Job Description

Essential Duties and Responsibilities

• Oversees and assists with identifying, investigating, and facilitating resolution of labor-management relations and EEO matters; provides standard interpretations of regulations, collective bargaining provisions; investigates assigned cases; researches past practice as it pertains to collective bargaining issues, policies and procedures; discusses findings; and drafts requisite correspondence;
• Manages the development, implementation, and maintenance of the Authority’s EEO and Affirmation Action Program; facilitates regulatory training programs to ensure organizational compliance; prepares all regulatory compliance reports for submission within stated timeframes;
• Gathers witness statements, clarifies conflicting information, drafts associated correspondence, and presents findings;
• Oversees the compiling of documentation to support arbitration cases, and provides assistance in communicating grievance decisions and disciplinary actions;
• Assists the Director, Human Resources, with formulating policy and assists with writing rules/regulations for all Authority operating departments pertaining to personnel activities, such as employment, compensation, labor relations, and employee services, for approval by the governing body and according to Authority objectives, government regulations, and labor contract terms;
• Monitors the prohibitions against employment discrimination, reviews selection criteria that screen out or tend to screen out individuals with disabilities or any class if individuals with disabilities;
• In consultation with the Deputy Executive Director, responsible for the development and facilitation of regulatory training programs to ensure that the agency is in compliance with all Federal and District EEO training requirements;
• Counsels employees on EEO policies and procedures and other related matters in order to investigate and seek to resolve informal EEO complaints;
• Prepares and submits semi annual compliance reports regarding EEO/Affirmative Action per Federal and District regulatory requirements;
• Identifies barriers to equal opportunity of disability groups applying for services offered by the DCHA as well as DCHA’s efforts to eliminate those barriers;
• Conducts periodic research to stay abreast of new laws, rules and regulations governing EEO policies, standards and requirements;
• Ensures compliance with applicable laws and regulations in all aspects of employment, including recruiting, hiring, terms, conditions, privileges of employment, discipline, discharge, and layoff;
• Serves as the technical expert in DCHA on equal opportunity for persons with physical and mental disabilities;
• Verifies adherence to terms of labor contract by monitoring day-to-day implementation of policies concerning wages, hours of work, working conditions, etc.;
• Analyzes collective bargaining agreements and interprets intent, spirit, and terms of contract to counsel management in the development and application of labor relations policies and practices;
• Serves as a member of the union contracts management negotiating team; researches and develops contract language for proposals and counter proposals;
• Manages the implementation and administration of union contract provisions; represents Authority and meets with shop stewards and managers to investigate and resolve grievances;
• Manages the process of developing training curriculum regarding new contract provisions, and assists in providing training for managers and supervisors once contract negotiations are complete;
• Oversees the development and maintenance of a tracking system to document all grievances, which captures disposition status, prioritizes cases to ensure time frames are kept, and flags cases approaching contractual deadline and/or in need of additional time to reach resolution; and prepares an associated monthly status report for the Director, Human Resources Department;
• Provides guidance to managers, supervisors, and employees as it pertains to formal procedures of the progressive discipline process; and drafts and processes official documentation on disciplinary matters;
• Analyzes new and revised position descriptions to determine whether such positions will receive union status and/or exempt/non-exempt classification;
• Assigns, directs, and reviews the work of subordinate employees; provides and ensures comprehensive on-the-job training, as well as applicable training outside of the department or developmental program and back-up skills by cross-training subordinates to enhance their professional growth and development; evaluates subordinates work performance; recommends and makes job selections, promotions, personnel status changes, incentives, adverse/disciplinary action, and separation, etc. Plans, schedules, and coordinates work efforts to promote team concept; solves problems related to the work operations; determines material, equipment, and resources needed; explains and gains the support of employees for management policies and goals, e.g., cost reduction and safety, etc., and works to achieve the objectives of department-wide programs and policies; solves unprecedented technical problems encountered by subordinates; approves and disapproves leave requests; and communicates effectively with employees and representatives on employee suggestions, complaints, grievances, and other matters involved in the day-to-day operations;
• Keeps abreast of current trends and developments in the field of labor and employee relations management through review of literature and periodicals, professional association contacts, liaison with employee representatives, and continuing education;
• Performs other related duties as assigned

Job Requirements

Job Competencies

• Expert knowledge of labor and employment law
• Proven ability in refining and administering labor contracts and HR policies and procedures
• Proven ability in developing training curriculum and delivers training exercises relating to labor and employee management relations
• Demonstrated ability in creating tracking systems for documenting grievances
• Ability to supervise and manage subordinates
• Demonstrated competence in researching case law and arbitration records
• Ability to develop and manage agency wide EEO Program

Education and/or Experience

Bachelor's degree from an accredited college or university (J.D. preferred); and at least (6) six years related experience, with (2) two of the (6) six years in a supervisory capacity.

The District of Columbia Housing Authority (DCHA) conducts pre-employment screening on specified positions, which may include but is not limited to a criminal background check, drug and alcohol testing, verification of academic credentials, licenses, and certifications, and/or verification of work history.

This position has been designated by the department to require a drug and alcohol screening and background check. Finalist(s) for this position will be subject to drug and alcohol testing and will be required to consent to a pre-employment background check as a condition of employment.