** IN ORDER TO BE CONSIDERED FOR THIS POSITION CANDIDATE MUST BE PERMANENT IN THE TITLE OF ADMINISTRATIVE STAFF ANALYST, OR BE REACHABLE ON THE CIVIL
SERVICE LIST EXAM #9536, OR ELIGIBLE UNDER THE 55A PROGRAM.**

Reporting directly to the Deputy Commissioner of Human Resources and Facilities Management (HRFM), the Director of Labor Relations will administer the Agency's labor relations program. Provide consistent contractual and legal interpretation of agency policies, collective bargaining contracts and applicable labor laws. Administer the various collective bargaining agreements regarding wages, hours and other terms and conditions of employment in conjunction with a comprehensive labor relations program. Respond to inquiries from management regarding appropriate application of contracts and labor/employment laws. Advise management on legal ramifications of proposed personnel actions or changes in employment terms or conditions.
The Director shall be responsible for the conduct of relations between the Agency and labor unions, associations, or other organizations representing DOT employees. Handle inquiries from union representatives and meet with union staff regarding labor relations issues. Coordinate labor-management meetings with union officials and agency managers and supervisors.
Administer the contractual grievance process. Serve as Hearing Officer for grievances and disciplinary appeals at the Step II level. Represent the agency at Step III hearings before the Office of Labor Relations and arbitration sessions at the Office of Collective Bargaining. Coordinate the provision of management-side witnesses and any documentation required to support management’s position in these proceedings. Negotiate settlements in connection with grievance disputes and collective bargaining activities.
Represent the agency at labor relations functions including citywide collective bargaining sessions and negotiations. Track Agency collective bargaining needs and prepare analyses of the impact of union demands upon DOT operations. Advise the Deputy Commissioner and other members of executive management on other highly sensitive and confidential labor relations issues.
Serve as agency liaison to the Mayor’s Office of Labor Relations, Office of Collective Bargaining, and other City agency Labor Relations offices. Serve as facilitator of Labor-Management Committees. Perform special projects and related duties at the request of the Deputy Commissioner.

1. A master's degree from an accredited college in economics, finance, accounting, business or public administration, human resources management, management science, operations research, organizational behavior, industrial psychology, statistics, personnel administration, labor relations, psychology, sociology, human resources development, political science, urban studies or a closely related field, and two years of satisfactory full-time professional experience in one or a combination of the following: working with the budget of a large public or private concern in budget administration, accounting, economic or financial administration, or fiscal or economic research; in management or methods analysis, operations research, organizational research or program evaluation; in personnel or public administration, recruitment, position classification, personnel relations, employee benefits, staff development, employment program planning/administration, labor market research, economic planning, social services program planning/evaluation, or fiscal management; or in a related area. 18 months of this experience must have been in an executive, managerial, administrative or supervisory capacity. Supervision must have included supervising staff performing professional work in the areas described above; or

2. A baccalaureate degree from an accredited college and four years of professional experience in the areas described in "1" above, including the 18 months of executive, managerial, administrative or supervisory experience, as described in "1" above.

- Extensive knowledge and thorough understanding of collective bargaining laws, contractual agreements, comptroller determinations, City policies and procedures, and civil service laws, rules and regulations - Professional experience with all steps of the grievance process, policy development, dispute resolution, as well as necessary familiarity with agency management and operations - Excellent written and verbal communication skills and critical thinking abilities - Ability to analyze and evaluate data and reports, and make recommendations based on such analysis - Proficiency in NYC systems, such as NYCAPS, PMS, CHRMS, CityTime, and PRISE

This position is also open to qualified persons with a disability who are eligible for the 55-a Program. Please indicate at the top of your resume and cover letter that you would like to be considered for the position through the 55-a Program.

As a prospective employee of the City of New York, you may be eligible for federal loan forgiveness programs and state repayment assistance programs. For more information, please visit the U.S. Department of Education’s website at https://studentaid.gov/pslf/.

New York City residency is generally required within 90 days of appointment. However, City Employees in certain titles who have worked for the City for 2 continuous years may also be eligible to reside in Nassau, Suffolk, Putnam, Westchester, Rockland, or Orange County. To determine if the residency requirement applies to you, please discuss with the agency representative at the time of interview.

The City of New York is an inclusive equal opportunity employer committed to recruiting and retaining a diverse workforce and providing a work environment that is free from discrimination and harassment based upon any legally protected status or protected characteristic, including but not limited to an individual's sex, race, color, ethnicity, national origin, age, religion, disability, sexual orientation, veteran status, gender identity, or pregnancy.