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Labor Relations Manager

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Labor Relations Manager

Salary

$139,016.87 - $194,641.09 Annually

Location

Ventura and may require travel throughout Ventura County, CA

Job Type

Full-Time

Job Number

0243CEO-25AA (BF)

Department

Human Resources Division

Opening Date

07/17/2025

+ Description

+ Benefits

+ Questions

Description

BE PART OF SOMETHING AMAZING!

The County of Ventura offers an attractive compensation and benefits package. The salary range for this position is $139,016.87 to $194,641.09 annually, DOQ. An employee in this position will also be eligible for the following:

+ Educational Incentive : Receive an additional cash payment each pay period of 2.5% for possession of an associate degree, 3.5% for possession of a bachelor’s degree, or 5% for possession of a graduate degree.

+ Bilingual Incentive: Incumbents may also be eligible for a bilingual incentive depending upon operational needs and certification skills.

+ Annual Leave: 208 hours per year, increasing to 288 hours after 5 years (10,400 hours) of service.

+ Annual Leave Redemption: The ability to "cash in" or redeem up to 100 hours of Annual Leave per year, accrued in the same year, after using 80 hours within the last 12 months. (Management Resolution, § 1207).

+ Holidays: 12 paid days per year, which include a scheduled floating holiday.

+ Deferred Compensation: Eligible to participate in the County's 401(k) Shared Savings Plan and/or the Section 457 Plan. This position is eligible for up to a 3% match on your 401(k) contributions. Effective February 9, 2024 (and annually thereafter), eligible employees meeting the criteria in Sec. 1907 of the Management Resolution will receive a two percent (2%) non-elective contribution of their annualized compensation into their 401(k) account.

+ Health Insurance Plans: You are afforded a flexible credit allowance for purchasing medical, dental, and/or vision insurance from a group of authorized plans. Tier one for employee only is $509 per pay period, tier two for employee plus one is $779 per pay period, and tier three for employee plus family is $983 per pay period.

+ Flexible Spending Accounts: Increase your spending power by reimbursement with pre-tax dollars for IRS-approved dependent care and health care expenses.

+ Pension Plan: Both you and the County contribute to the County’s Retirement Plan. If you are eligible, you may establish reciprocity with other public retirement systems, such as CalPERS.

+ Additional Benefits: Incumbents are entitled to County-paid membership in professional organizations related to their position. Other benefits include Disability Plans, an Employee Assistance Program, Life Insurance, Tuition Reimbursement, and a Wellness Program.

The Position

The Ventura County CEO Human Resources Department is seeking a highly skilled, forward-thinking labor relations professional to make a significant and lasting impact. This pivotal opportunity invites you to join our team as one of two Labor Relations Managers, where you will play a key role in shaping the future of employer-employee relations within Ventura County.

Reporting directly to the Chief Deputy Executive Officer-Human Resources/Labor Relations, you will be at the forefront, leading the County's employer-employee relations program.

In this critical role, you will manage and oversee both administrative investigations into workplace disputes and alleged misconduct, recommending appropriate corrective actions while adhering to labor laws and regulations, and the grievance process, ensuring strict adherence to contract provisions and consistency in procedural matters. You will provide expert guidance to managers and supervisors on interpreting, complying with, and enforcing collective bargaining agreements and MMBA provisions, with your recommendations playing a key role in effectively resolving grievances. Additionally, you will play a crucial role in arbitration preparation, carefully maintaining documentation and preparing witnesses to ensure strong representation, while coordinating timely and accurate responses to information requests.

Furthermore, you will organize and lead important meetings between managers and employee organizations, providing essential support to management during labor activities. You will play a key role in promoting ongoing communication and fostering strong working relationships with employee organization representatives, facilitating productive meet-and-confer sessions, and proactively resolving issues early. You will also regularly liaise with union representatives. Additionally, you will offer valuable leadership, guidance, interpretation, and training to County managers and supervisors on complex labor laws, policies, and contract interpretation, acting as a go-to resource for all labor relations and contract matters. You will actively participate in high-stakes, Countywide collective bargaining, which includes drafting, carefully reviewing, and modifying proposals; gathering important feedback from stakeholders; clearly communicating changes to managers and supervisors; and serving as a primary resource to ensure the smooth implementation of new agreements.

If you're passionate about building strong workplace relationships, navigating complex labor issues, and creating positive changes, this is your chance to embark on a challenging yet rewarding career with Ventura County!

Ideal Candidate

The ideal candidate will have extensive professional experience in labor or employee relations within a unionized setting, demonstrating a thorough understanding of negotiation processes and techniques in the public or private sectors. They will be skilled in complex problem-solving, effective communication (both oral and written), critical thinking, and analyzing and negotiating contractual agreements. The candidate should be proficient in counseling employees, advising management, interpreting information, recommending actions, and building effective relationships at all organizational levels. Experience in assessing the cost-effectiveness of contractual items and exercising independent judgment is essential. The ability to train, supervise, and evaluate the work of subordinates is also preferred.

Labor Relations Division

The Labor Relations management team, part of the CEO HR Department, is led by a Chief Deputy Executive Officer. The team includes two Labor Relations Managers who oversee labor staff at the Health Care Agency (HCA) and Probation Agency, while also providing strategic advice to all County agencies on labor relations issues.

Together, this comprehensive team expertly navigates the complex landscape of employee relations, including the crucial administration and interpretation of various agreements such as the County’s memoranda of agreements (MOAs), management resolutions, County Personnel Rules & Regulations (PR&Rs), and administrative policies. They also play a vital role in assisting with misconduct investigations, ensuring that appropriate disciplinary actions are taken consistent with County-wide practices, and managing "meet-and-confer" discussions with employee organizations on matters such as changes to hours, wages, working conditions, or departmental policies. Furthermore, they are instrumental in the resolution of formal and informal grievances, arbitration requests, and guiding the organization through any necessary reductions in force. When in doubt about any labor-related issue, the Labor Relations team is the County’s essential resource.

Human Resources Department

The Human Resources Department of the County Executive Office (CEO-HR) comprises approximately 135 dedicated professionals committed to recruiting, retaining, and developing a diverse, inclusive, and highly qualified workforce that delivers the highest level of service. The staff is organized into six divisions: Labor Relations, General Human Resources, Health Care Agency Human Resources, Risk Management, Disability Management/Workers’ Compensation, and Community & Belonging Division. The County utilizes a combination of centralized and decentralized human resources, with some agencies managing their specialized recruitments and processes in consultation with the CEO HR.

County Executive Office

As a vital part of the County organization, the County Executive Office (CEO) is tasked with recommending and implementing Board of Supervisors policies, preparing and managing the County budget, recruiting and retaining a high-quality workforce, and negotiating and managing contracts with various labor organizations.

The Office also actively collaborates with local cities, other public jurisdictions within the County, representatives from state and federal governments, and community-based organizations. In carrying out its work, the Office aims to provide high-quality services in a fiscally responsible manner while consistently promoting a culture of collaboration among agencies to enhance the integration and coordination of services.

Ventura County

Ventura County is located on California's "Gold Coast," about 35 miles northwest of Los Angeles and 20 miles southeast of Santa Barbara. Residents enjoy rolling hills and wide ocean views in a nearly perfect Mediterranean climate, with an average annual temperature of 74.2 degrees. The beautiful scenery and pleasant weather, along with a high quality of life, are the main reasons why our residents choose to call Ventura County "home."

Agency / Department: CEO Human Resources

Payroll Title: Labor Relations Manager

The Labor Relations Manager classification is not eligible for overtime compensation. Incumbents in this classification are eligible for benefits at the MB3 level.

Tentative Schedule:

Opening Date: Thursday, July 17, 2025

First Review Date: Open until filled, with a scheduled first review on August 12, 2025.

Review of Applications: Applications submitted by the first review date will be notified by the week of August 18, 2025. Applications received after this date will be reviewed on a weekly basis. Applicants are encouraged to apply early.

Examples Of Duties

Duties may include, but are not limited to, the following:

+ Serve as the representative in labor relations matters and oversee the terms and conditions of the various County MOAs.

+ Advises management on issues related to compliance with County policies, rules, and procedures; MOAs, MMBA, and employee/labor relations laws.

+ Advises departments and agencies on disciplinary actions, grievance procedures, recommends appropriate discipline levels, and prepares notices and orders of action according to prescribed legal parameters and County Personnel Rules and Regulations.

+ Receives employee complaints and responds appropriately to resolve them.

+ Review and respond to complex and sensitive complaints and information requests, including discrimination, harassment, retaliation, whistleblower, abusive conduct, and EEOC.

+ Work effectively with people from diverse cultures to support employee and labor relations, and collaborate with campus stakeholders

+ Conducts various studies on compensation and personnel practices and analyzes data to prepare for negotiations.

+ Prepares cost analyses and projections for economic proposals submitted by employee organizations during bargaining to support the County’s position.

+ Participates in developing the County’s bargaining position and takes part in negotiations as a member of the County Executive Office bargaining team.

+ Meets with employee organization representatives to clarify County policies, procedures, and other relevant information.

+ Manage and direct labor relations staff, as assigned.

+ Performs other related duties.

Typical Qualifications

These are typical entrance requirements for the examination process and do not guarantee continuance in the process or placement on an eligible list.

EDUCATION AND EXPERIENCE

Extensive professional-level labor or employee relations experience in a union setting, which has led to the acquisition of the required knowledge, skills, and abilities.

The required knowledge, skills, and abilities can also be obtained by completing a Bachelor’s degree in human resources management, industrial/organizational psychology, business, public administration, or another job-related field and five (5) years of recent professional-level labor or employee relations experience, which must include responsibility for advising and representing management on employee relations matters such as grievances, investigations, disciplinary actions, and negotiations.

Additional years of experience may substitute for education on a year-for-year basis.

NECESSARY SPECIAL REQUIREMENT

+ Experience in public sector collective bargaining, including active participation in negotiation teams and strategy development.

+ Extensive knowledge of and practical experience advising on public sector labor laws and disciplinary processes.

+ Proven experience successfully dealing with complex grievance issues within a public sector unionized workforce.

DESIRED QUALIFICATIONS

+ Master's degree in Public Policy, Public Administration, Human Resources Management, Business Administration, Industrial and Labor Relations, or Organizational Leadership

+ Human Resources Certification from the California Public Employers Labor Relations Association (CALPELRA), Society for Human Resource Management (SHRM), HR Certification Institute (HRCI), Public Sector HR Association (PSHRA), or WorldatWork

Knowledge, Skills, and Abilities:

Thorough knowledge of:

The negotiation processes and techniques in the public and private sectors; dispute resolution practices and procedures; employee representation rights; management rights and responsibilities; federal, state, and local labor laws and regulations; and current employer/employee relations practices.

Skilled at:

Negotiating, complex problem solving; effectively conveying information to others both orally and in writing; critical thinking; analyzing and solving problems; negotiating contractual agreements; counseling employees and advising management.

Ability to:

Listen and understand information and ideas presented; interpret and evaluate information/data; advise and recommend actions; develop and maintain effective relationships with employees at all levels of the organization; evaluate the cost-effectiveness and cost-benefit of contractual items; exercise independent judgment; train, supervise, and evaluate the work of subordinates.

OTHER REQUIREMENTS

Work is mainly performed in an office setting; however, incumbents may need to visit various County departments and agencies regularly and meet off-site with staff and the public when required.

Possession of or ability to obtain and maintain a valid California driver's license, or the ability to use alternative transportation methods to perform the essential duties of the position.

Recruitment Process

FIRST REVIEW DATE : This position remains open until filled and may close without prior notice. The initial review of applications is scheduled for Tuesday, August 12, 2025. Applicants are strongly urged to submit their applications by this date for prompt consideration. Applications received after this date will be reviewed on a weekly basis.

To apply online, please refer to our website at www.ventura.org/jobs. A paper application can be obtained by calling (805) 654-5129. Our address is County of Ventura Human Resources, 800 South Victoria Avenue, L-1970, Ventura, CA 93009.

NOTE: If presently permanently employed in another "merit" or "civil service" public agency/entity in the same or substantively similar position as is advertised, and if appointed to that position by successful performance in a "merit" or "civil service" style examination, then appointment by "Lateral Transfer" may be possible. If interested, please click here (https://vcportal.ventura.org/CEO/HR/docs/Lateral\_Transfer.pdf) (Download PDF reader) for additional information.

Note to Applicants: You must provide sufficient information in the Education and Work Experience sections of the application and supplemental questionnaire to thoroughly and accurately demonstrate your qualifications and determine eligibility. A resume may be attached to supplement your responses in those sections; however, it cannot be submitted instead of the application. Writing “see resume” on your application is not acceptable and may disqualify your application from further consideration.

SUPPLEMENTAL QUESTIONNAIRE – qualifying

All applicants are required to complete and submit the questionnaire for this examination at the time of filing. This questionnaire may be used throughout the examination process to help determine each applicant's qualifications and suitability for the position. Failure to complete and submit the questionnaire may result in the application being removed from further consideration. It is highly recommended that you complete the supplemental questions within the application with care and diligence. Responses such as "See Resume" or "Refer to Resume" are not acceptable and may disqualify an applicant from further evaluation.

APPLICATION SCREENING – qualifying

All applications will be reviewed to determine whether the stated requirements are met. Applicants meeting the stated requirements will be invited to the next step in the examination process.

TRAINING & EXPERIENCE EVALUATION

A Training and Experience Evaluation (T&E) is a structured evaluation of the job application materials submitted by a candidate, including the written responses to the supplemental questionnaire. The T&E is not a determination of whether the candidate meets the stated requirements; rather, it is one method for determining who is the most qualified among those who have demonstrated that they meet the stated requirements. In a T&E, applications are either scored or rank-ordered according to criteria that most closely meet the business needs of the department. Candidates are typically scored or ranked in relation to one another; consequently, when the pool of candidates is exceptionally strong, many qualified candidates may receive a moderate or even low score or rank, resulting in them not being advanced in the process.

NOTE: The selection process will likely consist of an Oral Exam, which may be preceded or replaced with the score from a Training and Experience Evaluation (T&E), contingent upon the size and quality of the candidate pool. In a typical T&E, your training and experience are evaluated in relation to the background, experience, and factors identified for successful job performance during a job analysis. For this reason, it is recommended that your application materials clearly show your relevant background and specialized knowledge, skills, and abilities. It is also highly recommended that the supplemental questions within the application be completed with care and diligence. If the T&E replaces the oral exam, candidates must earn a score of 70% or higher to qualify for placement on the eligible list.

ORAL EXAMINATION – 100%

A job-related oral examination may be conducted to evaluate and compare the knowledge, skills, and abilities of participating candidates in relation to those factors that job analysis has determined to be essential for successful job performance. Candidates must earn a score of 70% or higher to qualify for placement on the eligible list.

If there are three (3) or fewer qualified applicants, an oral examination will not be conducted. Instead, a score of 70% will be assigned to each application, and each applicant will be placed on the eligible list.

ELIGIBLE LIST

Candidates who successfully complete the examination process may be placed on an eligible list for one (1) year.

The eligible list established from this recruitment may be used to fill current and future vacancies for this position or similar positions, including Regular (including Temporary and Fixed-term), Intermittent, and Extra Help positions. There is currently one (1) Regular vacancy within the County Executive Office – Human Resources Department.

BACKGROUND INVESTIGATION

A thorough pre-employment, post-conditional offer background investigation is required for this position. This investigation may include inquiries into past employment, education, criminal background, and driving records.

COUNTY EMPLOYEES AS DISASTER SERVICE WORKERS

When a disaster strikes, whether of natural or manmade origin, Ventura County employees may be called upon to provide service to the community by assisting in emergency response efforts. This may require employees to work in different locations, at varying hours, and outside their regular class. At the time of hire, all County employees will be required to sign an Oath or Affirmation of Allegiance for Disaster Service Workers and Public Employees (Sections 3102 and 3103, Government Code of California).

EQUAL EMPLOYMENT OPPORTUNITY

The County of Ventura is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental or physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

CONTACT INFORMATION: For further information about this recruitment, please contact Bill Friedel by email at [email protected].

YOUR BENEFITS AS A COUNTY OF VENTURA EMPLOYEE

MANAGEMENT

To learn more about Benefits, Retirement, and the Memorandum of Agreement (MOA), see links below.

+ Benefits website (https://hr.ventura.org/benefits) or you may call (805) 654-2570.

+ Retirement FAQ's (https://vcportal.ventura.org/CEO/benefits/docs/RETIREMENT%20-%20FAQs.pdf)

+ Memorandum of Agreement

Union Codes: MB3, MB4, MS, MT, MCC, MU

01

By answering YES, you agree that your responses to the following supplemental questions will be directly referenced and supported by the work history outlined in your employment application.

+ Yes

+ No

02

Your responses are crucial for assessing your qualifications. They should be concise but detailed enough to showcase relevant experience and understanding of the subject matter.

Acknowledgement: By selecting 'Yes', I confirm that I understand my responses must be concise yet sufficiently detailed to demonstrate my relevant knowledge and experience for this evaluation.

+ Yes

+ No

03

Do you have experience investigating and responding to Unfair Practice Charges (UPCs) filed with the California Public Employment Relations Board (PERB)?

+ Yes

+ No

04

If so, please describe your role in a specific case, outlining the nature of the charge, the investigative steps you took, and your strategy for responding to PERB.

If you do not have direct experience with PERB unfair practice charges, please indicate that in your answer and explain how you would prepare to handle such a matter.

05

Do you have practical experience applying the principles of the Meyers-Milias-Brown Act (MMBA) in a public sector labor relations context?

+ Yes

+ No

06

If so, provide a specific example of how you navigated a situation or issue governed by the MMBA, outlining your role, the challenges you faced, and the outcome.

If you do not have direct experience applying the MMBA, please indicate that in your answer and explain how you would prepare to handle a labor relations matter governed by this Act.

07

Do you have experience dealing with a complex grievance issue in a public sector unionized workforce?

+ Yes

+ No

08

If so, describe your experience dealing with a complex grievance issue within a public sector unionized workforce. Please provide a specific example, outlining the nature of the grievance, the factors that made it complex, and your specific role and approach to its resolution.

If you do not have direct experience with complex grievances in this context, please indicate that in your answer and describe your understanding of how you would address such an issue.

09

Do you have experience as a chief negotiator or as a key member of a negotiation team, dealing with collective bargaining strategy and MOA Implementation?

+ Yes

+ No

10

If so, describe your experience serving as a chief negotiator or as a significant contributor to a negotiation team in collective bargaining. Please provide a specific example, outlining the bargaining strategy you developed and implemented, key challenges encountered during negotiations, and your role in the subsequent implementation and administration of the resulting Memorandum of Agreement (MOA).

If you have not served as a chief negotiator or as a key member of a negotiation team, please indicate that in your answer and discuss your understanding of the role and what skills you possess that would be transferable to leading collective bargaining.

Required Question

Employer

Ventura County

Address

800 S. Victoria Avenue LOC. #1970 Ventura, California, 93009

Phone

(805) 654-5129

Website

http://hr.ventura.org

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