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LABOR RELATIONS

Axelon Services Corporation

San Francisco, CA

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JOB DETAILS
SKILLS
Analysis Skills, Coaching, Collective Bargaining, Communication Skills, Corrective Action, Documentation, Employee Relations, Employment Law, Industrial Relations, Interviewing Skills, Labor Unions, Leadership, Litigation, Maintain Compliance, Negotiation Skills, People Management, Performance Management, Problem Solving Skills, Resolve Customer Issues, Risk, Sales Management, Telephone Skills, Time Management, Training/Teaching, Workplace Issues
LOCATION
San Francisco, CA
POSTED
Today
Working Title: Labor Relations Representative 3
Schedule: Mon-Fri 0800-1700, Hybrid-4 days onsite
Location: 2001 The Embarcadero, San Francisco, CA 94143 (parking available at the same address)
or 1855 Folsom Street (surface lot)
Local candidates only

**There is also a Labor Relations Representative 4 position we have open at *** however, candidates for that role would need to seem overqualified for this role. If you have a candidate for the position 4, please email the UCSF Staffing inbox.

Mandatory Screening Requirements (Critical)

To ensure quality moving forward, all agencies are required to implement a second-level screening via video call prior to submission.

The Account Manager (AM) must personally conduct this screening
The AM must ask the provided interview questions and thoroughly evaluate the candidate

During this video screening, the AM must assess:

Professionalism and presentation
Is the candidate dressed appropriately?
Do they present themselves in a polished, professional manner?

Interview readiness and setup
Did the candidate join on time?
Are they in a quiet, appropriate environment?
Is the camera on and clearly capturing their full face?
Did they use basic judgment and common sense in preparing for the call?

Communication and confidence
Are they confident when speaking?
Can they clearly articulate their experience?
Are their answers concise, structured, and to the point?
Overall presence
Do they demonstrate competence and ownership of their work?
Would they be credible speaking with senior leadership?

Candidates who do not meet these standards should not be submitted.

Agencies must be significantly more selective moving forward to ensure only high-quality, interview-ready candidates are presented.

Video Screening Requirement (Do Not Share Questions with Candidates)

The Account Manager (AM) must conduct a live video screening and ask the questions below. These questions are not to be shared in advance with candidates.

After the interview, the AM must submit detailed notes on:

Candidate responses
Communication style
Confidence and professionalism
Overall readiness for a high-visibility role
Answers to questions

Questions AM asks to candidate on video call:

1.How do you typically work with union representatives when handling grievances or disputes?

2. Walk me through a recent employee relations case you handled in a union environment from start to finish.

3. Explain a complex employee relations issue to me as if I were a senior leader with limited time

Require Experience:
**If you cannot find any candidates that have ER labor experience, than present the next best fitting candidates**
Hands-on employee relations experience in a unionized environment is required, including writing discipline and corrective action letters, coaching and counseling managers, managing high-volume ER cases, and ensuring documentation is clear and legally defensible
Direct experience working under collective bargaining agreements (CBAs), including handling grievances, union-related disputes, and applying contract language to real employee situations
Employee relations experience must be tied specifically to unionized workforces, not just general investigations, compliance, or HR work in non-union environments
Exposure to negotiations, including participating in or supporting bargaining processes, with an understanding of how negotiations impact day-to-day ER work (not required to be a chief negotiator)
Strong communication and executive presence, with the ability to work with mid to senior-level leadership, communicate clearly and confidently, and explain decisions, risk, and rationale in a concise and effective manner
Execution-focused profile, comfortable doing the hands-on work rather than overseeing it, and not operating purely as a high-level labor strategist or HRBP

Job Function Summary:
Involves establishing and maintaining satisfactory labor-management relations, including monitoring and ensuring adherence to contract provisions, participating in negotiating sessions, addressing grievances and questions of a specific group of union employees.

Generic Scope:
Experienced professional who knows how to apply theory and put it into practice with in-depth understanding of the professional field; independently performs the full range of responsibilities within the function; possesses broad job knowledge; analyzes problems / issues of diverse scope and determines solutions.

Custom Scope:
Uses labor relations concepts and skills as a seasoned experienced professional with a comprehensive understanding of labor/union issues, resolves complex issues. Normally receives little instruction on day-today work. General instructions may be provided on new assignments and initiatives.

Department Overview:
The Labor and Employee Relations Unit has responsibility for providing advice and consultation to managers, supervisors and employees in the area of labor and employee relations, including matters related to: performance management; corrective action and or discipline; contract and policy interpretation and compliance; compliance with local, state and federal employment and labor laws; principles of sound personnel management; and the grievance and complaint resolution procedures. The LR Representative 3 leads local negotiations; conducts supervisory training; ensures that management interests are represented and employee rights are protected, and promotes proactive management practices to reduce grievances, unfair labor practice charges, charges of discrimination and employment-related litigation.

Knowledge, Skills and Abilities:
Possesses strong analytical skills to conduct analysis and develop recommendations, demonstrating organization and problem-solving skills.
Demonstrates thorough knowledge of organizational policies and procedures.
Knowledgeable regarding labor/employment law and the principles and techniques of labor negotiations.
Able to apply effective bargaining strategies in order to ensure successful outcome for all parties.
In-depth knowledge of the principles of advocacy in order to represent the organization in various dispute forums.
Has knowledge of applicable state and federal laws and court decisions regarding employment related matters.
Demonstrates skills necessary to bargain and represent the organization's interests effectively.
Position may require specialized knowledge within labor relations field.
Demonstrated ability to handle very difficult or volatile situations/individuals effectively.

Education:
Bachelors degree in related area and minimum four years of experience or an equivalent combination of education and experience required.

Public Sector, higher education academic experience preferred.

About the Company

A

Axelon Services Corporation