Employee Relations Consultant

EMPLOYEE REL REPR 4 (000497)

UCPath Position ID: 40345038

Position Description History/Status

Approved Date:

1/5/2026 3:12:35 PM

Date Last Edited:

1/5/2026 3:12:32 PM

Last Action Effective Date:

Organization Details

Business Unit (Location):

LACMP

Organization Code:

5000O

Organization:

ADMINISTRATIVE VICE CHANCELLOR

Division Code:

5901D

Division:

ADMINISTRATION

Department:

361000 - CAMPUS HUMAN RESOURCES

Position Details

UCPath Position Number:

40345038

Position Description ID

250417

UC Payroll Title:

EMPLOYEE REL REPR 4 (000497)

Personnel Program

Management and Senior Professional (MSP)

Salary Grade:

Grade 24

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

F: All Others - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

40060741

Reports to Payroll Title:

EMPLOYEE REL MGR 2

UCPath Department Head Position Number:

40046386

Department Head Payroll Title:

HR MGR 4

GENERAL SUPERVISION - Indicates that the incumbent develops procedures for performance of variety of duties; or performs complex duties within established policy guidelines.

POSITION SUMMARY

Reporting to the Assistant Director of Employee Relations, Campus Human Resources (CHR), the Employee Relations Consultant is responsible for overseeing and handling employee and labor relations matters for clients from all levels within the organization and developing strategies and management training to proactively support a positive work environment.

Provide professional advice and counsel to management on employee performance and corrective actions, including discipline and dismissal, conduct workplace investigations, and prepare responses to complaints and grievances. Counsel managers and supervisors on employee relations matters that are complex in scope and require in-depth analysis of data and circumstances, with a broad impact on the organization. Guide the scope, meaning, intent, and application of personnel policies and collective bargaining agreements in relation to issues involving corrective action or discipline.

Prepare and conduct training sessions as requested by management on a variety of human resource (HR) topics. Ability to travel to various locations throughout campus, representing the various client departments during meetings with local Union leaders, including, for example, Skelly Reviews, grievance meetings, and informal sessions. Coordinate, research, or prepare the department's written response to Union requests for information and grievances. Guide clients on complex transactions related to the interpretation of UC Policy and Collective Bargaining Agreements.

Work with ELR staff in CHR to coordinate campus-wide activities and initiatives. 

Campus Human Resources provides a full range of human resource management services through its various units, including Health and Welfare Benefits, Compensation and Classification, Personnel Policy development and compliance, Employee and Labor Relations, Talent Acquisition and Workforce Planning, HR Information Systems, the Staff and Faculty Counseling Center, Learning and Organizational Development, and the HR/Payroll Operations Center.

CHR’s Employee & Labor Relations (ELR) unit works to enhance the relationship between the University and Campus employees by providing direction and guidance on unions, policies, agreements, and more. ELR works closely with managers and supervisors across campus to ensure that the correct application of policies, procedures, and laws is being used to manage UCLA’s diverse and dynamic workforce. Through various forms of intervention, ELR offers balanced advocacy to management and individual employees to protect their respective rights and facilitate a more harmonious work environment.

Employee & Labor Relations Management

1. Provide consultation and guidance to department heads, managers and supervisors with respect to the following areas:

a) Disciplinary action management and process oversight. (E)

b) Policy and procedure interpretation. Advice on policy interpretation of the PPSM and collective bargaining agreements. (E)

c) Employment laws, such as Fair Labor Standards Act, Title VII of the Civil Rights Act, Workers' Compensation, Family Medical Leave Act, Catastrophic Leave, California state anti-discrimination laws, etc. (E)

2. Educate, train and coach unit managers in the University's Progressive Discipline process. (E)

3. Provide consultation to Directors and Managers when responding to employee's complaints and grievances, including the coordination of multi-forum claims. Investigate, and prepare department's responses to grievances or other claims. (E)

4. In conjunction with upper management and other University offices, conduct workplace investigations on highly sensitive matters -- e.g., violence in the workplace, abusive behavior, bullying, etc. (E)

5. Draft investigation reports and summaries for client department leadership. (E)

6. Represent the department in hearings during the grievance process, unemployment insurance, workers' compensation cases and DFEH investigations. Serve as the Skelly Reviewer, when appropriate. Prepare and coordinate witnesses prior to interviews and grievance proceedings. (E)

7. Provide analysis and recommendations, and draft correspondence for Director pertaining to grievances, complaints, and lawsuits and in preparation for higher-level staff meetings. (E)

8. Identify and investigate existing or potential employee relations problems, patterns or situations and, in consultation with appropriate senior management or other parties, recommend resolution. (E)

9. Work closely with Employee Relations Consultants or Labor Relations Specialists on corrective actions for union-represented employees. (E)

10. Liaise with the Behavioral Intervention Team, Title IX, Staff Diversity & Compliance, Insurance & Risk Management, and Staff & Faculty Counseling Center on employment and workplace issues that arise, as well as on relevant employee conduct issues that may lead to discipline. (E)

11. Negotiate and draft legally sound separation and settlement agreements to formally resolve complaints and disagreements while adhering to established University separation/settlement agreement practices. (E)

12. Facilitate resolution of a wide range of employee-initiated formal and informal complaints, including terms and conditions of employment, implementation of policies and procedures, allegations of inappropriate conduct, etc. (E)

13. Act as an objective third party in the mediation of formal and informal grievances and complaints. (E)

14. Work with supervisors and employees to resolve disputes and minimize job dissatisfaction. (E)

15. Other duties as assigned. (E)

55%

Labor Relations Activities

1. Manage relationships with union officials, departmental managers and supervisors. Serve as a liaison when responding to issues brought to management by the Union or employees. In coordination with management, determine appropriate resolution. (E)

2. Collaborate with Union representatives in resolving complex employee relations issues. (E)

3. Respond to union requests for information, regarding departmental policies, practices, etc. by researching documentation and verifying past practices. (E)

15%

Policy Review and CHR Coordination

1. Periodically review internal procedures and recommend changes as updates to the law or University policies are being made. (E)

2. Periodically monitor records to ensure compliance with laws and union agreements. (E)

3. Determine and assess potential areas of concern and develop appropriate training for managers, supervisors, and HR personnel.

4. Provide input on language to be used on employee communications such as letters, the website, postings, flyers, etc. (E)

5. Provide input on department or divisional procedures, manuals, work rules, and employee handbooks. (E)

6. Represent the Director on campus-wide and system-wide committees by attending meetings, participating in discussions, and contributing to decision-making processes. (E)

7. Provide briefings to the Director on conference

15%

Administration

1. Review and evaluate criminal background check results for all positions. Conduct supplemental interviews to evaluate an applicant's criminal history. (E)

2. Interpret subsequent arrest records and determine proper personnel action to take, which may include disciplinary action up to an including dismissal. (E)

3. Coordinate with department unit managers the release of employees for Union leave and secure subsequent payment reimbursements from the unions. (E)

4. Evaluate DMV pull violation notices received and advise managers on proper steps to ensure compliance with DMV regulations and job requirements. Initiate disciplinary action and coordinate with management. (E)

5. Oversee the requests for written exceptions regarding catastrophic leave requests, near relative policy exceptions, et

15%

•

Performs other duties as assigned.

•

Complies with all policies and standards.

•

Complies with the University of California, Los Angeles (UCLA) Principles of Community.

•

This position description is not intended to be a complete list of all responsibilities, duties or skills required for the job and is subject to review and change at any time, with or without notice, in accordance with the needs of the organization.

QUALIFICATIONS

Bachelor's Degree

in Human Resources or a related field, or equivalent combination of education and experience.

Required

Advanced degree in a related field.

Preferred

5 years

of professional-level human resources experience, or an equivalent combination of education, experience, and training.

Required

Experience working in a unionized environment

Preferred

HR Certification (e.g., SHRM Certification, or HRCI Certification).

Preferred

1. Advanced knowledge of HR administration, employment practices, and applicable laws, including employee/labor relations in a unionized environment.

Required

2. Strong understanding of collective bargaining agreements and ability to interpret and explain complex policies and procedures.

Required

3. Demonstrated competency in performance management, corrective action, progressive discipline, and termination processes.

Required

4. Effective leadership, managerial, organizational, and interpersonal skills to motivate and guide staff. Skill in supervising professional and clerical staff, including delegating responsibility, training, and evaluating performance.

Required

5. Ability to prioritize, structure, and allocate work and resources to meet deadlines in high-volume, fast-paced settings.

Required

6. Ability to work independently, follow through on objectives, identify problems, and take appropriate corrective action.

Required

7. Excellent writing skills for preparing detailed analytical reports, procedures, investigative documents, and disciplinary materials.

Required

8. Strong oral communication, presentation, facilitation, and training delivery skills for audiences at all organizational levels, along with strong diplomatic acumen and judgment.

Required

9. Ability to establish rapport, maintain professional credibility, and build trust with administrators, faculty, staff, and external stakeholders.

Required

10. Ability to manage confidential or sensitive information with discretion, particularly in labor relations contexts.

Required

11. Effective negotiation, mediation, conflict resolution, and persuasion skills for resolving issues and influencing outcomes.

Required

12. Proficiency with Microsoft Office and related productivity software.

Required

SPECIAL REQUIREMENTS AND/OR CONDITIONS OF EMPLOYMENT

Background Check: Continued employment is contingent upon the completion of a satisfactory background investigation.

Live Scan Background Check: A Live Scan background check must be completed prior to the start of employment.

CANRA: The position is designated as a mandatory reporter under CANRA. The employee must sign the "Statement Acknowledging Requirement to Report Child Abuse".

LOCATION AND PHYSICAL, ENVIRONMENTAL, MENTAL (PEM) REQUIREMENTS

Environment and Work Location Information

Environment Type:

Non-Clinical Setting

Location Setting:

Campus

Location:

Wilshire Center

Standing/Walking

X

Sitting

X

X

Bending/Stooping

X

Squatting/Kneeling

X

Climbing

X

Lifting/Carrying/Push/Pull 0-25 lbs

X

X

Lifting/Carrying/Push/Pull 26-50 lbs

X

Lifting/Carrying/Push/Pull over 50 lbs

X

Physical requirements other

X

Chemicals, dust, gases, or fumes

X

Loud noise levels

X

Marked changes in humidity or temperature

X

Microwave/Radiation

X

Operating motor vehicles and/or equipment

X

Exposures other

X

Sustained attention and concentration

X

X

Complex problem solving/reasoning

X

X

Ability to organize & prioritize

X

X

Communication skills

X

X

Numerical skills

X

X

Mental demands other

X

X

Classification 3:  Position in which exposure to blood, body fluids or tissues is not part of the position description. The normal routine task involves no exposure to blood, body fluids or tissues and the employee can decline to perform tasks which involve a perceived risk without retribution.