UCOP Career Tracks Job Database
Job Family:
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Category:
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Job Function Summary:
Job Title
Labor Relations Rep
1
March 22, 2016
Human Resources
Labor Relations
Professional
Labor Relations Rep 1
Entry
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
8078
Personnel Program
PSS
Grade
FLSA
NonExempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations Rep
2
Generic Scope:
Entry-level professional with limited or no prior experience; learns to use professional concepts to resolve problems of limited scope
and complexity; works on developmental assignments that are initially routine in nature, requiring limited judgment and decision
making.
Custom Scope:
Learns to use professional labor relations concepts in the completion of assignments. Applies organization policies and procedures to
resolve grievances. Works on labor relations issues of limited scope. Contact with others is primarily internal. Normally receives
detailed instruction and direction on addressing assigned labor relations issues.
Key Responsibilities:
Under direct supervision handles simple grievances and questions of a specific group of union employees and solves problems. Works
in a collaborative manner with others to communicate and negotiate effectively, with guidance. Assists in the preparation of reports
concerning the type and frequency of problems and their solutions. Under direct supervision advises managers on contract
application. Learns to complete basic case analyses and research.
Knowledge Skills:
Acquiring knowledge of organization policies and procedures and knowledge of functional area. Acquiring analytical skills to conduct
analysis and develop recommendations. Is developing knowledge of labor/employment law and techniques of labor negotiations.
Acquiring knowledge of applicable federal and state laws regarding employment related matters. Acquiring knowledge of other areas
of human resources, such as compensation, employee relations, and employee benefits. Requires effective interpersonal skills.
Acquiring ability to handle difficult or volatile situations/individuals effectively.
UCOP Career Tracks Job Database
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Job Function Summary:
Job Title
Labor Relations Rep
2
March 22, 2016
Human Resources
Labor Relations
Professional
Labor Relations Rep 2
Intermediate
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
8079
Personnel Program
PSS
Grade
FLSA
NonExempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations Rep
3
Generic Scope:
Professional who applies acquired job skills, policies, and procedures to complete substantive assignments/projects/tasks of moderate
scope and complexity; exercises judgment within defined guidelines and practices to determine appropriate action.
Custom Scope:
Uses professional labor relations concepts and applies organization policies and procedures to resolve a variety of labor/union-related
issues. Works on labor relations issues that are moderate in scope and complexity. Has both internal and external contacts. Normally
receives direction and some oversight in addressing assigned labor relations issues.
Key Responsibilities:
Under general supervision handles moderately complex grievances and questions of a specific group of unionized employees to
problem solve on a variety of issues. Works in a collaborative manner with diverse entities across the organization. Prepares reports
concerning the type and frequency of problems and their solutions. Ensures managers are in compliance with policies and contract
provisions. Analyzes situations that are moderate in scope and complexity and a variety of factors to determine most effective
bargaining strategy. Prioritizes work assignments, conducts moderately complex analyses and develops resulting recommendations.
Knowledge Skills:
Demonstrates analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving
skills. Knowledge of organization policies and procedures. Knowledge of labor/employment law. Knowledge of the principles of
advocacy in order to represent the organization in various dispute forums. Knowledge of applicable state and federal laws and court
decisions regarding employment related matters. Demonstrates skills relating to bargaining strategies that will lead to desired
outcomes for multiple entities. Knowledge of other areas of human resources. Demonstrated interpersonal skills. Demonstrated
ability to handle difficult or volatile situations/individuals effectively.
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Job Title
Labor Relations Rep
3
March 22, 2016
Human Resources
Labor Relations
Professional
Labor Relations Rep 3
Experienced
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
8080
Personnel Program
PSS
Grade
FLSA
Exempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations Rep
4
Generic Scope:
Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional
field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes
problems/issues of diverse scope and determines solutions.
Custom Scope:
Uses labor relations concepts and skills as a seasoned experienced professional with a comprehensive understanding of labor/union
issues, resolves complex issues. Normally receives little instruction on day-to-day work. General instructions may be provided on new
assignments and initiatives.
Key Responsibilities:
Negotiates binding agreements on behalf of the University in accordance with University and organization objectives. Represents the
organization as a participant in system-wide bargaining, and has authority to commit organization to system-wide agreements. Works
to build consensus in a collaborative manner among diverse entities (for example, organization management, employees, union
representatives). Responsible for administering collective bargaining agreements and for interpreting the agreements. Works with
senior management to recommend organization position on settlement options. Represents the organization in proceedings,
grievances and arbitrations. Advises organization managers and human resource professionals on labor relations and employment law
implications relating to complex individual and organization-wide issues or courses of action. Works in a highly collaborative manner
with others across the organization, external contacts of significance, and members of organization management at all levels.
Conducts and guides complex and varied analysis of issues and develops resulting recommendations.
Knowledge Skills:
Possesses strong analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving
skills. Demonstrates thorough knowledge of organization policies and procedures. Knowledgeable regarding labor/employment law
and the principles and techniques of labor negotiations. Able to apply effective bargaining strategies in order to ensure successful
outcome for all parties. In-depth knowledge of the principles of advocacy in order to represent the organization in various dispute
forums. Has knowledge of applicable state and federal laws and court decisions regarding employment related matters. Demonstrates
skills necessary to bargain and represent the organization's interests effectively. Position may require specialized knowledge within
labor relations field. Demonstrated ability to handle very difficult or volatile situations/individuals effectively.
UCOP Career Tracks Job Database
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Category:
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Job Function Summary:
Job Title
Labor Relations Rep
4
March 22, 2016
Human Resources
Labor Relations
Professional
Labor Relations Rep 4
Advanced
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
0495
Personnel Program
MSP
Grade
FLSA
Exempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations
Manager 1
Generic Scope:
Technical leader with a high degree of knowledge in the overall field and recognized expertise in specific areas; problem-solving
frequently requires analysis of unique issues/problems without precedent and/or structure. May manage programs that include
formulating strategies and administering policies, processes, and resources; functions with a high degree of autonomy.
Custom Scope:
Technical leader who provides labor relations guidance to all levels within the organization, utilizing specialized labor relations
expertise within area of responsibility to resolve highly complex issues in creative and effective ways. Internal and external contacts
often pertain to significant labor relations programs and objectives. Normally receives little direction on assignments. Serves in a lead
capacity, providing guidance to other professionals in department.
Key Responsibilities:
Applies highly advanced labor relations concepts to represent the organization's objectives at the bargaining table and has authority
to make binding agreements with local unions, utilizing an understanding of organization goals and priorities. Conducts and guides
local negotiations in various bargaining units. Represents the organization as a participant in system-wide bargaining, and has
authority to commit organization to system-wide agreements. May lead a team to build consensus in a collaborative manner among
diverse entities (for example, organization management, employees, union representatives). Responsible for administering highly
complex collective bargaining agreements and for interpreting the agreements. Works with senior management to recommend
organization position on settlement options. Represents the organization in proceedings, grievances and arbitrations. Advises
organization managers and human resource professionals on labor relations and employment law implications relating to highly
complex individual and organization-wide issues or courses of action. Works in a highly collaborative manner with others across the
organization, external contacts of significance, and members of organization management at all levels. Leads and conducts extremely
complex and varied analysis of issues or concepts and develops resulting recommendations. Functions in a lead capacity.
Knowledge Skills:
Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problemsolving skills. Demonstrates advanced knowledge of organization policies and procedures; advanced knowledge of functional area and
understands how work impacts other areas in Human Resources and the organization. Has advanced knowledge of labor/employment
law and the principles and techniques of labor negotiations. Demonstrates advanced knowledge of the principles of advocacy in order
to represent the organization in complex and sensitive dispute forums. Has advanced knowledge of applicable state and federal laws
and court decisions regarding employment related matters. Possesses specialized knowledge within labor relations field.
Demonstrates skills necessary to bargain and represent the organization's interests effectively. Demonstrates ability to lead and
mentor other labor relations professionals. Demonstrated ability to handle extremely difficult or volatile situations/individuals
effectively.
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Job Title
Labor Relations Rep 5
March 22, 2016
Human Resources
Labor Relations
Professional
Labor Relations Rep 5
Expert
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
Personnel
Program
MSP
Grade
FLSA
Education
Career Path/Job
Exempt
Bachelors degree in related area and/or
equivalent experience/training
Labor Relations Manager
1
Generic Scope:
Recognized organization-wide expert. Has significant impact and influence on organizational policy and program development.
Regularly leads projects of critical importance to the organization; these projects carry substantial consequences of success or failure.
May direct programs with organization-wide impact that include formulating strategies and administering policies, processes, and
resources. Significant barriers to entry exist at this level.
Custom Scope:
Recognized expert who regularly leads labor relations projects of criticality to system. Utilizes comprehensive and in-depth labor
relations expertise to provide guidance and recommendations regarding strategic direction for the system. Works on labor relations
matters that are the most diverse and complex in scope and where analysis of data and situations requires evaluation of many factors
and implications with broad impact on the organization. Develops internal and external contacts often pertaining to system-wide
plans and objectives. Determines methods and procedures on new assignments and functions as a lead with other labor relations
professionals. Is considered a subject-matter expert.
Key Responsibilities:
Applies expert labor relations concepts to represent the organization's objectives at the bargaining table and has authority to make
binding agreements with all unions, utilizing an understanding of system-wide goals and priorities. Leads all levels of negotiations in
various bargaining units. Represents the system in system-wide bargaining, and has authority to commit UC to system-wide
agreements. Functions as a team leader to build consensus in a collaborative manner among diverse entities (for example,
management, employees, union representatives). Responsible for administering extremely complex collective bargaining agreements
and for interpreting the agreements. Works with all levels of management to recommend position on settlement options. Advises
campus managers and human resource professionals on labor relations and employment law implications relating to highly complex
individual and system-wide issues or courses of action. Leads and conducts extremely complex and varied analysis of issues or
concepts and develops resulting recommendations. Functions in a lead capacity.
Knowledge Skills:
Possesses expert analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving
skills. Demonstrates expert knowledge of system wide and campus policies and procedures; expert knowledge of functional area and
understands how work impacts other areas in Human Resources and the system. Has expert knowledge of labor relations function and
other subject areas of human resources. Exhibits expert knowledge of legal requirements needed to minimize exposure. Capable in
developing, interpreting, implementing and administering organization-wide human resources policies and processes. Has expert
knowledge of dispute resolution and grievance procedures and expert knowledge of administering and ensuring adherence to
labor/union contracts. Possesses highly developed skills to provide guidance to managers and employees on complex and significant
labor relations issues. Demonstrated success in developing and administering performance management systems. Demonstrates skills
and abilities in conflict and change management. Has highly developed written, verbal and presentation skills for presenting and
communicating complex information to managers at varying levels in the organization on employee relations issues. Demonstrated
ability to handle the most difficult or volatile situations/individuals effectively.
UCOP Career Tracks Job Database
Job Family:
Job Function:
Category:
Job Title:
Job Level:
Job Function Summary:
Job Title
Labor Relations
Manager 1
March 22, 2016
Human Resources
Labor Relations
Supervisory & Managerial
Labor Relations Manager 1
Manager 1
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
0493
Personnel Program
MSP
Grade
FLSA
Exempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations
Manager 2
Generic Scope:
Spends the majority of time (50% or more) achieving organizational objectives through the coordinated achievements of subordinate
staff. Establishes departmental goals and objectives, functions with autonomy. Manages the accountability and stewardship of human,
financial, and often physical resources in compliance with departmental and organizational goals and objectives. Ensures subordinate
supervisors and professionals adhere to defined internal controls. Manages systems and procedures to protect departmental assets.
Custom Scope:
Receives assignments in the form of objectives and determines how to use labor relations resources to meet schedules and goals.
Reviews and approves recommendations for labor relations programs. Provides guidance to subordinates to achieve goals in
accordance with established policies. Incumbent is responsible for exercising strong judgment in interpreting and administering labor
contracts. Manages the development and recommended changes to labor relations policies and procedures. Erroneous decisions or
failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules.
Key Responsibilities:
Responsible for representing the organization at organization-wide negotiations; develops organization-wide goals and priorities and
represents those objectives at the bargaining table. Provides management oversight to assigned labor relations staff by establishing
priorities and delegating work assignments effectively, ensuring proper adherence to collective bargaining policies and procedures.
Develops and monitors operational and budget processes, staff FTE, finance, human resources and space planning. Manages
administrative dispute process. Works in a highly collaborative manner to build consensus with other organization regarding labor
relations objectives, writing contract language, developing bargaining strategies, addressing concerns of employees, and maintaining
effective relationships with the unions. Responsible for making decisions that have effect of the organization operations and that are
legally enforceable. Responsible for administering and interpreting collective bargaining agreements for the organization; conferring
with senior managers as necessary. Develops effective bargaining strategies which will lead to desired outcomes. Conducts local
negotiations in various bargaining units and ensures contracts comply with statutory requirements, and meet needs of the
organization and union management. Acts as, and/or manages, individual(s) serving in face-to-face negotiations and is charged with
achieving agreements within parameters defined by organization management. May have responsibility to represent the organization
in proceedings, grievances and final and binding arbitrations. Works in a highly collaborative manner with people of diverse cultures,
managers and human resource professionals on labor relations and employment law implications relating to individual and
organization-wide issues or courses of action. Advises management on settlement options in cases which may cross multiple
jurisdictional lines and require broad consensus. Effectively manage assigned staff, including developing individuals and providing
cross training. Meets annual goals assigned by manager and remains within allocated budget guidelines. Recognizes issues that have
organization impact or future implications and advises manager appropriately. Advises organization management in employee and
labor relations matters and recommends changes to policies. Manages, through subordinate supervisors, the coordination of activities
of a department with responsibility for results in terms of costs, methods, and employees.
Knowledge Skills:
Maintains effective professional relationships with organization department managers as well as other managers in the field. Provides
written compensation analyses and oral presentations to management. Maintains a thorough understanding of the goals of the
organization and ways in which this position can support those goals. Has thorough knowledge of labor/employment law and the
principles and techniques of labor negotiations which must be continually updated. Must be aware of the dynamics associated with
each negotiation in order to effectively represent the organization's interests. Requires knowledge of other areas with human
resources function including compensation, employee relations, and employee benefits. Requires thorough knowledge of the
principles of advocacy, and applicable state and federal laws and court decisions. Must have knowledge of organization policies and
procedures relating to budget and HR-related matters. Requires highly effective negotiation and communication skills. Position
requires effective decision-making, problem solving, critical thinking, project management and leadership skills. Demonstrated ability
to handle extremely difficult or volatile situations/individuals effectively.
UCOP Career Tracks Job Database
Job Family:
Job Function:
Category:
Job Title:
Job Level:
Job Function Summary:
Job Title
Labor Relations
Manager 2
March 22, 2016
Human Resources
Labor Relations
Supervisory & Managerial
Labor Relations Manager 2
Manager 2
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Code
0494
Personnel Program
MSP
Grade
FLSA
Exempt
Education
Bachelors degree in related area and/or equivalent
experience/training
Career Path/Job
Labor Relations
Manager 3>Human
Resources > HR
Generalist >
Supervisory &
Managerial
Generic Scope:
Oversees through subordinate Managers a large department or multiple smaller units, OR manages a highly specialized technical
function/team. Has significant responsibility to achieve broadly stated goals through subordinate Managers. Determines objectives,
directs programs, develops strategies and policies, manages human, financial, and physical resources, and functions with a high
degree of autonomy. Proactively assesses risk to establish systems and procedures to protect organizational assets. Determines
strategies for a program with organization-wide impact.
Custom Scope:
Establishes objectives and work plans, and delegates assignments to subordinate managers. Responsible for managing, preparing,
administering, and labor relations resources. Reviews and approves recommendations for labor relations programs. Involved in
developing, modifying and executing policies that affect immediate operation(s) and also has organization-wide effect. Under general
direction of the Leadershipof Human Resources, represents organization at system-wide labor relations negotiations. Responsible for
making decisions that have significant effect of the organization operations and that are legally enforceable. Erroneous decisions or
failure to achieve goals results in additional costs and personnel, and serious delays in overall schedules
Key Responsibilities:
Responsible for administering all collective bargaining agreements for the organization and final responsibility for interpreting the
agreements. Has final responsibility for conducting local negotiations in various bargaining units. Has primary responsibility for
developing organization-wide goals and priorities and guiding the team that represents those objectives at the bargaining table.
Establishes department priorities and goals, delegates work assignments and manages fiscal and HR resources to ensure the
achievement of goals and objectives. Makes recommendations and implements decisions on issues (operational and budget
processes, staff FTE, finance, human resources and space planning) that have department-wide impact. Guides administrative dispute
process. Manages individuals serving as chief spokesperson in face-to-face negotiations and is charged with achieving agreements
within parameters defined by organization management. Represents the organization in proceedings, grievances and final and binding
arbitrations. Works in a highly collaborative manner with people of diverse cultures and at all levels to effectively advise organization
managers and human resource professionals on highly complex labor relations and employment law implications relating to individual
and organization-wide issues or courses of action and to build consensus with other organization regarding labor relations objectives,
writing contract language, developing bargaining strategies, addressing concerns of employees, and maintaining effective
relationships with the unions. Advises management on settlement options in cases which may cross multiple jurisdictional lines and
require broad consensus. Responsible for ensuring contracts comply with statutory requirements, and meet needs of the organization
and union management. Develops and guides effective bargaining strategies that will lead to desired outcomes. Represents the
organization at judicial and administrative forums. Effectively manages unit staff, including developing individuals and providing cross
training. Anticipates future unit needs, challenges and opportunities, and collaborates with other managers on long range planning.
Advises senior management on employee and labor relations matters.
Knowledge Skills:
Maintains effective professional relationships with organization department managers as well as other managers in the field.
Recognizes issues that have organization impact or future implications and advises manager appropriately. Provides written analyses
and oral presentations to management. Maintains a thorough understanding of the goals of the organization and ways in which this
position can support those goals. Has advanced knowledge of labor/employment law and the principles and techniques of labor
negotiations which must be continually updated. Must be aware of the dynamics associated with each negotiation in order to
effectively represent the organization's interests. Requires specialized knowledge of other areas with human resources function
including compensation, employee relations, and employee benefits. Requires advanced knowledge of the principles of advocacy, and
applicable state and federal laws and court decisions. Must have thorough knowledge of organization policies and procedures relating
to budget and HR-related matters. Requires highly effective negotiation and communication skills. Requires skills associated with
working in a highly collaborative manner. Position requires highly effective decision-making, problem solving, critical thinking, project
and initiative management and organizational leadership skills. Demonstrated ability to handle extremely difficult or volatile
situations/individuals effectively.
UCOP Career Tracks Job Database
Job Family:
Job Function:
Category:
Job Title:
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Job Function Summary:
March 22, 2016
Human Resources
Labor Relations
Supervisory & Managerial
Labor Relations Manager 3
Manager 3
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to
contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union
employees.
Job Title
Job Code
Labor Relations Manager 3
Personnel
Program
MSP
Grade
FLSA
Education
Exempt
Bachelors degree in related area and/or
equivalent experience/training
Career Path/Job
Generic Scope:
Oversees through subordinate Managers a large, complex organization with multiple functional disciplines/occupations, OR manages a
program, regardless of size, that has critical impact upon the organization. Has significant responsibility for formulating and
administering policies and programs, manages significant human, financial, and physical resources, and functions with a very high
degree of autonomy. Oversees through subordinate Managers the accountability and stewardship of department resources and the
development of systems and procedures to protect organizational assets.
Custom Scope:
Participates with other senior managers to establish strategic plans and objectives. Makes decisions on labor relations matters and
ensures achievement of objectives. Responsible for managing and directing the labor relations function for the UC system. Reviews
and approves recommendations for operational planning and control. Erroneous decisions will have a serious impact on the overall
success of department, division, or system. Responsible for departmental results, including costs, allocation of resources, methods and
staffing. Identifies functional objectives, and determines the resources necessary to achieve those objectives.
Key Responsibilities:
Determines labor relations objectives for the system, and develops long-term strategies for achieving those objectives. Manages the
activities of labor relations through several subordinate managers having overall responsibility for functional programs. Has overall
responsibility for negotiating and administering all collective bargaining agreements for the system and final responsibility for
interpreting the agreements. Provides guidance and direction for achievement of objectives (operational and budget processes, staff
FTE, finance, human resources and space planning). Recommends improvements or changes that are consistent with university goals.
Develops programs, procedures, and practices for the unit that affect a large number of employees. Represents the unit at system
wide meetings on matters pertaining to labor policies and practices. Advises senior management on controversial situations,
negotiations, or influencing and persuading other senior level managers. Hires, evaluates and develops staff. Responsible for creating
a work environment that is inclusive.
Knowledge Skills:
Highly sophisticated skills in strategy development, systems planning and change management. Ability to establish mission and goals
at the macro-level; to lead subordinate management to develop goals in alignment with mission. Expert leadership abilities to
establish department goals, and motivate and influence others to achieve. Highly sophisticated knowledge of labor relations theory
and ability to translate into practice. Ability to establish metrics for department and employee goals which measure effectiveness of
contributions to efficient operations of department. Expert skills to work collaboratively and act persuasively in sensitive situations;
skills in conflict management techniques. Interpersonal skills to effectively lead, motivate and influence others. Advanced knowledge
of other areas with human resources function including compensation, employee relations, and employee benefits. Requires
advanced knowledge of the principles of advocacy, and applicable state and federal laws and court decisions. Must have thorough
knowledge of UC system policies and procedures for labor relations. Requires highly sophisticated negotiation and communication
skills.