Director, Labor Relations

ArtCenter College of Design is searching for an experienced Director, Labor Relations to join our team.
The salary range for this position: $125,000.00 - 130,000.00
Finalsalary is based on education, experience, skills relevant to therole, and internal equity.
About ArtCenter
Foundedin 1930 and located in Pasadena, California, ArtCenter College of Design is a globalleader in art and design education and has had an international reputation forits rigorous, transdisciplinary curriculum, faculty of professionals, strongties to industry, and commitment to socially responsible design. ArtCenter is aprivate nonprofit fully accredited by the WASC Senior College and UniversityCommission (WSCUC).
Every positionat ArtCenter plays an important part in carrying out the values, goals,strategic vision, and mission of the College. This includes diversity,equity, inclusion, access, belonging (DEIAB) and culture.
Reporting to and working with the Vice President, Employee Experience and Engagement (VPEEE), the Labor Relations Director at ArtCenter College of Design will work with the VPEEE to lead, facilitate and manage the College's labor relations program. This includes, but is not limited to, developing policies, programs, practices and procedures and providing guidance for all labor relations matters. Working with labor counsel, the incumbent will serve as the College's chief negotiator, will guide all bargaining strategies with the understanding that positive experiences and engagements of our students, faculty and staff are a priority for the College, while maintaining the financial viability of the College and the high standard of education that it's known for.
The incumbent will listen, learn and understand the needs of the College community and the guiding principles that drive our organizational culture to lead the day-to-day administration, execution and interpretation of collective bargaining agreements, MOUs, side letters, including compliance and effective project management of union contract negotiations, effects bargaining, information requests, grievance procedures, and dispute resolution.
This is a full-time position.Normal business hours are Monday through Friday, 8:30 a.m. to 4:30 p.m. Theposition may require flexibility to meet the demands of the work, which includesengaging with constituents at Hillside and South campuses, and on weekends orevenings, if necessary. The position is eligible for flexible scheduling, with in-personpresence most days of the week.
Essential Functions
Contract Bargaining Administration - 45%

• Serve as chief negotiator for the College, including new contracts, effects bargaining, Memorandum of Understanding (MOUs), successor agreements, side agreements, settlement agreements and meet and confers
• Work directly with the union's chief negotiator(s) for bargaining schedules and processes
• Collaborate with the union's chief negotiator(s) to identify issues and possible responses associated with bargaining - both in advance of negotiations for strategic planning and during negotiations as new issues arise
• Meet with College administrators to define bargaining goals and principles, understand cultural impacts, and develop approaches and strategies for negotiations
• Hold listening sessions to collect, aggregate and analyze data from various departments and operational units to assess current business practices and the cost impact of potential bargaining initiatives
• Use information learned in information sessions and data gathering to draft proposals for negotiations; receive and assess feedback; track all revisions; record tentative agreements
• Lead contract negotiations team members during regularly scheduled team meetings from strategies to table negotiations; consult with subject matter experts on various bargaining topics to assess impacts during bargaining
• Hear and investigate all union claims of potential unfair labor practice charges or claims that require effects bargaining or a meet and confer; gather information from relevant departments and operational units to assess the merits of the claims under the collective bargaining agreement; prepare responses with clear and concise recitation of the facts, applicable law or contract provisions, appropriate analysis, and recommendations for courses of action
• Organize and document all steps of the bargaining process up to and including contract ratification or impasse protocols

Labor Administration - 45%

• With support from the Employee-Labor Relations Coordinator timely respond to information requests for bargaining, hearings, mediations, arbitrations or other matters that require the College to respond to said requests; assess what information is required under the law and within the union contract; as required, participate in said proceedings
• Maintain a labor activity portal to track all labor activities
• Lead the union-College administrators committee meetings to facilitate proactive and positive labor relations with the union; prepare objectives and agendas
• As a subject matter expert on labor relations, counsel and guide leadership, department heads, managers and supervisors on delicate and sensitive matters pertaining to union issues
• With a strong command and knowledge of the collective bargaining agreement, provide ongoing interpretation, including holding learning sessions with academic and operational leadership for compliance with and administration of the collective bargaining agreement
• In partnership with Marketing and Communications (as necessary), communicate ongoing messaging about bargaining status and other labor relations issues
• As the primary liaison for the union, establish and cultivate professional, productive, collaborative and collegial relationships with internal and external union representatives
• Oversee the grievance process to ensure compliance and facilitate any solutions before they lead to mediation or arbitration
• Comply with federal and state labor and employment laws, including the NLRB and the NLRA for all bargaining activities; consult with legal as needed
• Provide bargaining updates to the Board of Trustees, as requested

Other Duties as Assigned - 10%

• Maintain memberships and active involvement in applicable professional organizations
• Serve on educational or college-wide committees, work groups, task forces and/or councils
• Research trends, best practices and other data that will inform bargaining and labor relations practices and strategies
• Maintain bargaining records and files
• Ongoing learning on federal and state labor and employment laws

Required Qualifications:

• Bachelor's degree in Human Resources, Labor Relations, Business Administration, or other related field from an accredited college or university
• A minimum of 5 years of experience working in labor relations, business affairs, or legal affairs department
• Proven analytical abilities and project management skills
• A tactful and proven record of accomplishment of successful contract negotiations, with excellent interpersonal skills, professional demeanor, flexibility, and the ability to effectively collaborate while maintaining tact and diplomacy
• Demonstrated skills necessary to bargain in good faith and represent the organization's interests effectively, including in-depth wage and benefits negotiations
• Demonstrated ability to handle difficult or volatile situations and challenging conversations productively
• Exceptional organizational skills and attention to detail, proven by the ability to drive projects to successful completion without supervision
• Superior communication skills, both written and verbal, including grammar proficiency and persuasive writing skills
• Reliability in handling confidential information and exercising appropriate judgment and strong business acumen in executing tasks
• Ability and willingness to problem solve, prioritize, negotiate and juggle changing deadlines
• Advanced knowledge of applicable state and federal laws and court decisions regarding employment-related matters
• Proficiency in Excel, Word, Outlook, and Zoom in Windows
• Demonstrated experience in cultivating the values of diversity, equity, inclusion, access and belonging into work practices within Art Center's diverse communities
• Ability to enforce and implement policies and procedures

Preferred Qualifications

• Juris Doctor in employment law or another related field
• Higher education labor relations

Physical Demands and Working Environment
The conditions herein 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 job functions.
Environment: Work is performed primarily in a standard office setting with frequent interruptions and distractions; extended periods of time viewing computer monitor; interactions with other individuals. Due to the nature of the work environment, there is regular exposure to fumes, dust and noise.
Physical: The position is performed in an office setting. Employees are stationary most of the time but may move around the office environment for brief periods of time. Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight (up to 10 pounds); to operate modern office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Regular and consistent attendance are required for most positions. Ability to travel between campuses.
Vision: Must be able to have the visual capacity to perform activities such as preparing and reading reports, viewing a computer terminal and other normal office work with or without correction.
Hearing: Must be able to communicate effectively in the course of normal office communication or exchange ideas with or without correction.
The above statements are intended to describe the general nature and level of work performed by the employee assigned to this job; they do not purport to describe all functions. Employees may be assigned other duties, and the essential functions may be changed from time to time as necessary.
Diversity Statement
ArtCenter is fully committed to fostering a culture that values diversity, equity, inclusion, access and belonging not only in vision but in practice. Our path forward is predicated on our belief that multiple points of view, life experiences, ethnicities, cultures and belief systems are essential to academic and creative excellence. We strive to learn more about difference while respecting the rich diversity in our world, attending to important questions about racial injustice and decolonizing our curriculum. Our campus environment must be vigilant in supporting the full participation of students, faculty, and staff of every race, color, ethnicity, sex, gender, gender identity or expression, marital status, religion, sexual orientation, age, disability, veteran status, socioeconomic status and political viewpoint.
Equal Opportunity Employer ArtCenter is committed to a policy of equalemployment opportunity and does not discriminate against its employees orapplicants on the basis of race (including hair texture and protectivehairstyle), color, religion (includes religious dress and grooming practices),sex/gender (includes pregnancy, childbirth, breastfeeding, and/or relatedmedical conditions), gender identity, gender expression, sexual orientation, maritalstatus, medical condition (genetic characteristics, cancer, or a record orhistory of cancer), military or veteran status, national origin, ancestry,disability (mental and physical, including HIV/AIDS, cancer, and geneticcharacteristics), genetic information, request for family care or medicalleave, age (over 40), criminal background (Fair Chance Act), reproductivehealth decision-making, off-duty and off-premisescannabis use, or any other actual or perceived characteristic protected byapplicable state or federal law. Equal employment opportunity is extended toall persons in all aspects of the employer-employee relationship, includingwithout limitation, recruitment, hiring, upgrading, learning and professionaldevelopment, promotion, compensation, benefits, leave of absence, transfer,discipline, layoff, recall and termination. This commitment applies to allpersons involved in the operations of ArtCenter and prohibits unlawfuldiscrimination by any employee of ArtCenter. Applicants who wish to request an accommodation for a disability may contact the Office of Employee Experience and Engagement at (626) 396-2470.
Applicant Rights (Prior Cannabis Use)
ArtCenterwill not request information from an applicant relating to the applicant'sprior use of cannabis. ArtCenter will not use information obtained from acriminal history about an applicant or employee's prior cannabis use, unlessArtCenter is permitted to consider that information under applicable law.
Employment At-Will
All employment with ArtCenter is for anunspecified term and is "at-will." Employees are free to resign at any time,with or without reason, and with or without prior notice. Similarly, ArtCenterhas the right to terminate the employment relationship at any time, with orwithout cause, and with or without prior notice. This "at-will" employment,which includes the College's right to transfer, discipline, demote, or changethe conditions of employment with or without cause and with or without priornotice, cannot be modified, amended orwaived by any oral or implied agreement, and may be modified or altered only byan express individualized written employment agreement signed by both theemployee and the College president
ArtCenter Employees have a Mandatory Duty to Report
All employees who know or have reason to know of allegations or acts that violate ArtCenter's Title IX Policy prohibiting discrimination, harassment, retaliation, sexual harassment, sexual misconduct, sexual violence, dating violence, and stalking shall promptly inform the Director, Title IX Compliance and Programs or designee, or the Associate Dean of Students or designee. Faculty, who have a mandatory duty to report, are required to disclose all information including the names of the parties, even where the person has requested their name remain confidential.
Pursuant to the California Child Abuse and Neglect Reporting Act (CANRA), all employees who know of or have reason to suspect child abuse or neglect involving alleged victims under age 18 shall promptly inform local law enforcement or the county welfare department.