable cultural change and support achieving business objectives.
</li><li>Foster a positive and inclusive employee experience through proactive initiatives based on feedback from employee opinion surveys, employee suggestions, open-door policies, and other initiatives to boost engagement.
</li><li>Provide resources and guidance to support action planning and continuous improvement of employee survey results.
</li><li>Partner with key stakeholders to strategize and respond to employee concerns across facilities as a part of developing and driving positive interactions.
</li><li>Conduct research and analyze employee relations trends.
</li><li>Facilitates effective partnerships with key stakeholders (HR, Benefits, Legal, Risk, etc.) to address concerns holistically and proactively. Recommends solutions to concerns, counsel employees, advises leaders on the corrective action process, and facilitates dispute resolution.
</li><li>Stay current on trends and application of laws and the latest trends in Employee Relations.
</li><li>Take ownership of People Leader activities for the Plant HR team, including creating development plans, providing recognition, coaching, mentoring, and managing performance documentation and evaluations to support organizational goals.
</li><li>Conduct daily floor walks in designated areas to build positive relationships with employees, ensure HR availability, and proactively avoids employee dissatisfaction.
</li><li>Partner with local communications staff to implement an integrated communications strategy that creates an informed employee population and drives 2-way communication across all shifts.
</li><li>Works closely with safety and occupational health leads to implement and address employee health and wellness, conduct safety audits, and continuously improve safety performance for a healthy and safe work environment.
</li><li>Apply lean methodologies and tools with progressive HR practices to guide decision making, problem-solving, root cause analysis, and drive operational to be in class levels.</li></ul></div></div>

Manager, Employee Relations, Greenfield Sites

City of Berkeley

<div></div><div><div><div><p><b>BENEFITS OF WORKING FOR BERKELEY</b></p>
<p>Berkeley, California is a small city with a big reputation. At just ten square miles of land and seven square miles of water, Berkeley is famous around the globe as a center for academic achievement, scientific exploration, free speech, and the arts, and home to over 50 parks, a top-ranked university, and the largest public marina in the San Francisco Bay.</p>
<p>As an employer, the City of Berkeley offers all the benefits of a career in the public sector while fostering diversity, creativity, and innovation. Join a team of high-caliber, experienced staff with a shared mission of serving the Berkeley community and promoting an accessible, safe, healthy, environmentally-sound and culturally-rich city.</p>
</div>
</div><div><div><h2 class="jobSectionHeader"><b>JOB OPPORTUNITY</b></h2></div>
<p></p><div><p><b>Attending the CalPELRA conference?</b> Sign up for a 1:1 Info Session to learn more about this opportunity.</p><p>
The City of Berkeley invites you to apply for Employee Relations Manager in the Human Resources Department! In this role, you'll have the opportunity to manage essential programs in employee and labor relations, workers' compensation, safety, and benefits. In addition to supervising a team of up to ten professional and technical staff, day-to-day responsibilities include interpreting and implementing labor contract language, representing the City with its bargaining groups, and resolving employee relations issues.</p><p>
The City currently maintains agreements with eight bargaining units representing over 1000 employees. The Employee Relations Manager will play a key role in Spring 2026 renegotiations with public safety labor groups through research, coordination, and participation in negotiations, training the management bargaining team, and working closely with the Director of Human Resources to make recommendations for approval.</p><p>
Our ideal candidate is a subject matter expert in the area of labor relations and negotiations, who can tactfully navigate conflict and ambiguity. This person can confidently present information and recommendations to governing bodies, develop and implement effective performance management and discipline procedures, and effectively train assigned staff.</p><p>
Employee Relations Manager is an unrepresented, at-will classification. This classification receives a 5% salary differential (non-pensionable) for a total base salary up to $210,513.</p><p>
See the full job class specification here: https://www.governmentjobs.com/careers/berkeley/classspecs/105077</p></div><p></p>
<div><h2 class="jobSectionHeader"><b>MINIMUM QUALIFICATIONS</b></h2></div>
<p></p><div><p>A typical way of gaining the knowledge, skills, and abilities for this position is:<br>
Education<br>
Equivalent to graduation from a four-year college with major course work in business or public administration, industrial relations, or a closely related field.</p><p>
Experience<br>
Four years of progressively responsible experience in public personnel administration and management and labor relations, including one year in a lead, supervising, or management capacity. Experience in a municipal public agency setting is desirable. Additional professional-level experience as outlined above may be substituted for the college education on a year-for-year basis.</p><p>
Licenses, Certifications, and Other Requirements<br>
Must be willing to work such hours as are necessary to accomplish the job requirements. Must be able to travel to various locations within and outside the City of Berkeley to meet the program needs and to fulfill the job responsibilities. When driving on City business, the incumbent is required to maintain a valid California driver&rsquo;s license as well as a satisfactory driving record.</p></div><p></p>
<div><h2 class="jobSectionHeader"><b>APPLICATION PROCESS</b></h2></div>
<div><p>Applications must be received by 5:00 PM Pacific on November 24, 2025 and must include a completed application and answers to the supplemental questions. Please note that resumes are not a substitute for a completed application.<br>
<br>
Applications are available in alternative formats (audio-format, braille, large print, electronic text, etc.) upon request to ada@berkeleyca.gov. Please allow 10 days for production of the material in an alternative format.</p></div><br>
<div><h2 class="jobSectionHeader"><b>EXAM PROCESS</b></h2></div>
<div><p>The exam process will include, but may not be limited to:</p><br>
<ul><li>
Application review for minimum qualifications (qualifying experience will be calculated based on the application filing period closing date)</li><li>
Review of answers to supplemental questions</li><li>
Oral Board Exam (tentatively scheduled for December 15 and/or December 16, 2025)<br>
</li></ul>
Tests may consist of any combination of written, oral or other exercises or assessment procedures that test content and may include, but are not necessarily limited to, typing, math, reading, writing and analytical skills; problem solving ability; computer and software proficiency, or any other job-related knowledge, skill, ability or qualification. The examination process and dates are subject to change. The City may, without notice, change or eliminate any assessment component as needs dictate. Applicants passing all examination phases will have their names placed on an employment eligible list that hiring departments will use to conduct final selection interviews (tentatively scheduled for early January 2026).<br>
<br>
Reasonable Accommodations: The City is committed to making reasonable accommodations in the examination process and in the work environment. Individuals requesting reasonable accommodations in the examination process must submit a request in writing to hr@berkeleyca.gov at the time of application.</div><p></p>
</div><div></div><div><div><p><b>PRE-EMPLOYMENT PROCESS</b></p>
<p>Candidates under final consideration for employment with the City will undergo an employment background/reference check that may include, but is not limited to: employment history, confirmation of educational credentials and degrees, licenses including driver's license, registrations, certificates, other credentials, credit check, criminal history check, and Live Scan fingerprinting.</p>
<p><b>EQUAL EMPLOYMENT OPPORTUNITY (EEO) EMPLOYER</b></p>
<p>The City of Berkeley is an Equal Employment Opportunity (EEO) employer. All employment actions shall be administered regardless of race, color, national origin, ancestry, religion, age, physical or mental disability or medical condition, sex, gender, gender identity, gender expression, sexual orientation, genetic information, marital status, pregnancy, political affiliation, veterans&rsquo; status, or any other status protected under federal, state, or local law.</p>
<p><b>DISASTER SERVICE WORKER</b></p>
<p>All City employees are required to provide services as Disaster Service Workers in the event of an emergency/disaster.</p></div></div></div>

Employee Relations Manager

Amazon

<div>
 <strong>
  Description
  <br/>
  <br/>
 </strong>
 As an Employee Relations Manager at Amazon, you will provide expert consultation on complex employee relations matters for our corporate functions. You will partner with HR Business Partners, Legal, and business leaders to drive effective employee relations practices, lead investigations, and implement policies that align with Amazon's Leadership Principles. Your role will focus on mitigating employment-related risks while supporting a positive workplace culture through data-driven insights and capability building programs.
 <br/>
 <br/>
 Key job responsibilities
 <br/>
 <br/>
 <ul>
  <li>
   Provide expert consultation to HR and business leaders on performance management, corrective actions, and termination decisions
  </li>
  <li>
   Coach managers on effective employee relations practices and conflict resolution mechanisms
  </li>
  <li>
   Drive implementation of employee voice listening mechanisms to capture feedback and concerns
  </li>
  <li>
   Monitor and analyze ER trends and metrics to identify opportunities for process improvements and policy updates
  </li>
  <li>
   Conduct Monthly Business reviews with required stakeholders
  </li>
  <li>
   Develop, implement, and update HR policies and procedures, ensuring compliance with labor laws and regulations
  </li>
  <li>
   Partner with Legal and HR teams to assess and mitigate employment-related risks
  </li>
  <li>
   Support organizational change initiatives while ensuring fair and consistent treatment of employees
  </li>
  <li>
   Design and deliver training programs and capability building initiatives on ER-related topics
  </li>
  <li>
   Lead complex employee relations investigations, including allegations of policy violations, misconduct, and ethics concerns
  </li>
  <li>
   Manage and resolve escalated employee concerns and grievances through appropriate intervention strategies
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Basic Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Bachelor's degree or above
  </li>
  <li>
   7+ years of HR experience, or Bachelor's degree
  </li>
  <li>
   Experience with analytical tools and ability to dive deep into metrics and reporting
  </li>
  <li>
   Experience communicating technical details verbally and in writing
  </li>
  <li>
   Experience in stakeholder management, dealing with multiple stakeholders at varied levels of the organization
  </li>
  <li>
   Experience in designing and delivering training programs
  </li>
  <li>
   Proficiency in MS Office suite and ER tools
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Preferred Qualifications
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Master's degree or above in Human Resources, Human Resources Management, Labor Relations, Business/Management, Psychology, or a related field
  </li>
  <li>
   Knowledge of employment law and HR policies and procedures
  </li>
  <li>
   Experience in technology or corporate operations environment
  </li>
  <li>
   Track record of launching successful ER programs
  </li>
  <li>
   Experience in handling complex employee relations matters
  </li>
  <li>
   Strong sense of ownership and sound decision-making abilities
  </li>
  <li>
   Experience handling confidential information with high judgment
   <br/>
   <br/>
  </li>
 </ul>
 Our inclusive culture empowers Amazonians to deliver the best results for our customers. If you have a disability and need a workplace accommodation or adjustment during the application and hiring process, including support for the interview or onboarding process, please visit https://amazon.jobs/content/en/how-we-hire/accommodations for more information. If the country/region you&rsquo;re applying in isn&rsquo;t listed, please contact your Recruiting Partner.
 <br/>
 <br/>
 <br/>
 <strong>
  Company
 </strong>
 - ASSPL - Karnataka
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 <br/>
 Job ID: A3109871
</div>


Employee Relations Manager, Corporate Employee Relations

ahlibank

<div>
 <p>
  <strong>
   SUMMARY OF ROLE:
   <br/>
  </strong>
 </p>
 The role leads and manages the Bank&rsquo;s employees and workplace relations, ensuring full compliance with applicable laws, regulations, and internal HR policies. It upholds sound people governance by overseeing employee and labor relations matters, advising management on policy interpretation and regulatory requirements, and supporting the resolution of workplace issues. It contributes to performance discussions as part of a broader effort to maintain consistency in people's practices. In addition, it oversees accurate employee data management, process governance, and improvement initiatives within the function, contributing to efficiency and enhanced employee experience. The incumbent serves as the primary advisor on employment laws, compliance matters, and HR-related risk mitigation strategies across the Bank.
 <br/>
 <br/>
 <strong>
  Responsibilities
  <br/>
  <br/>
 </strong>
 <strong>
  Employee Relations
  <br/>
 </strong>
 &bull; Manage and resolve employee grievances, conflicts, and disciplinary matters in alignment with Omani Labor Law, CBO guidelines, and internal HR policies and procedures.
 <br/>
 &bull; Conduct impartial investigations into employee complaints or misconduct, ensuring due process and confidentiality.
 <br/>
 &bull; Support performance management processes, including Performance Improvement Plans (PIPs).
 <br/>
 &bull; Implement corrective and preventive actions to maintain a positive and compliant work environment.
 <br/>
 &bull; Advise HR and business leaders on appropriate disciplinary or corrective actions, ensuring consistency and fairness.
 <br/>
 <br/>
 <strong>
  Regulatory &amp; Governance Representation
  <br/>
 </strong>
 &bull; Represent the Bank in employment-related matters before relevant authorities, regulatory bodies, and external stakeholders, ensuring professionalism and adherence to legal standards.
 <br/>
 &bull; Coordinate and participate in internal governance forums such as investigation committees, disciplinary panels, and employee relations steering committees, providing expert guidance and case insights.
 <br/>
 &bull; Prepare and present case summaries, status updates, and recommendations to management and relevant committees for decision-making and policy alignment.
 <br/>
 &bull; Review and validate case documentation, responses, and evidence for internal and external proceedings, ensuring accuracy, confidentiality, and compliance with internal protocols.
 <br/>
 <br/>
 <strong>
  Policy, Compliance &amp; Governance
  <br/>
 </strong>
 &bull; Ensure compliance with all relevant regulatory frameworks (CBO, MOL, SPF, etc.) and maintain alignment between legal obligations and HR practices.
 <br/>
 &bull; Provide expert interpretation of employment laws, regulations, and compliance standards, advising management on strategies to mitigate HR-related risks.
 <br/>
 &bull; Monitor and report compliance breaches or potential risk areas related to staff management.
 <br/>
 &bull; Support internal and external audits related to employee relations and HR governance.
 <br/>
 <br/>
 <strong>
  Data Management, Reporting &amp; Analytics:
  <br/>
 </strong>
 &bull; Maintain accurate, confidential, and up-to-date employee records across HRMS and physical files, ensuring integrity and compliance with internal policies and regulatory requirements.
 <br/>
 &bull; Track and analyze employee lifecycle data, including onboarding, transfers, terminations, grievances, and disciplinary actions, to identify trends and support proactive decision-making.
 <br/>
 &bull; Develop and maintain HR dashboards, trackers, and management reports covering employee relations, compliance, and workforce indicators to enable data-driven insights and governance reviews.
 <br/>
 &bull; Ensure documentation accuracy and readiness for audits, management reviews, and regulatory submissions.
 <br/>
 <br/>
 <strong>
  Process Innovation, Automation &amp; Digitalization:
  <br/>
 </strong>
 &bull; Review and lead process innovation initiatives within the Employee Relations function, focusing on enhancing efficiency, governance, and employee experience.
 <br/>
 &bull; Identify and drive opportunities for automation and digitalization of ER workflows (e.g., case tracking, document management, reporting dashboards).
 <br/>
 <br/>
 <strong>
  Stakeholder &amp; Relationship Management
  <br/>
 </strong>
 &bull; Serve as the HR focal point for legal, compliance, and business heads on employee relations and regulatory issues.
 <br/>
 &bull; Build constructive working relationships with external authorities and internal stakeholders.
 <br/>
 &bull; Deliver training and awareness sessions on employee relations, disciplinary management, and regulatory compliance.
 <br/>
 <br/>
 <br/>
 Requirements
 <br/>
 <br/>
 <ul>
  <li>
   Bachelors in Human Resources, Law or any related fields.
   <br/>
  </li>
  <li>
   Strong knowledge of Employment laws and regulations
   <br/>
  </li>
  <li>
   8-10 years of progressive HR experience, with strong focus on employee relations, regulatory frameworks, and labor law
   <br/>
  </li>
  <li>
   High interpersonal and communication skills.
   <br/>
  </li>
  <li>
   Strong organizational and problem-solving skills.
   <br/>
   <br/>
   <br/>
   <br/>
  </li>
 </ul>
</div>


Staff Relations & Governance Manager

Procter & Gamble

<div><div><p>Do you want to make a difference at work every day?
</p><p></p><p>Be on the cutting edge and shoulder-to-shoulder with influential business leaders trying new things to drive performance and business results? A job where you can make a difference in the lives of employees and the lives of consumers? If these questions resonate with you, you may be a phenomenal fit for Human Resources (HR) at Procter &amp; Gamble.</p></div><p></p><div><p><br>
At P&amp;G, our HR professionals are leaders who apply their talents and skills to play a strategic role in the success of our global brands and our people. We put our mark on brands you know, sold in hundreds of countries around the world. We offer a dynamic career path that will allow you to develop into the type of leader for which P&amp;G is known.</p></div><p></p><div><p><br>
As an HR Manager, you will get to work and build mastery through HR roles &amp; practices such as:</p></div><div><ul><li><p>
Talent Acquisition</p></li></ul></div><div><ul><li><p>
Learning &amp; Development</p></li></ul></div><div><ul><li><p>
Employee &amp; Labor Relations</p></li></ul></div><div><ul><li><p>
Employee &amp; Labor Communications</p></li></ul></div><div><ul><li><p>
Strategic HR Business Partner</p></li></ul></div><div><ul><li><p>
Human Resources Services &amp; Solutions</p></li></ul></div></div><p></p>

New Grads 2026: Human Resources Manager

Elite Mechanical, Inc.

<p><b>Company Overview:</b></p><p>Elite Mechanical Inc. is a locally owned and operated commercial HVAC contractor based in Aiea, Hawaii, with 30 years of history and a strong commitment to delivering exceptional service and quality. Our experienced team specializes in design-build, installations, maintenance, and repair services, primarily serving the government, healthcare, education, and commercial real estate sectors. At Elite Mechanical, we pride ourselves on fostering a strong &lsquo;ohana oriented culture built on unwavering principles that guide our every action. This dedication to our core values ensures that we consistently deliver exceptional results, support our team, and maintain our tradition of excellence in service for decades to come.</p><p><b>Job Overview:</b><br/>The HR Manager will lead the Human Resources function in a mixed workforce environment of 70+ employees, including both union and non-union staff. Supported by an HR Generalist, this role will oversee all aspects of HR management, including talent acquisition, compliance, employee relations, and workforce development. The HR Manager will serve as a trusted partner to the executive team and department heads, helping to strengthen leadership capabilities, enhance employee engagement, and align HR practices with the company&rsquo;s strategic goals.</p><p><b>Key Responsibilities:</b></p><ul><li><b>Talent Acquisition &amp; Retention:</b></li><li>Develop and implement effective recruitment and onboarding strategies to attract and retain top talent for non-union roles.</li><li>Collaborate with the executive team to select, design, and deploy company-wide training and development programs.</li><li>Support supervisors and managers in handling HR issues, coaching them to become stronger and more effective leaders.</li><li>Coordinate with department heads to assess workforce needs and develop accurate, up-to-date job descriptions.</li><li>Assist in creating and maintaining a positive work environment that fosters high retention and employee growth.</li><li><b>Compliance and Policy Management:</b></li><li>Ensure compliance with local, state, and federal employment laws, union agreements, and internal HR policies.</li><li>Develop, update, and implement HR policies and procedures; ensure consistent communication and adherence across the organization.</li><li>Manage employee relations matters with fairness, consistency, and respect for both union and non-union employees.</li><li><b>Labor Relations:</b></li><li>Serve as the primary HR contact for union and non-union matters, ensuring compliance with labor agreements.</li><li>Address grievances and lead discussions with union representatives as needed to maintain constructive relationships.</li><li><b>Compensation and Benefits:</b></li><li>Provide guidance and help manage the company&rsquo;s compensation program to ensure internal equity and market competitiveness.</li><li>Oversee benefits programs for non-union employees and act as a liaison with providers to resolve employee issues.</li><li>Partner with the CFO and executive team to review compensation structures and recommend adjustments aligned with company goals.</li><li><b>Employee Engagement and Culture:</b></li><li>Promote and reinforce the company&rsquo;s core values and &lsquo;ohana culture through intentional HR initiatives.</li><li>Develop programs and activities that enhance employee well-being, satisfaction, and connection to the company&rsquo;s mission.</li><li>Interface with external HR resources such as the Hawaii Employers Council (HEC) to ensure best practices and compliance support.</li><li><b>HR Strategy and Operations:</b></li><li>Lead performance evaluation, merit increase, and employee development processes, ensuring transparency and fairness.</li><li>Provide HR analytics and insights to support strategic decision-making.</li><li>Continuously improve HR systems, processes, and workflows to support efficiency and compliance.</li></ul><p><b>Qualifications:</b></p><ul><li>Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>Minimum of 5 years of HR management experience, with at least 2 years in a unionized environment.</li><li>Strong background in talent acquisition, labor relations, and HR compliance.</li><li>Proven track record in HR strategy, employee relations, policy development, and compliance.</li><li>Excellent interpersonal and communication skills, with the ability to work effectively across both union and non-union environments.</li><li>Strong organizational and problem-solving skills, with attention to detail and accuracy.</li><li>Proficiency in Microsoft Office Suite and other HR-related software.</li></ul><p><b>Preferred Attributes:</b></p><ul><li>HR certification (e.g., SHRM-CP, SHRM-SCP, or PHR) is a plus.</li><li>Experience in the HVAC or construction industry is highly desirable.</li></ul><p><b>Job Type:</b> Full-time</p><p><b>Compensation:</b> Up to $110,000 per year</p><p><b>Benefits:</b></p><ul><li>Company paid Health, Dental, and Vision Insurance</li><li>Company paid life insurance</li><li>Paid Holidays</li><li>Paid Time Off</li><li>Employer 401(k) contribution after 1 year of employment, employee matching not necessary</li></ul><p><b>Schedule: </b>Generally 8 hours a day, Monday to Friday, or as needed to fulfill job responsibilities.</p><p><b>Work Location:</b> In-person, Aiea, HI</p><p>Job Type: Full-time</p><p>Pay: Up to $110,000.00 per year</p><p>Benefits:</p><ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Employee assistance program</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Retirement plan</li><li>Vision insurance</li></ul><p>Application Question(s):</p><ul><li>Do you currently reside in the State of Hawaii?</li></ul><p>Experience:</p><ul><li>Human resources management: 5 years (Preferred)</li><li>unionized employee HR management: 2 years (Preferred)</li></ul><p>Location:</p><ul><li>&lsquo;Aiea, HI 96701 (Required)</li></ul><p>Ability to Relocate:</p><ul><li>&lsquo;Aiea, HI 96701: Relocate before starting work (Required)</li></ul><p>Work Location: In person</p>

Human Resources Manager (LOCAL HIRE ONLY)

Sacramento County, CA

<div><div><div><h2 class="jobSectionHeader"><b>The Position</b></h2></div><br>
<p></p><div><br>
<div><b>There is an additional 3.35% Management Differential which is added to the posted salary for this class.</b></div><div></div><div><b><br>
Note: Must Currently Hold Permanent Employment Status with Sacramento County.</b></div><br>
<div></div>
Under general direction, performs advanced, professional employee/labor relations work; serves as Lead Negotiator for assigned bargaining units; assists in the development and recommendations for the County's negotiating position, negotiates agreements, and administers agreements and grievance procedures; provides technical assistance to County supervisors and managers; assures compliance with labor relations contractual agreements, County policies, and applicable Federal, State, and local laws, ordinances, and codes; and represents County management in hearings and deciding grievances.</div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Examples of Knowledge and Abilities</b></h2></div>
<div><p><b>Knowledge of</b></p><br>
<ul><li>
Theories, principles and practices, labor law, and other applicable laws and regulations of collective bargaining, labor negations, arbitration, and contract administration in the public and/or private sectors, including Federal and State labor legislation applicable to local government (e.g., Meyers-Milias-Brown Act, National Labor Relations Act, Fair Labor Standards Act, Family Medical Leave Act, Public Records Act, Freedom Of Information Act, Title VII of the Civil Rights Act)</li><li>
Principles and practices of personnel management, including supervision, discipline, leadership, mentoring, training, and performance evaluation</li><li>
Standard principles of collective bargaining, including representation rights, management rights, scope of bargaining, and unfair practices</li><li>
Negotiating practices, including negotiations preparation, tactics, and impasse procedures</li><li>
Administrative procedures and practices for processing grievances up to and including arbitration</li><li>
Project management and organizational skills</li><li>
Research and investigative principles and techniques</li><li>
Sources of data pertaining to public sector employer-employee relations; reference libraries and reference sources such as Federal and State reports, digests, and journals; patterns in public negotiations and arbitration decisions; fringe benefit costs; and labor statistics</li><li>
Variables, assumptions, and mathematical calculations used with cost benefit analysis</li><li>
Principles of public sector position-classification</li><li>
Salary administration and salary survey procedures</li></ul><br>
<b>
Ability to</b><br>
<ul><li>
Understand, interpret and apply complex labor laws, rules, regulations, policies, procedures, court decisions, and labor/management agreements</li><li>
Coordinate County employer-employee relations with departments, employee organizations and management negotiating team</li><li>
Interact professionally and work collaboratively and productively with various management levels and union representatives, either one-on-one or in groups; maintaining personal control</li><li>
Handle multiple negotiations concurrently</li><li>
Work proactively to meet multiple deadlines involving time pressures and emotional stress</li><li>
Effectively represent the County&rsquo;s position in normal and controversial situations</li><li>
Use appropriate research methods and data sources to obtain, analyze, and evaluate data involving labor relations, salary administration and fringe benefits; apply knowledge of available data sources, variables affecting item costs, and mathematical calculations</li><li>
Write professional level research reports and correspondence which are clear, concise, and at the appropriate level of detail; apply written and editorial skills as demonstrated by the ability to articulate complex information and issues clearly, concisely and persuasively; effectively summarize information for various audiences; organize ideas, conceptualize problems, and categorize relevant and irrelevant data</li><li>
Analyze situations and identify problems; exercise judgment and creativity in making decisions</li><li>
Work proactively to meet multiple deadlines involving time pressures and emotional stress</li><li>
Develop and conduct training programs in employer-employee relations for supervisors, managers and administrators</li><li>
Lead and train lower level labor relations staff</li><li>
Handle highly confidential information</li><li>
Utilize strong verbal and interpersonal skills</li><li>
Speak clearly and concisely before large groups</li></ul></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Employment Qualifications</b></h2></div><br>
<div><p><br>
<b>Minimum Qualifications</b><br>
<br>
<b>Either:</b><b> </b>1a. Bachelor&rsquo;s Degree from an accredited college or university in Public or Business Administration, Industrial/Labor Relations, Law, Human Resources/Personnel Management, Psychology; or other field closely related to the intent of the class;<br>
<br>
AND<br>
<br>
1b. Four years of collective bargaining experience with responsibilities for labor contract negotiations; grievance investigations, and/or labor agreement and memoranda of understanding administration; and impasse resolutions. One year of this experience must have been in the capacity of a Lead Negotiator.<br>
<br>
<b>Or:</b> 2. Two years of full time paid experience in the Sacramento County class of Labor Relations Representative.<br>
<br>
<b>Note applicable to pattern 1:</b> Completion of the CALPELRA Core Labor Relations Academy, or equivalent program, or possession of a Master&rsquo;s Degree in one of the above named educational fields may substitute for one year of 5 the collective bargaining experience but not for the Lead Negotiator experience.<br>
<br>
<b>Note applicable to pattern 1:</b> Additional experience as described in pattern 1b may be substituted for the required education on the basis of one month of experience is equal to 2.5 semester (3.75 quarter) units.<br>
<br>
<b>Note:</b> If the word &ldquo;experience&rdquo; is referenced in the minimum qualifications, it means full-time paid experience unless the minimum qualification states that volunteer experience is acceptable. Part-time paid experience may be accumulated and pro-rated to meet the total experience requirements.<br>
<br>
<b>Note:</b> If the minimum qualifications include an educational or certificate/license requirement, applicants must submit proof of requirements with the application. Failure to submit proof of requirements may result in disqualification from the examination. Unofficial transcripts are acceptable. For guidelines on submitting acceptable proof of educational requirements, please click here (Download PDF reader) or speak to someone in our office before the cut-off date listed in this notice.<br>
<br>
License Requirements: A valid California Driver License, Class C or higher, shall be required at the time of appointment. Failure to obtain or maintain the appropriate California Driver License, or comply with state and federal requirements for utilization, may constitute cause for personnel action in accordance with Civil Service Rules or applicable bargaining agreement. Individuals who do not meet this requirement due to disability will be reviewed on a case-by-case basis.<br>
<br>
Criminal History and Background Checks: The County may access criminal history information on candidates who have accepted a conditional offer of appointment for this class consistent with the provisions of Board of Supervisors Resolution No. 82-602, Personnel Policies, and applicable federal and state laws. The County shall not consider for employment any candidate who has been convicted of a felony or misdemeanor that relates to or impacts the candidate&rsquo;s ability to perform the job duties of this class unless it is determined that mitigating circumstances exist. For purposes of accessing criminal history information, the candidate will be fingerprinted. A subsequent arrest notification may be obtained.<br>
<br>
The County may also conduct a background check on the candidate prior to appointment to a position within this class. The background check may include personal and professional reference checks, credit history checks where authorized by Labor Code section 1024.5, Social Security Number verification, professional license/registration verification, military service information and driving history. Information obtained in the course of this background check will be considered by the appointing authority in the selection process. In obtaining such information, the County will comply with applicable consent and disclosure practices in the Fair Credit Reporting Act and the California Investigative Consumer Reporting Agencies Act.<br>
<br>
Working Conditions:<br>
Positions in this class require the incumbents to:</p><ul><li>
Work evenings and weekends on a periodic basis</li><li>
Work under severe emotional pressure and after long hours of negotiations</li></ul><br>
<b>
Probationary Period</b><br>
<br>
The probationary period for this classification is <b>Twelve (12)</b> months.</div><p></p>
<div><h2 class="jobSectionHeader"><b>Application and Testing Information</b></h2></div>
<div><p><b>APPLICATION</b></p><div><br>
Qualified applicants are encouraged to apply immediately. All applicants must complete and submit an online County of Sacramento employment application online by <b>5:00 PM</b> on the final filing date of <b>November 24, 2025</b>.</div><b><br>
County of Sacramento</b><br>
<b>Department of Personnel Services</b><br>
<b>Employment Services Division</b><br>
<b>700 H Street, Room 4667</b><br>
<b>Sacramento, CA 95814</b><br>
<b>Phone (916) 874-5593; 7-1-1 California Relay Service</b><br>
<b>Email </b><b>EmployOffice@Saccounty.net</b><br>
<b>Inter-Office Mail Code: 09-4667</b><br>
<b>www.SacCountyJobs.net</b><br>
<ul><li>
Employment applications and all documentation requested in this announcement must be submitted by 5:00 p.m. on the cut-off date.</li><li>
Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date.</li><li>
Your application should highlight all relevant education, training, and experience, and clearly indicate how you meet the minimum qualifications for the position as of the cut-off date.</li><li>
Application information must be current, concise and related to the requirements in this job announcement. You may only apply for this recruitment once. Duplicate and incomplete applications will be disqualified.</li><li>
A resume may be included with your application, however it will not substitute for the information requested on the application.</li></ul><b>
</b><br>
<b>SUPPLEMENTAL QUESTIONNAIRE</b><br>
<br>
Applicants are required to provide a full and complete response to each supplemental question. The Supplemental Questionnaire is located in the tab marked &quot;Supplemental Questions&quot;. Please be descriptive in your response.<br>
<br>
<b>Note: </b>Responses of &quot;See Resume&quot; or &quot;See Application&quot;, or copy and paste of work experience are not qualifying responses and will not be considered.<br>
<ul><li>
Supplemental Questionnaires must be submitted by 5:00 p.m. on the cut-off date. Employment Services is not responsible for any issues or delays caused by an applicant's computer or web browser. Applicants will be automatically logged out if they have not submitted their applications and all documentation prior to 5:00 p.m. on the cut-off date.</li><li>
The supplemental questions are designed to elicit specific information regarding a candidate's experience, education, and training. Responses should be consistent with the information on your application and are subject to verification.</li><li>
Please provide place of employment, pertinent dates, and concise, descriptive and detailed information for each question.</li><li>
If a job included responsibilities applicable to several questions, separate the different functions of the job to answer all the questions completely.</li><li>
Resumes or referral to the application or other questionnaire responses will not be accepted in lieu of completing each question.</li><li>
If you have no experience, write &quot;no experience&quot; for the appropriate question.</li><li>
For many individuals, it is more efficient to develop responses to the supplemental questions in a word processing document and then paste them into the final document to be submitted. Changes or corrections to your Supplemental Questionnaire cannot be made once your application packet has been submitted.</li><li>
If the Supplemental Questionnaire is used in the Formula Rate exam, failure to complete all of the questions or incomplete responses will result in a lower score. While scoring the Supplemental Questionnaire, the candidate's application and/or attachments will not be reviewed, therefore, a candidate's responses to the questions should be accurate, thorough, detailed, and complete.</li></ul><b>
</b><br>
<b>FORMULA RATE EXAMINATION (Weighted 100%)</b><br>
<br>
All candidates meeting the minimum qualifications by the cut-off date will have their Supplemental Questionnaire scored in the Formula Rate Examination.<br>
<br>
This examination will evaluate the relevance, level, recency, progression and quality of candidate's education, training and experience. The candidate's application or other materials will not be included in this examination. Therefore, the candidate's responses to the supplemental questionnaire should be thorough, detailed and complete. The score from the Formula Rate Examination will determine the ranking on the eligible/employment list for this job.<br>
<br>
All candidates competing in the testing process will receive written notice of their examination results by email. Notices can also be accessed in their governmentjobs.com inbox. Applicants achieving a passing score will be placed on the eligible list in rank order. The rank is determined by the test score attained from the examination.</div></div></div><p></p>

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