Employee Relations Manager (Principal Human Resources Analyst)

At the County of Marin, our employees overwhelmingly report feeling their work is meaningful, they like the work they do, and they are proud to tell people "I work for the County of Marin." Discover more about us, our values and our organizational culture on the Department of Human Resources website . Read on to find out more about this opportunity. About the Human Resources Department The Human Resources Department provides comprehensive support and consultative services to the County's 22 departments. Core divisions and functional areas include recruitment; classification and compensation; employee and labor relations; learning and organizational development; equal employment; risk management; employee benefits; employee leaves; volunteers and interns; and central HR administration. Reporting to the Employee and Labor Relations (ELR) Director, this newly established position leads the County's employee relations function and serves as a key strategic partner to County leadership. The Employee Relations Manager oversees complex employee relations matters; mentors and advises ELR staff; provides guidance to supervisors, managers, and executives; analyzes and improves processes; oversees workplace investigations (excluding discrimination and equal employment matters); delivers training; collaborates closely with HR division partners and County Counsel; and handles labor relations activities as needed. Key Responsibilities The primary scope of this role includes: Advising ELR analysts, managers, and supervisors on employee performance, conduct, and policy interpretation Ensuring consistent and appropriate application of County policies, procedures, and best practices Overseeing and advising on timely workplace investigations (non-discrimination matters) Reviewing and drafting corrective action documents and performance improvement plans Working effectively with union representatives to address employee relations matters in a unionized environment Advising on the effective resolution of grievances and other personnel matters by providing recommended courses of action for employee performance accountability and employer-employee relations Developing and delivering training related to performance management, workplace conduct, and employee relations best practices Identifying opportunities to enhance efficiency, strengthen systems, and implement best practices The Employee Relations Manager will also be expected to take on labor relations matters as needed.

MINIMUM QUALIFICATIONS AND CERTIFICATIONS & LICENSES

Any combination of education and experience that would provide the necessary knowledge and abilities listed. A typical way to qualify would be graduation from a four-year college or university with major coursework in business or public administration, human resources, industrial relations, organizational psychology, or a related field, three years of professional level human resources experience or professional experience specifically related to the area of assignment, and at least one year of lead or supervisory level experience in any field. Additional experience, trainings, and/or certifications may substitute for college coursework. Special Sub-class Recruitments Recruitments for positions in this class may be conducted according to the program or department in which a vacancy exists and the special certificates, licenses and/or experience requirements of the position. The ideal candidate is a seasoned HR professional with expertise in employee relations within a unionized environment, ideally public sector. This individual has a demonstrated track record of advising supervisors through executive-level leadership on complex and sensitive employee relations issues such as employee culture and inter-personnel relations, performance improvement and progressive discipline, and has experience supervising and mentoring professional staff. Expertise and experience should also include analysis of collective bargaining agreements, progressive disciplinary actions, advising on the employee grievance procedures and resolution.

Success in this role requires:

Strong relationship-building skills and the ability to establish credibility at all organizational levels Sound judgment, discretion, and professionalism High emotional intelligence and the ability to navigate sensitive situations with tact and diplomacy Excellent written and verbal communication skills Strong analytical and critical thinking abilities, including taking initiative as a problem solver, solution maker The ability to thrive in a fast-paced environment, manage competing priorities, and pivot as needed A collaborative mindset and commitment to fostering a positive, engaged, and high-performing team environment A sense of levity, and commitment to improving the organization and its people Apply by 11:59 PM (PST) on Sunday, April 12, 2026. To apply for this exceptional opportunity: Complete the job application as prompted fully and completely. (e.g.do not write "see resume") Include Resume and Cover letter. Respond to the Supplemental Question thoroughly as promoted. (e.g.do not write "see resume")

Use of Artificial Intelligence:

We appreciate the use of AI to assist with editing improvements, but we expect your experience to be accurate. The County does not use AI to screen your application materials and assess your qualifications. If you have questions concerning this position announcement, please contact Diane Ooms at Diane.

Ooms@marincounty.gov . All applicants will receive email notifications regarding their status in the recruitment process. Please be sure to check your spam settings to allow our emails to reach you. You may also log into your GovernmentJobs.com account to view these emails.

Testing and Eligible List:

Depending on the number of qualified applications received, the examination may consist of a highly qualified review, application screening, online assessment, written examination, oral examination, performance examination, or any combination to determine which candidates' names will be placed on the eligible list. The eligible list established from this recruitment may be used to fill the current vacancy, and any future vacancies for open, fixed-term, full-time or part-time positions which may occur while the list remains active.

Disaster Service Workers:

All County of Marin employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker-related training as assigned, and to return to work as ordered in the event of an emergency.

Equal Employment Opportunity Employer:

If you have questions regarding County of Marin equal employment policies, please contact Roger Crawford, Equal Employment Opportunity Director, at 415-473-2095.