Cook County Offices Under The President

POSITION: Manager of Labor Relations

DEPARTMENT: Human Resources

REPORTS TO: Deputy of Labor Relations

SALARY: $107,705 – $136,830

HOW TO APPLY: Please submit a Resume and Cover letter to


Under the general supervision of the Deputy of Labor Relations – Bargaining & Policy, oversees the work of
the Bargaining & Policy unit. Supervises the Labor Liaison Officers and provides support for the Senior Labor
Liaison Officers. Coordinates and directs the workflow of the Bargaining & Policy Unit to ensure proper
distribution of work, and reviews task list of Labor Officers to ensure that projects and assignments are
completed on time. Reviews, manages, and approves Labor Officer assignments and scheduling as necessary
to ensure adequate coverage at the various work sites. Works with department and agency leadership to develop
and track progress on strategic goals for the Labor Department. Ensures that Labor Officers identify issues to
be addressed through collective bargaining, and that Labor Officers are properly counseling management in
their assigned areas. Advises the Department on best practices for the day-to-day management and direction
of the Bargaining and Policy unit. Ensures implementation of Labor Officer standard operating procedures, as
well as identifying and suggesting updates to the SOPs in the ordinary course of business. Represents the
Department as it plans and executes change management tasks required to accept, adapt, and support new
solutions including effective communication and documentation. Serves as a representative on various
committees and tasks on behalf of department leadership. Develops and presents internal and external training
for Department and County staff. Consults with the Deputy Chief Human Resources Officer – Director of
Labor Relations and Deputy Director in matters of highest confidentiality. Works with the Director of Labor
(or designee) in determining negotiation positions, policies, and strategy. Coordinates and attends strategy
meetings, negotiation sessions, and assists in the compilation of County negotiation proposals.

Supervises and directs Labor Liaison Officers and provides support and acts as a resource for the Senior Labor
Liaison Officers and Deputy Director of Bargaining and Policy.
Skill in the use of diplomacy and confidentiality while communicating with staff members, department heads,
management, employees, and union officials.
Reviews and recommends policy changes that affect the Offices Under the President and/or Cook County
Health and Hospital system.
Tracks the bargaining files and notes to ensure all confidential bargaining material is maintained in accordance
with departmental protocols.
Creates and manages project plans, schedules, deliverables, status reports, and performance metrics from
concept through completion of the projects.
Conducts performance management of assigned staff.
Identifies and proposes solutions to existing backlogs and/or barriers to resolution of collective bargaining
issues and/or assigned tasks.
Ensures refinement and implementation of internal processes and procedures related to best practices and
Develops recommendations concerning inefficient workflow procedures to rectify any existing or expected
problems and concerns.
In conjunction with department leadership, formulates, implements, and enforces labor and employee standard
operating procedures and internal departmental policy.
Monitors and coordinates the timely preparation of Resolutions for the County Board and Cook County Health
and Hospital System Board for approval of wages and contracts.
Receives and reviews correspondence from various trade organizations regarding annual trade rate changes
including prevailing rate.
Directs and coordinates the implementation of trade rate changes with the appropriate County departments.
Designs and presents training courses and programs necessary to meet training needs for internal Department
staff and external County staff.
Works with the Director of Labor Relations and Deputy Director in determining negotiation positions, policies,
and strategy.

Skill in directing and supervising other staff members. Knowledge of County policies, protocols and technical
vernacular used throughout each union labor agreement for the County.
Knowledge of all Cook County labor relations functions, principles, techniques, contract terminology, office
practices and procedures.
Thorough knowledge of business communication principles and techniques, contract terminology, office
practices and procedures relative to labor relations.
Skill in resolving labor/management contractual negotiation disputes. Ability to align strategic and operational
needs with training programs and organizational effectiveness efforts.
Skill in scrutinizing text of contractual labor agreements. Skill in the use of the art of diplomacy and
confidentiality with attorneys, County employees, and County managerial personnel.
Ability to communicate effectively with tact and courtesy and to conduct oneself in a professional manner.
Good communication skills: ability to gather information from others and make inquiries; ability to convey
information and explain or describe County policy and procedure to others in person or by telephone.
Skill in time management relating to situations having competing priorities.
Skill in the analysis of data; clear, concise writing; supervising; and managing staff assigned at different times.
Strong knowledge of business operations and experience leading teams.

Graduation from an accredited college or university with a bachelor’s degree; and
Three (3) years of experience in Business Administration, Public Administration, Labor Relations, or related
field; and
Two (2) years of experience in a supervisory or managerial capacity.

Juris Doctor or master’s degree in business administration, Public Administration, Labor, or Human Resources.

Sedentary Work
Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force
frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time
but may involve walking or standing for brief periods of time.
The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed
as a complete list of the many duties normally to be performed under a job title or those to be performed
temporarily outside an employee’s normal line of work.

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