People and Labor Strategy Manager

Salary Range

10,844.00 - 16,266.00

Job Summary

Did you know that the City of Vancouver is not only a great place to live and visit, it’s also an excellent place to work? We’re big enough that we have lots of diverse and interesting work as well as a fair share of challenges to tackle and opportunities to pursue, and we’re small enough to be able to make real progress on both.

The City’s Human Resources Department is committed to providing our 1300+ employees with services, benefits and programs that meet their needs, and we are searching for our next People and Labor Strategy Manager to enhance those efforts. With 10 individual unions and seven labor contracts and hundreds more non-represented employees, we are committed to equipping leaders to manage teams well and to focusing on positive employee and labor relations. If you are an HR professional who values progress and service, has a track record of building strong relationships, sees the big picture and brings experience successfully leading a team, please read on to see if this could be the position for you.

First review will be on October 30, 2026.

Job Details

We’re currently recruiting for a People and Labor Strategy Manager. The primary responsibilities of the position include:

• •Leading the City's People and Labor Strategy function through oversight of the Human Resources Business Partner team and development of labor and employee relations strategies that support organizational goals, workforce engagement and operational excellence;
• •Leading collective bargaining for City of Vancouver union contracts, including MOUs, addenda, interim bargaining, etc.;
• •Advising managers and employees on sensitive labor and employee relations matters and on impacts of potential policies or changes being proposed;
• •Leading the transformation of HR services from a reactive to proactive service model by ensuring managers are well-versed in performance management, interpreting collective bargaining agreements and leadership principles and best practices;
• •Mentoring and supporting the HR Business Partner team for maximum effectiveness and to ensure alignment with HR and Citywide goals and priorities; and
• •Collaborating with the director department leaders in setting goals consistent with the City’s Strategic Plan and Vision and Values and serve as a member of the HR management team.

This is a full-time, regular, non-exempt union position. The schedule for this position is M-F, 8am to 5pm.

At this time, this position is eligible for telework or hybrid schedule. As with all routine telework positions, employees may be required to come into the office on occasion based on business needs. Telework may be subject to change at a future time. Currently, all employees must reside in Oregon or Washington; the City cannot support ongoing telework from other locations.

At the City of Vancouver, we are committed to paying our employees fairly, equitably, and competitively. City salaries are structured so that the midpoint of the salary range approximates the amount typically paid for the job in this geographic area. Candidates with experience supporting their ability to come in and hit the ground running may receive a starting salary around the midpoint of the listed salary range. Actual salary at offer is influenced by a host of factors, including a candidate’s relevant experience, education, licensure, certifications, and internal equity. The higher end of the listed pay range indicates the salary growth potential of the position.

For more information about the City’s priorities and values, please visit our Strategic Plan .

Essential Functions:

• •With a strong focus on collaboration, transparency, relationship building and interest-based bargaining, negotiate City labor agreements or serve as second chair in negotiations that use an outside chief negotiator; interpret contract language, labor laws, memoranda of understanding and ordinances; and lead negotiation of non-public safety contracts. This includes developing holistic proposal options by working closely with City leaders; evaluating ideas brought forward by unions with an open mind; determining and presenting options for consideration; and being factual and transparent when ideas cannot work as proposed.
• •Provide strategic leadership and direction to the Human Resources Business Partner team and lead transition of Business Partner work from being reactive by focusing on manager education, training and consistency, with ultimate goal of Business Parters being able to work at a more proactive, holistic and strategic level focused on communication, learning, organizational and succession planning. Manage the Business Partner team to ensure consistency in messaging and approach.
• •Serve as a strategic advisor to City leadership regarding workforce trends, organizational challenges, labor relations matters, employee experience, leadership effectiveness, and change management initiatives. Analyze and interpret workforce, engagement, retention, recruitment and labor-related data to identify emerging trends and develop strategies that improve organizational effectiveness, workforce readiness, employee retention and operational outcomes.
• •Work closely with inside and outside council, as needed, on labor and employee relations issues as well as with Finance staff to cost contracts, consider options, etc.; and collaborate with labor groups on policies affecting mandatory subjects of bargaining. Ensure timely action, communication, follow-up and follow-through on a range of employee and labor issues to foster respectful and positive labor relations.
• •Work closely with internal City partners to understand trends, opportunities and constraints that impact bargaining; advise City leadership on trends, themes, and issues that arise with labor groups; ensure all parties impacted by changes proposed in bargaining (Benefits, Leave, Payroll, etc.) are aware of changes and have an opportunity to weigh in prior to finalizing.
• •Perform Business Partner work as necessary, including investigations, facilitations, and similar work; manage the ADA interactive process; and develop and recommend policy or process changes as necessary. Serve as a member of the Human Resources, Safety and Risk management team and participate in setting department direction in ways that support City efforts.
• •Be a resource for all HR and Risk/Safety staff as necessary; participate in a wide range of department efforts; and perform related duties and carry out other responsibilities as assigned.

Qualifications

Experience and Education

Experience:

At least five years’ labor and employee relations and supervisory experience; experience as lead negotiator is strongly preferred, as is experience in interest-based bargaining.

• •Experience working with diverse groups, bridging differences, and resolving conflict.
• •Experience supervising HR professionals and leading a team

Education:

Equivalent to a Bachelor's Degree in Human Resources or a related field, or any combination of education, transferable skills and experience that qualify you for this position.

*While significant management and labor and employee relations experience is required, the City recognizes that not all candidates may have experience in every aspect of the job, and we encourage interested candidates who feel as though they can be successful in the role to apply.

*Equivalent combinations of education and experience may be considered.

Computer Skills

Intermediate skills in Microsoft Word, Excel, Outlook, PowerPoint.

Knowledge

• •Principles and practices of employee and labor relations, collective bargaining and employment laws, preferably in Washington State.
• •Principles of leadership, training and supervision.
• •Principles of collective bargaining, with a focus on interest-based bargaining.
• •Working knowledge of a range of HR disciplines.

Pertinent federal, state and local employment laws.

Current