Labor and Employee Relations Manager
Location: Santa Clarita, CA 91355 · Type: Full Time · Category:
Human Resources · Salary: $114,023.00 - $128,905.00 Salary/year ·
Posted: 08/24/2026
Description
Labor and Employee Relations Manager
POSITION OVERVIEW
Position Identification
Office/Division: Division of Finance and Administration
Department: Human Resources
Classification: Full-time, Exempt, Confidential, Non-Represented Staff
Position
Work Arrangement: In-person, on campus (Valencia, CA)
Salary Range: Grade 11: ($114,023 - $128,905) annually
Schedule: Regular business hours, 8:30 - 5 pm with a 37.5-hour workweek;
on-campus presence required
Reports To Executive Director, Human Resources
FLSA Status (exempt or non-exempt) Exempt
Employment Status (full or part-time) Full-time
Grade Grade 11
Supervisory Responsibility No
The Labor and Employee Relations Manager serves as the primary Human Resources
contact for labor relations matters involving multiple collective bargaining
agreements and for leading Employee relations matters. Reporting to the
Executive Director of Human Resources, this position administers labor
agreements, advises managers on contract interpretation, receives and manages
grievances, conducts investigations, and supports collective bargaining
activities.
The Labor and Employee Relations Manager partners closely with leaders,
employees, union representatives, and Human Resources colleagues to promote
positive labor-management relationships and ensure consistent application of
collective bargaining agreements, organizational policies, and applicable
employment laws. Cross-departmental collaboration will be essential across
Human Resources, Finance, Payroll, Office of the President, General Counsel,
and Provost Office.
This position requires a blend of strategic leadership and tactical, hands-on
execution. Operating without direct reports, the ideal candidate will lead
broad labor initiatives while actively managing the essential administrative
details that keep operations running smoothly.
Essential Duties and Responsibilities
Labor Relations Administration and Compliance
Serve as the primary point of contact for labor relations matters related
to four collective bargaining agreements (CWA and CU-UAW).
Interpret and administer collective bargaining agreements and provide
guidance to managers and employees regarding contractual rights and
obligations.
Advise supervisors and department leaders on contract compliance,
discipline, performance management, workplace issues, and labor relations
best practices.
Monitor compliance with labor agreements and identify areas of risk or
concern.
Grievance Management
Receive, track, investigate, and respond to grievances in accordance with
applicable collective bargaining agreements.
Conduct fact-finding and gather documentation related to grievances and
labor disputes.
Coordinate grievance meetings and maintain complete and accurate records
of grievance activity.
Draft grievance responses and recommendations for review by Human
Resources leadership.
Partner with managers to resolve workplace issues before they escalate
into formal disputes when appropriate.
Collective Bargaining Support
Support the planning and execution of collective bargaining negotiations.
Partner with the legal team to research and analyze contract language,
labor market trends, and bargaining proposals.
Prepare data, reports, costing analyses, and supporting materials for
negotiations.
Assist with drafting contract language, memoranda of understanding, side
letters, and settlement agreements.
Track bargaining commitments and support implementation of negotiated
agreements.
Investigations and Employee Relations
Conduct workplace investigations related to labor relations matters,
contract disputes, and employee complaints.
Collaborate with Human Resources and management to address employee
relations concerns involving represented employees.
Provide recommendations regarding corrective action, contract
administration, and dispute resolution.
Support efforts to maintain productive labor-management relationships.
Training and Communication
Develop and deliver training to supervisors and managers on collective
bargaining agreement administration and labor relations practices.
Educate leaders on grievance handling, progressive discipline, and
contractual obligations.
Assist in communicating negotiated contract changes and labor relations
initiatives.
Qualifications
Qualifications
Required Education and Experience
Bachelor's degree in Human Resources, Labor Relations, Business
Administration, Public Administration, or a related field.
Minimum of five (5) years of progressively responsible labor and
employee relations experience.
Demonstrated experience administering collective bargaining agreements and
managing grievance procedures.
Experience advising management on labor relations matters and contract
interpretation.
Experience conducting workplace investigations and preparing written
findings and recommendations.
Exceptional conflict resolution, negotiation, and written/verbal
communication skills.
Preferred Qualifications
Experience in higher education, nonprofit,, or other highly unionized
environments.
Experience participating in collective bargaining negotiations.
SHRM-CP, SHRM-SCP, PHR, SPHR, or labor relations certification preferred.
Knowledge of California labor and employment laws.
Knowledge, Skills, and Abilities
Strong knowledge of labor relations principles and collective bargaining
agreement administration.
Ability to interpret complex contract language and apply it consistently.
Excellent investigation, interviewing, and analytical skills.
Strong written and verbal communication skills.
Ability to manage multiple grievances and competing priorities
simultaneously.
Ability to maintain confidentiality and exercise sound judgment.
Strong relationship-building and conflict-resolution skills.
Ability to work effectively with union representatives, employees,
supervisors, and senior leaders.
Working Conditions
This position routinely interacts with employees, supervisors, union
representatives, legal counsel, and organizational leadership. Occasional
evening or weekend work may be required during negotiations, grievance
hearings, arbitrations, or other labor relations activities.
