EMPLOYEE AND LABOR RELATIONS MANAGER

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UC OFFICE OF THE PRESIDENT

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DEPARTMENT OVERVIEW

UCOP Human Resources (HR) is dedicated to serving and supporting staff, and to building a work environment where employees feel involved and empowered to offer their best. UCOP HR includes our HR Business Partners, that are assigned by department and provide guidance regarding all UCOP HR services. Other HR staff units cover benefits, disability, leaves and accommodations, talent acquisition and employment, employee and labor relations, learning and development, organization development, and compensation and payroll.

POSITION SUMMARY

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. Reporting to the Director, UCOP Local Human Resources, serves as an experienced, seasoned professional who applies labor relations concepts and skills with a comprehensive understanding of labor/union issues and employee relations matters; expected to apply creativity and reasonableness to complex problem-solving. Advises and counsels client groups to resolve questions, concerns, and grievances for employees. General instructions may be provided on new assignments and initiatives but normally receives little instruction on day-to-day work. Exercises considerable judgment and discretion to determine appropriate action. Works with senior internal and external contacts.

This is a hybrid position based in Oakland, CA.

Responsibilities

• 25% Labor Relations Advisory & Employment Law Compliance: 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. Administer and interpret systemwide policies and UCOP local procedures, multiple collective bargaining agreements, applicable labor/employment laws, personnel programs, and legal decisions, and apply them to the facts of specific situations, ensuring consistency with past practices; confer with senior managers as necessary.
• 25% Conflict Management, Grievance Resolution & Team Leadership: Facilitate resolution of informal and formal complaints and grievances regarding terms and conditions of employment, implementation of policy and procedures and issues involving allegations of inappropriate conduct or behavior. Lead or oversee fact-finding investigations and analyze issues to formulate viable resolutions. Facilitate productive discussions and offer various methods for alternative dispute resolution to support collaborative problem solving. Maintain a neutral position, interacting with employees and departments to develop and negotiate settlement agreements that ensure resolution of complaint or concern. Direct & provide guidance to subordinates to achieve department/unit goals; set performance expectations and conduct monthly/annual performance reviews; assign special projects to develop and enhance subordinate skills.
• 15% Systemwide Bargaining Representation & Arbitration: Represents UCOP as a participant in systemwide bargaining and has authority to commit UCOP to systemwide agreements. Represents UCOP in proceedings, grievances and final and binding arbitrations, negotiating on behalf of the University and in accordance with University and UCOP objectives.
• 15% Labor Relations Leadership & Union Relationship Management: May lead a team to build consensus in a collaborative manner among diverse entities (for example, organization management, employees, and union representatives). Responsible for employee and labor relations functions and objectives, writing contract language, developing bargaining strategies, addressing concerns of employees, and maintaining effective relationships with the unions.
• 10% Article 5: Supports compliance with Article 5 requirements related to contracting out by reviewing and evaluating all contracting out justification requests, administering and validating key reports such as the Qualified Individual (QI) and Basic Payroll Information Reports, and ensuring the integrity of Wage-Benefit Parity (WBP) Supplier Compliance Verification processes. The role partners with Systemwide Workforce Commitment Office, Systemwide Labor Relations, HR, and operational stakeholders to ensure accurate and timely reporting, provides guidance on Article 5 requirements, and ensures required union notifications are issued in accordance with contractual obligations. The manager also supports the resolution of union inquiries, concerns, and grievances related to Article 5 compliance and data, contributes to required reporting and certification activities (e.g., SB 820), and monitors for risks or discrepancies, working with stakeholders to address issues and maintain ongoing compliance.
• 10% Collective Bargaining Strategy & Contract Negotiations: Works with senior management to recommend organization position on settlement options. Provide feedback to and participate in development of positions for systemwide collective bargaining and contract negotiations; develop and lead bargaining on local issues in collaboration with others, ensuring that contracts comply with statutory requirements and meet the needs of UCOP and union management. Work with senior management on settlement options and recommend UCOP positions in cases which may cross multiple jurisdictional lines and require broad consensus.

Required Qualifications

• Minimum of 8 years related experience.
• Possesses advanced analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills.
• Demonstrates advanced knowledge of organizational 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.
• Has advanced knowledge of applicable state and federal laws and court decisions regarding employment related matters.
• Has advanced knowledge of other areas in human resources; capable of developing, interpreting, implementing and administering organization-wide human resources policies and processes.
• Demonstrates the advanced level skills necessary to bargain and represent the university's interests effectively.
• Demonstrates advanced knowledge of the principles of advocacy in order to represent the organization in complex and sensitive dispute forums.
• Possesses specialized knowledge within labor relations field.
• Demonstrates ability to lead and mentor other labor relations professionals.
• Demonstrated ability to handle extremely difficult or volatile situations / individuals effectively.

Preferred Qualifications

• UC HR and/or LR experience.
• Juris Doctorate Degree from an ABA Accredited law school.
• SHRM-CP and/or HRCI certification.

Education

• Bachelor's degree in Human Resources or related area with substantive and progressively responsible management experience in human resources and / or equivalent experience / training.
• Master's degree in human resources or business administration preferred.

SPECIAL CONDITIONS

Travel Requirements
5% Travel to meetings at other campuses or to other UCOP buildings.

SALARY AND BENEFITS

Job Title
Labor Relations Representative 4

Job Code
000495

Salary Grade
Grade 24

Payscale:
$138,000 - $165,000, commensurate with experience

The University of California, Office of the President, is required to provide a reasonable estimate of the compensation range for this role. This range takes into account the wide range of factors that are considered in making compensation decisions including but not limited to experience, skills, knowledge, abilities, education, licensure and certifications, and other business and organizational needs. It is not typical for an individual to be offered a salary at or near the top of the range for a position. Salary offers are determined based on final candidate qualifications and experience. The full salary range shows the growth potential for this position and the pay scale is the budgeted salary or hourly range that the University reasonably expects to pay for this position.

Benefits: For information on the comprehensive benefits package offered by the University visit: Benefits of Belonging

ADDITIONAL INFORMATION

This is a hybrid position based in Oakland, CA.

HOW TO APPLY

Please be prepared to attach a cover letter and resume with your application.

APPLICATION REVIEW DATE

The first review date for this job is August 11, 2026. The position will be open until filled.

CONDITIONS OF EMPLOYMENT

Background Check Process: Successful completion of a background check is required for this critical position. Background check process at UCOP

Smoke Free Work Environment: The University of California, Office of the President, is smoke & tobacco-free as of January 1, 2014. UC Smoke & Tobacco Free Policy

As a condition of employment, you will be required to comply with the University of California Policy on Vaccination Programs, as may be amended or revised from time to time. Federal, state, or local public health directives may impose additional requirements.

As a condition of employment, the finalist will be required to disclose if they are subject to any final administrative or judicial decisions within the last seven years determining that they committed any misconduct, are currently being investigated for misconduct, left a position during an investigation for alleged misconduct, or have filed an appeal with a previous employer.

• "Misconduct" means any violation of the policies or laws governing conduct at the applicant's previous place of employment, including, but not limited to, violations of policies or laws prohibiting sexual harassment, sexual assault, or other forms of harassment, discrimination, dishonesty, or unethical conduct, as defined by the employer.
  • UC Sexual Violence and Sexual Harassment Policy
  • UC Anti-Discrimination Policy for Employees, Students and Third Parties
  • APM - 035: Affirmative Action and Nondiscrimination in Employment

EEO STATEMENT

The University of California is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected status under state or federal law.

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