Operations / Administration Executive Director – Employee Relations
Job Description
Jeffco Public Schools (Jeffco) is located in Jefferson County, Colorado. It is the second largest school district in Colorado serving 69,000 students across 155 schools. With 14,000 employees, the district is the largest employer in Jefferson County and has provided educational excellence for more than 70 years.
Jeffco embraces the spirit of the West and the natural beauty of the Rocky Mountain region with the county spanning more than 770 square miles running the length of the western edge of the Denver metropolitan area. The district is diverse in both population and geography, from urban to rural, including the mountain communities in the foothills west of Denver.
Overall, Jeffco has 31% of students that qualify for free and reduced lunch, an indicator of poverty, and 34% minority (25% Hispanic) student population. The district is implementing a new strategic plan, Jeffco Thrives 2025 that is focused on providing a world-class education that prepares all Jeffco students for bright and successful futures as local and global citizens. Come join us!
SUMMARY Under the direction of the Chief Human Resources Officer (CHRO), oversee and coordinate the district’s employee and labor relations activities, programs, and services. Manage and direct the administration and interpretation of all labor contracts in accordance with state and federal laws, Board policies, and negotiated agreements. Provide advice and counsel to leadership staff regarding employee & labor relations concerns.
ESSENTIAL DUTIES AND RESPONSIBILITIES include the following:
Employee Relations
Direct and support Employee Relations staff in providing appropriate support, direction, guidance, counseling, advice and/or recommendations to leadership staff, to effectively address Employee Relations issues. Develop, implement, and evaluate processes to manage issues through to resolution.
Serve as a subject matter expert in complex employee issue resolution. Provide guidance to employee relations and human resources staff in the process and compliance in resolving employment or workplace matters.
Serve as a subject matter expert in providing advice and counsel to HR Staff on employee concerns, employee discipline, grievance protocols, and evaluation processes.
Engage with the Human Resources team on the administrative leave processes, as appropriate, and specifically in placement of individuals on administrative leave.
Direct the investigation process for the District, through assignment of investigations to the District workplace investigator staff. Ensure Employee Relations staff conduct thorough investigations and develop clearly written investigative summaries, as well as appropriate correspondence relating to dispositions, Americans with Disabilities Act (ADA) accommodations, grievances, and general employee concerns.
Conduct investigations on an as needed basis related to employee misconduct, with a special emphasis on complex cases, including to collect information, interview individuals, analyze evidence and facts; and make recommendations for corrective/disciplinary action that adheres to district policies and associated employment laws.
Lead the District’s Unemployment Insurance response. This may include representing the District in unemployment hearings, or overseeing department staff that may attend hearings, as appropriate. Represent the District employment hearings as appropriate and serve as the facilitator for disciplinary conferences and/or employee grievances as required by the civil services rules/regulations and Jeffco policy.
Oversee and ensure District ADA compliance; advise employees and supervisors on ADA regulations; work with all district staff to address issues of ADA compliance; and implement enhancements as needed.
Oversee the district’s pre-employment background screening and subsequent arrest notification processes. Ensure stakeholders understand district policies and procedures regarding pre-employment background screening and subsequent arrest notifications.
Labor Relations
Represent the District as the lead or as a facilitator in contract negotiations with all labor unions. Analyze and prepare data to support the District’s position in contract negotiations; manage the contract and provide contract interpretation.
Provide advice and counsel to the Executive Team in establishing negotiations strategy. Research, identify, and provide labor relations recommendations to Executive and Negotiating Teams.
Conduct grievance hearings; or oversee and direct Employee Relations staff in performing the same. Serve as a subject matter expert and liaison between administrators and District legal counsel in personnel issues.
Under the general direction of the Chief Human Resources Officer and in conjunction with other HR teams, design, develop, implement, and evaluate the delivery of training materials and training programs on District personnel policies, contract administration, negotiated agreement interpretation, labor relation topics, leading HR practices in the workplace, management topics, compliance, and state and federal regulations.
Manage the Employee & Labor relations team budget, and coordinate with the CHRO on expenditures and departmental fiscal management.
Perform other duties as assigned.
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EXPERIENCE 7 years’ experience in human resources, employee relations, and/or labor relations. Prior experience in a K-12 environment preferred.
EDUCATION AND TRAINING Minimum of a Bachelor’s degree in human resources, management, business, public policy, or a related field. Master’s degree preferred.
CERTIFICATES, LICENSES, REGISTRATIONS Certified Labor Relations Professional, Senior Professional of Human Resources or similar certification preferred.
SKILLS, KNOWLEDGE, & EQUIPMENT Demonstrated knowledgeable in labor relations and general human resources practices. Excellent communication and writing skills. Ability to problem solve. Working knowledge with information technology (i.e., PeopleSoft and Microsoft Office).
DECISION MAKING Ability to make decisions regarding possible violations of a collective bargaining agreement. If violations occur, ability to decide appropriate employer response to violation. Requires analysis of laws, contracts, policies, and critical understanding of labor relation decisions via laws, arbitrator decisions, and changes in laws along with historical precedents in employee relations.
COMMUNITY RELATIONS Consistent communication with department staff to obtain/furnish information, resolve complex corrections/adjustments, interpret policy, maintain relationships, recommend policy, negotiate controversial matters, and set critical policy; with professional staff outside department to interpret policy, maintain relationships, recommend policy, negotiate controversial matters, and set critical policy; and with advisory committees to interpret policy, recommend policy, negotiate controversial matters, and set critical policy.
COMPLEXITY OF WORK Work is self-directed or is initiated and assigned by demands of the position. Requires independent judgment; interpretation of facts; analysis; tact; diplomacy; and comprehensive understanding of District rules, regulations, and contracts to solve complex problems with potential for legal ramifications.
The physical demands, mental functions, and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
PHYSICAL DEMANDS While performing the duties of this job, the employee is regularly required to sit; use hands to finger, handle, or feel; and talk or hear. The employee is occasionally required to stand, walk, and reach with hands and arms. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and ability to adjust focus.
MENTAL FUNCTIONS While performing the duties of this job, the employee is regularly required to analyze, communicate, evaluate, use interpersonal skills, compile, and negotiate. The employee is frequently required to compare, coordinate, and instruct. The employee is occasionally required to copy, compute, and synthesize.
WORK ENVIRONMENT The noise level in the work environment is usually moderate.
