Labor Relations Analyst III (HR Analyst III)

This position works as a highly motivated and detail-oriented professional as part of our team and plays a pivotal role in fostering collaborative and productive workplace relationships. Support the organization in promoting a fair, equitable, and engaging work environment for all employees. Will bring a strong background in labor relations, exceptional analytical and communication skills, and a deep commitment to employee rights and organizational success. Reports directly to the Senior Human Resources Consultant of Collective Bargaining Administration and provides experienced-level expertise related to the application and interpretation of the county's collective bargaining policies. Serves as a business partner to management and leadership. Works with union representatives on items they present; develops and conducts training as needed on labor relations topics, CBA items and reviews written correspondence to ensure proper application of county policies and procedures. Illustrative Duties

Manages/oversees a major function/program, project or team; Proactively develops, manages, and evaluates programs and procedures that are responsive to the changing needs of the customer and the business environment; Participates in the contracting process, including drafting bid specifications, evaluating proposals, and selecting a contractor; Develops, recommends, and implements personnel policies, procedures, and programs consistent with County, State, and Federal laws and regulations; Serves as an expert witness; presents testimony at official proceedings such as Civil Service Commission and in Court; Applies systems solutions to business problems; trains users in system functions; Proactively develops solutions; facilitates problem solving among different individuals/groups to reach effective outcomes; Provides advice and consultation regarding immediate situations; Works independently to define and meet customer needs, facilitating innovation and exploration of non-traditional ideas; Recognizing the implications of proposed changes, identifies and collaborates with appropriate individuals and groups to develop and implement the changes; Leads change initiatives throughout the department or with customers to improve services and meet the needs of the customer; Investigates/responds to individual, agency, or County-wide issues, questions or grievances from the public, employees, and/or County/State/Federal agencies; Develops and presents material on various topics to individuals and groups. Responsibilities

Assists or leads recruitment activities for specific County agencies and/or functional areas; Manages the placement process for RIF'd employees, administers the County Reemployment List, and manages the County's out-placement program for RIF'd employees; Manages the County's employment testing program. Organizational Development

Provides internal consulting services to county agencies, work groups, county-wide task forces, boards and commissions, and citizen groups in the areas of strategic planning and implementation, process design, team building, facilitation, organizational interventions, leadership development and coaching, and problem solving; Develops and conducts tailor-made team building and team development work sessions as an intervention for non-functioning or poorly-functioning work groups and teams; Coordinates and evaluates the work of organizational facilitators and/or trainers. Training

Develops, supports and evaluates the County's general staff training and development programs; Works with agencies to identify specific training needs, including technology delivered training and development tools; Designs and facilitates professional and leadership development courses. Employee Relations/EEO Programs

Provides interpretation, guidance and training in the application of County rules and regulations, as well as Federal and State laws and regulations; Provides guidance on formal disciplinary actions; administers the County's grievance procedure; Mediates and/or assists with problem solving of County employees and/or citizen complaints and grievances; Leads or participates in agency or County-wide investigations to reduce the County's liability and to resolve complaints. Benefits

Designs and conducts benefit seminars, open enrollment meetings, and new employee orientations; Writes or compiles RFPs for benefit programs, articles for newsletters, and Benefits handbook information; Researches enacted laws and prepares action plans to ensure compliance; Investigates and resolves complex disputes, problems, and issues between employees and benefit plans. Classification

Aids County managers in creatively solving difficult problems in the areas of classification, compensation, staffing, organizational development, etc; Leads or conducts the more difficult classification studies involving agencies with large diverse, complex organizational structures and/or functions; Prepares and presents the Classification Division's case in classification or compensation appeals before the Civil Service Commission; Supervises the work of subordinate analysts. Personnel and Payroll

Performs complex technical, fiscal, regulatory, and organizational work that requires independent planning and evaluation; analysis; data gathering and interpretation; written and oral reports and presentations; Responsible for a program area or function in payroll accounting, personnel actions, time and attendance, records management and automated systems including: policies and procedures; subject matter and technical expertise; customer support and service; Supervises personnel and payroll staff and/or oversees the work of others in a program area, project or team; Plans and implements training for staff and customers. Compensation/Performance Management

Conducts annual market pay and benefits studies; Works with senior managers to propose solutions to compensation issues; Trains employees and managers in the use of the County's performance evaluation process; Assists agency managers in linking agency performance measures to employee performance standards. Other

Prepares budget in accordance with County and agency guidelines; Provides quarterly expenditure projects; Monitors section expenditures for compliance with approved budget; Prepares and submits necessary budget documents. Required Knowledge Skills and Abilities

Knowledge of the principles, methods, and problems of organization and management; Knowledge of the principles and practices of public sector human resources administration in relevant areas; Knowledge of group/team dynamics; Knowledge of federal, state and county laws, ordinances, rules and regulations pertaining to all aspects of human resource management; Skill in use of computer hardware and software; Skill in budgeting; Skill in facilitation; Skill in mediation and conflict resolution; Ability to gather, analyze and present facts; Ability to establish and maintain effective relationships with citizens, employees and public officials; Ability to work as a team member or leader; Ability to speak and write effectively. Employment Standards

Minimum Qualifications: Graduation from an accredited four-year college or university with a bachelor's degree in personnel administration, public administration or a related field, plus four years of professional-level human resources experience. Preferred Qualifications: At least two years of professional experience in human resources that included employee relations, labor relations, or closely related work. Fairfax County Government prohibits discrimination on the basis of race, color, religion, national origin, sex, pregnancy, childbirth or related medical conditions, age, marital status, disability, sexual orientation, gender identity, genetics, political affiliation, or military status in the recruitment, selection, and hiring of its workforce. Reasonable accommodations are available to persons with disabilities during application and/or interview processes per the Americans with Disabilities Act.

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