Assistant Director, Labor Relations

LABOR REL MGR 2 (000494)

UCPath Position ID: 40781137

Position Description History/Status

For Reference ONLY - PeopleAdmin JA Number:

1130056

Approved Date:

4/28/2026 6:17:38 PM

Date Last Edited:

4/28/2026 6:17:36 PM

Last Action Effective Date:

1/1/2021

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:

40781137

Position Description ID

166796

UC Payroll Title:

LABOR REL MGR 2 (000494)

Personnel Program

Management and Senior Professional (MSP)

Salary Grade:

Grade 27

Job Code FLSA:

Exempt

Union Code (Collective Bargaining Unit):

99: Non-Represented (PPSM)

Employee Relations Code:

B: Manager - Confidential

Employee Class (Appt Type):

2 - Staff: Career

Full-Time Equivalent (FTE)

1

SUPERVISION

UCPath Reports to Position Number:

40049167

Reports to Payroll Title:

HR MGR 3

UCPath Department Head Position Number:

40046386

Department Head Payroll Title:

HR MGR 4

DIRECTION - Indicates that the incumbent establishes procedures for attaining specific goals and objectives in a broad area of work. Only the final results of work done are typically reviewed. Incumbent typically develops procedures within the limits of established policy guidelines.

000261

LABOR REL REPR 5

4

POSITION SUMMARY

Reporting to the Director of Employee and Labor Relations, Campus Human Resources (CHR), the Assistant Director of Labor Relations serves as a senior labor relations leader, advancing the University's strategic labor agenda and ensuring effective, legally compliant labor-management practices across the campus. This role operates with a high degree of autonomy and authority, functioning as a key advisor to senior leadership and representing the University in complex, high-impact labor matters. The Assistant Director provides executive-level oversight of labor relations programs, including serving as the University's Chief Negotiator for campus-specific collective bargaining, leading labor arbitrations, administrative hearings, and proceedings before the California Public Employment Relations Board. The incumbent develops and implements negotiation strategies, evaluates institutional risk, and influences outcomes that have broad organizational, financial, and operational implications. This position directs and develops a team of Labor Relations Advocates—highly specialized professionals, often licensed attorneys—ensuring the effective administration of multiple collective bargaining agreements and alignment with institutional priorities. The Assistant Director establishes strategic priorities for the unit, allocates resources, and ensures consistent, high-quality service delivery across campus. As a trusted advisor, the Assistant Director partners with senior campus leadership, HR executives, and systemwide stakeholders to address complex employee and labor relations issues, shape policy development, and drive organizational effectiveness. The role requires advanced expertise in labor law, contract interpretation, and dispute resolution, as well as the ability to lead sensitive negotiations and influence decision-making at the highest levels. The Assistant Director also plays a critical role in shaping labor relations strategy, contributing to systemwide initiatives, representing the Director in executive forums, and leading training and organizational development efforts to strengthen management capability and mitigate institutional risk. The Assistant Director leads the University's strike preparedness and response efforts, working in close partnership with the Director and key campus and systemwide stakeholders to plan for and manage major work stoppages. This includes coordinating and staffing the Emergency Operations Center, directing response activities, and providing timely briefings and strategic guidance to the University's most senior leaders. The Assistant Director also actively manages outside counsel retained to represent UCLA in labor arbitrations or hearings before PERB.

Campus Human Resources provides a full range of human resource management services through its various units, including Benefits, Compensation and Classification, Employee and Labor Relations, HR & Payroll Operations Center, Learning and Organizational Development, Staff and Faculty Counseling Center, and Talent Acquisition and Workforce Planning.

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.

Management Advocacy

1. Evaluate the merits of grievances, complaints, and unfair labor practice charges by interviewing witnesses, reviewing policies, contract provisions and procedures; identifying defense strategies; reviewing documentation; and reviewing precedent cases. Ability to perform in-depth legal research and interpret and apply case law, statutes, and regulations. (E)  2. Represent management in adversarial labor arbitrations, internal administrative hearings, and proceedings before the California Public Employment Relations Board by developing management's defense including selecting exhibits, preparing witnesses, conducting direct and cross examination, delivering opening statements and closing statements. Determine when written motions or briefs are necessary and write concise, persuasive, and legally correct pleadings. (E)  3. Negotiate settlement agreements by identifying management's objectives, securing necessary approvals, and drafting legally sound agreements that protect future University interests. (E)  4. Inform campus managers/supervisors, system wide administration, and employee relations consultants of significant arbitration decisions. (E)  5. Coordinate with other UCLA Offices (e.g., Campus Counsel, Staff Diversity and Compliance, Insurance and Risk Management, Administrative Policies & Compliance, and Title IX), responses to multiple-forum complaints filed by an employee to assure consistency and protect future legal defenses. (E)  6. Provide the UC Office of General Counsel, Campus Counsel, and Insurance & Risk Management with summaries of employee files, actions, documents and witnesses relevant to employment / related lawsuits filed against the Regents. Assist attorneys in initial phases of lawsuit preparation and keep attorney's/personnel department informed of significant developments which may affect the lawsuit or personnel actions. (E)

50%

Supervisory Duties & Management Responsibilities

1. Recruit, hire, train, supervise and evaluate the work of four (4) Employee & Labor Relations Advocates. (E)  2. Write job descriptions, performance standards and expectations and performance evaluations. (E)  3. Direct and manage Employee & Labor Relations Advocates ensuring proper management and oversight of unit's priorities. Ensure appropriate compliance and timeliness of reporting and deadlines. (E)  4. Identify appropriate staff development opportunities and training needs for Employee & Labor Relations Advocates; provide ongoing mentorship. (E)

25%

Employee Relations Consultation

1. Identify & diagnose problems and issues by utilizing all internal/external resources available to obtain and verify facts in order to formulate alternative courses of action. (E)  2. Interpret University policies & procedures, applicable labor laws, collective bargaining agreements and legal decisions for departmental administrators and employees and, by applying these guidelines to the facts of a particular situation, ensure consistency with past practices. (E)  3. Provide consultation to administrators and supervisors in developing and writing documentation pertaining to counseling and disciplinary memos, performance appraisals and work rules. Determine appropriate technical language to be incorporated into document and edit documents for clarity. Coach administrators and supervisors in implementing appropriate processes and techniques for guiding and disciplining employees to achieve acceptable levels of performance and conduct. (E)  4. Provide consultation to managers and administrators in the formulation of responses to formal complaints under University policies and collective bargaining agreements by identifying and clarifying issues, revising applicable policy or contract terms, and drafting and/or editing written department responses. Make recommendations for improving the formal complaint process from filing to final resolution. (E)  5. Facilitate resolution of informal and formal complaints by responding to employee-initiated issues and grievances regarding terms and conditions of employment, implementation of policy and procedure and issues involving allegations of inappropriate conduct or behavior. (E)  6. Act as a third party in the resolution or mediation of both formal and informal grievances and complaints, including collecting, verifying and analyzing acts of complaints in terms of reasonableness of managements' actions, establishing effective working relationships with employee representatives for the purpose of developing workable resolutions and facilitating productive discussions between and among parties. (E)  7. Develop and negotiate legally sound settlement agreements and memoranda of understanding that ensure formal resolution to a complaint or issue, while contributing to the operational effectiveness of the University and confirmed to established University settlement practices. (E)  8. Conduct workplace investigations. (E)

10%

Labor Relations & Contract Administration

1. Develop and maintain appropriate union-management relations through informal and formal oral and written communications with exclusive and non-exclusive representatives. (E)  2. Respond to union request for information, such as providing salary data, policy information; determine which type(s) of information can or cannot be released by reviewing relevant records laws, campus practices, and HEERA. (E)  3. Provide interpretations of HEERA to Human Resources departments and managers regarding rights of union representatives to access, represent employees, and organizing strategies or tactics. (E)  4. Effectively conduct labor management meetings by determining management's objectives, reviewing union agenda, and researching past practice as needed. Respond as appropriate to union demands and assure follow up with management, including implementation of agreed upon items. (E)  5. Provide notice to exclusive and non-exclusive representatives as required by HEERA, past practice as determined by University management. Review proposed policy, procedural and work-related changes to determine notice requirements. (E)  6. Provide contract interpretation to department Human Resources managers; coordinate system wide contract interpretations with the Office of the President - Labor Relations by responding to proposed written interpretations or obtaining interpretations on vague contractual language. Survey other campuses to determine how contractual issues are being interpreted. (E)  7. Manage grievance procedure for assigned labor contract, ensure consistent procedural adherence by reviewing all incoming grievances, determine and take action on procedural defects, and assure timely completion of process at each step. (E)  8. Act as campus grievance officer at the designated step of various labor contracts; consider union/employee grievances, investigate relevant matters presented at hearing, draft and issue written grievance responses, ensure that actions taken are in compliance with the applicable contractual provisions. (E)  9. Provide information and analysis of the Office of the President's Labor Relations for the final step in the grievance procedure. (E)  10. With Employee Relations Consultants, develop a system or combination of systems for informing supervisors and managers of renegotiated sections of the contract. (E)  11. Maintain and research files and labor relations law regarding past practices, prior arbitration awards, trends in employment practices, and legal precedents for proposed actions. (E)

10%

Staff Support & Training

1. Represent the Director on campus-wide and system-wide committees by attending meetings, participating in discussions, and contributing to the decision-making process. (E)  2. Provide briefings to the Director of conference or special activities. (E)  3. Participate with the Director and colleagues in reviewing a variety of issues including proposed policy revisions, internal procedures and practices, contract administration training content and format, and departmental organizational processes. (E)  4. Provide analysis, recommendations and draft correspondence or position papers for Director pertaining to grievances, lawsuits and/or preparation for higher level staff meetings. (E)  5. Research issues relevant to Employee and Labor Relations and develop recommendations for policy and/or procedure revisions, as appropriate. (E)  6. Initiate, develop and conduct training programs for individual departments or through In-Service Training programs in such areas as performance appraisal, progressive discipline, FMLA, etc. (E)

5%

•

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

or equivalent combination of education and work experience.

Required

Juris Doctor (JD) Degree

from an accredited American Bar Association (ABA) institution.

Preferred

At least five years

of litigation experience regarding labor and employment matters.

Required

Admitted to practice law in California or another U.S. jurisdiction.

Preferred

1. Advanced knowledge of public sector labor and employment law, including HEERA, NLRA, California Labor Code, FLSA, and related statutes, as well as current legal trends and their application within a higher education environment.

Required

2. Expert knowledge of administrative processes and regulatory frameworks, including California Public Employment Relations Board procedures, unfair labor practice charges, and representation matters.

Required

3. Demonstrated expertise in collective bargaining and contract administration, including interpreting complex agreements, advising on scope of bargaining, and developing negotiation strategies aligned with institutional priorities.

Required

4. Extensive experience serving as a management advocate in high-stakes labor matters, including grievances, arbitrations, hearings, and negotiations, with demonstrated ability to develop legal strategies, examine witnesses, and present persuasive arguments.

Required

5. Exceptional analytical and critical thinking skills, with the ability to assess complex labor relations issues, evaluate risk, interpret data and precedent, and develop strategic, legally sound solutions.

Required

6. Advanced written and verbal communication skills, including the ability to prepare clear, concise, and persuasive legal documents (e.g., briefs, motions, grievance responses, settlement agreements) and deliver effective presentations to diverse audiences, including senior leadership.

Required

7. Demonstrated leadership and supervisory skills, including the ability to manage, mentor, and develop high-level professional staff; set priorities; allocate resources; and ensure accountability and performance outcomes.

Required

8. High-level consultation and advisory skills, with the ability to influence and guide senior leaders, managers, and stakeholders on complex and sensitive employee and labor relations matters.

Required

9. Demonstrated ability to manage conflict and lead dispute resolution efforts, including mediation of complex workplace issues and facilitating outcomes that balance legal compliance with organizational effectiveness.

Required

10. Strong organizational and operational management skills, including the ability to prioritize competing demands, manage multiple high-risk matters simultaneously, and respond effectively in a fast-paced, high-pressure environment.

Required

11. Demonstrated ability to handle highly sensitive and confidential information with discretion, sound judgment, and integrity, particularly in the context of labor relations strategy and collective bargaining.

Required

12. Ability to lead complex, high-impact initiatives and critical response efforts, including labor negotiations, organizational change, and strike preparedness/response, while collaborating effectively with campus and systemwide stakeholders.

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.