Metro

Intermediate District 287 is looking for qualified candidates for a district-wide Human Resources & Labor Relations Senior Manager position in Plymouth, MN!

Intermediate District 287 is a west metro district for learners with unique needs.  As an intermediate district, we provide specialized services, primarily setting IV special education, to students from 11 member districts in the west metro.

What You’ll Do:

• Provide advice and assistance to supervisors and District leaders regarding talent/performance management, including documentation and drafting of performance improvement plans, letters of direction and disciplinary documents;
• Conduct investigations and produce legally-defensible investigation reports;
• handle grievances, accommodation requests, interactive processes, exit interviews, data practices requests, government reports, and unemployment hearings;
• facilitate meetings;
• collect and analyze data; and
• create and present resources and trainings.
• This position will also be lead negotiator, a member of, and/or primary support to the District’s negotiations teams.

Knowledge, Skills, and Abilities:

• Considerable knowledge of:
  • the current standards, practices, and techniques of human resource administration;
  • the basic principles, practices and techniques of workforce management;
  • labor agreements and collective bargaining;
  • systemic inequities, implicit bias, and use of equity principles in decision making; and
  • public sector labor and employment laws, rules, and regulations.
• Considerable ability to:
  • actively and mindfully listen and communicate effectively, both oral and written;
  • establish rapport with others, build trust, and interact effectively with persons from a wide variety of cultural and ethnic backgrounds;
  • investigate, write legally-defensible investigation reports, and mentor other leaders in performing thorough and fair investigations;
  • handle grievances and resolve complaints;
  • project manage and handle multiple issues simultaneously;
  • take initiative, work independently, and as an effective and collaborative team member;
  • conduct research, analyze information, and prepare reports;
  • make sound decisions based upon analysis of collective bargaining agreements, policies, and procedures, and information relating to specific employment issues.
• Skilled in:
  • building and maintaining positive relationships;
  • fostering trust and modeling integrity;
  • collaboration;
  • customer service;
  • critical thinking;
  • problem-solving;
  • reaching decisions by consensus;
  • facilitating effective and efficient meetings;
  • use of computer software applications to accomplish work tasks; and
  • time management and effectively managing competing priorities and multiple deadlines.

Essential Functions:
The following identifies the primary and essential functions of the position and is not intended to be an exhaustive listing of all duties:

• Serve as a technical expert on human resource issues to District administrators and supervisors, and interpret labor agreements, the Employee Handbook, Ten Expectations for Staff, and policies, procedures, and applicable laws in order to respond to verbal and written inquiries from District administrators and staff;
• Perform thorough and fair investigations relating to discrimination complaints, misconduct or other related claims or issues; prepare legally-defensible reports of investigative findings, credibility assessments, and conclusions;
• Gather and analyze information and participate in creating strategy for collective bargaining, grievances, mediations, arbitrations, and responses to MDHR and EEOC complaints;
• Review new legislation, rules, and guidance documents relating to employment and labor relations and ensure that necessary changes are made to District policies, human resources procedures, communications, the employee handbook, essential trainings, District expectations for employees, labor agreements and/or employment guides;
• Advise and assist administrators with performance management issues, including employee coaching and documentation of non-disciplinary actions, and draft legally-defensible letters of direction, reprimands, performance improvement plans, and notices of disciplinary actions;
• Recommend new approaches, policies, and procedures to effect continual improvements in the efficiencies of the HR department and services provided;
• Assess professional development needs and create resources and training for administrators, supervisors, and staff; present/participate in presenting trainings;
• Establish and maintain positive and collaborative relationships with labor union representatives; respond to inquiries in an accurate and timely manner, taking into account principles of equity, District strategic plan/priorities, and centering student needs;
• Serve as lead negotiator, member of the negotiating team, and/or primary support to negotiating team in collective bargaining; soliciting input on contract changes, providing data, analysis, and recommendations related to subjects for bargaining;
• Effectively facilitate HR and Labor meetings, such as Meet and Confer;
• Assist with or handle accommodation requests and interactive processes, exit interviews, unemployment insurance hearings, data practices requests, and government reports and data collection;
• Consult on workforce actions such as layoffs/non-renewals and terminations;
• Perform special projects as needed; and
• Perform other duties as assigned.

Commitment to Equity: Studies have shown that women and people of color are less likely to apply for jobs unless they believe they meet every one of the qualifications as described in a job description. We are most interested in finding the best candidate for the job, and that candidate may be one who comes from a less traditional background. We would encourage you to apply, even if you don’t believe you meet every one of our qualifications described.