- Resolves human resources issues/problems arising from employee andlabor relations, incentive awards, proposals for adverse actions, grievances and appeals,performance management, conduct, tours of duty, leave and pay administration, and other humanresource matters.- Serves as a point of contact on FMLA/PFL, ADA, and other employee relationsissues.- Conducts training sessions for managers and supervisors. Serves as representativeor technical advisor on grievance, adverse action, and appeals.- Advises operating officials on sensitive and complex matters concerning employee-managementrelations including trends in labor relations and potential problems involving pay and other sensitiveHR issues.- Works with union officials and representatives as issues arise. Identifies, analyzes, andevaluates problems to improve work processes or procedures.- Advises on approaches to improve overall effectiveness.- Participates in the development and maintenance of standard operatingprocedures, notices, and directives relating to human resources, and recommends changes toregulations, policies, and procedures under review; drafts new or revises existing policies.

• Serves as secondary Sexual Harassment Officer and manages agency wide sexual harassment reporting and investigation procedure.• Works with the management team to conduct meetings and draft response to grievances and discrimination complaints.• Implements and maintains an effective and efficient record-keeping, reporting, and monitoring system regarding sexual harassment complaints and union grievances.• Interfaces with employees, management, union representatives, and hearing officers to facilitate the proper resolution of grievances and sexual harassment complaints.• Serves as the point of contact for union issues, administrative request, and meeting coordination.• Serves as team lead on projects as assigned by LMER management team.• Uses data analyses to identify problems, analyzes information, makes strategic recommendations and policy proposals, and develops and implements effective and efficient solutions to achieve goals and initiatives.• Anticipates, identifies, and resolves complex obstacles.

• Collaborates with Sexual Harassment Officer in establishing agency wide sexual harassment reporting and investigation procedure.• Investigates sexual harassment, EEO, union grievances, and general complaints.• Facilitates trainings on sexual harassment, professionalism, progressive discipline, and contract implementation.• Advise school leaders, administrators, and managers on contractual and employee relations issues.• Serves as the point of contact for union issues, administrative request, and meeting coordination.• Assists with in managing email and phone inquiries as well as administration tasks.

• Serves as liaison between internal/external stakeholders and HR teams.• Assist employees with employment verifications, leave of absences, obtaining email & PeopleSoft information, retirement, onboarding, offboarding, etc.• Manages in-office and off-site fingerprint groups.• Fingerprints employees, volunteers, and contractors who wish to work in DCPS schools.• Take photos and distribute ID badges.• Serves as point of contact for restoration of annual leave project and clearance inquires.