Broward County Board of County Commissioners

Broward County Board of County Commissioners

Broward County Board of County Commissioners

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SALARY: $71,493.97 – $114,104.02 Annually
OPENING DATE: 08/21/20
CLOSING DATE: Open until a sufficient number of applications has been received.



The Broward County Board of County Commissioners is seeking qualified, creative and strategic candidates to fill the vacant Assistant Human Resources Manager position in the Labor Relations Section within the Human Resources Division.

The Human Resources Division is a strategic partner to over 60 agencies/business areas, which includes 8 collective bargaining units and nearly 7000 employees in over 400 job classifications.  The Human Resources Division’s mission is championing a culture of engagement, continuous development and performance excellence. Working with this mission in focus, the Labor Relations Section of the Human Resources Division has the responsibility of ensuring compliance in the administration of employment/labor relations activities throughout the County.

The incumbent in this position works closely in conjunction with the Senior Human Resources Manager and Human Resources Division management in the supervision and the administration of all Labor Relations activities and initiatives for Broward County. These activities include: complex employment issues, collective bargaining activities, progressive disciplinary and grievance procedures, leaves of absence and FMLA, workplace violence and critical incidents, substance abuse and rehabilitation agreements, disability, reductions in force/layoffs and performance management issues, and outreach initiatives through training programs and consultation sessions. The incumbent in this position also serves as a subject matter expert in the County’s Human Capital Management (HCM) implementation of the Human Resources modules.

General Description

The purpose of this class within the organization is to supervise day to day oversight, activities and functions of the Labor Relations Section of the Human Resources Division.

This class works independently, under limited supervision, reporting major activities through periodic meetings.

Minimum Education and Experience Requirements

Requires a Bachelor’s degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field.

(Two years of relevant experience may be substituted for each year of required education.)

Requires four (4) years in human resources administrative work specifically in the areas of labor relations or closely related experience including one (1) year of lead work or closely related experience.

A legal background which includes experience negotiating directly with bargaining units, drafting policies and work rules, and interpreting employment law, is strongly preferred.

Special Certifications and Licenses



  • Juris Doctor (Employment Law)
  • Master’s Degree or higher in a related field
  • HR Certification from an accredited college
  • Collective Bargaining/Management Experience
  • 2+ years of prior experience in Public Sector Employment/Labor Relations (collective bargaining, union environment, grievance/arbitration; progressive discipline)
  • 2+ years of prior experience with leave management and FMLA
  • 2+ years of prior performance management experience
  • 2+ years of prior supervisory experience
  • Prior PeopleSoft HCM experience
  • HRIS Experience (PeopleSoft)


The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.

Represents the County and the Human Resources Director, and/or Labor Relations Manager in collective bargaining activities with employee union representatives, such as negotiating successor agreements and labor management committees with bargaining agents representing employee groups; participation during impasse proceedings, unfair labor practices, and arbitrations.

Supervises and monitors the County’s progressive disciplinary and grievance procedures.

Serves as a liaison between County agencies and the County Attorney’s Office to obtain legal reviews of employment cases leading to separation of employment.

Acts for the Labor Relations Section Human Resources Manager in reviewing and making recommendations in pre-termination conferences, grievance meetings and supervisor/employee counseling sessions to ensure defensibility and consistency.

Assists all levels of management in resolving complex employment issues, including, but not limited to progressive disciplinary actions, leaves of absence and FMLA, workplace violence and critical incidents, substance abuse and rehabilitation agreements, disability, reductions in force/layoffs and performance management issues.

Participates in the Human Resources Division’s and Labor Relations Section’s outreach initiatives through training programs and consultation sessions with management and employees to improve knowledge of effective supervisory practices.

Participates as a subject matter expert in the County’s HCM implementation and maintenance of the Human Resources modules.

Supervises day-to-day oversight and activities; assists in complex Human Resources and employment matters; makes policy recommendations; provides interpretation and guidance in the application of the County’s labor agreements, employment laws, and County rules.

Performs related work as assigned.


Physical Demands

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable Hazards (Work Environment)

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.



Americans with Disabilities Act Compliance

Broward County is an Equal Opportunity Employer. The ADA requires Broward County to provide reasonable accommodations to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with Management.

Emergency Management Responsibilities

Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned.

County-wide Employee Responsibilities

All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County’s Employee Code of Ethics, gift, and conflict of interest policies.

All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression.



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