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Redmond HR director previews 2025 collective bargaining, compensation study and switch to UKG Pro payroll
Summary
Director Laird gave an informational presentation March 11 outlining six planned collective bargaining negotiations in 2025, an executive pay plan compensation study, a personnel manual update and an HR payroll move to UKG Pro with a shift to biweekly pay.
Redmond’s human resources director presented an informational overview March 11 of the city’s 2025 labor and pay initiatives, telling the committee the items are for council review or future approval and that no immediate action was requested.
Director Laird said the city has eight collective bargaining agreements (CBAs) and will negotiate six of them in 2025. Five agreements were described as expiring Dec. 31, 2025; the fire uniformed bargaining group had an agreement that expired Dec. 31, 2024 and was in mediation. If a tentative agreement is reached with the fire bargaining unit, staff said it would target council approval in May 2025; if not, negotiations would continue into 2026.
Laird said the city is contracting a compensation consultant to review the executive pay plan (chief operating officer, directors and deputy directors) to assess external market alignment and internal equity. Depending on the consultant’s recommendations, staff anticipate bringing any pay‑plan changes to council for review in June 2025.
On personnel rules, Laird said the personnel manual — last comprehensively updated in 2018 — will be revised to reflect new federal and state laws, equity policy language and best practices; staff expect to bring proposed personnel manual changes to council by December 2025 or sooner. Laird said changes affecting union employees will be negotiated with unions where required.
On payroll technology, Laird outlined the city’s human capital management project to implement UKG Pro. The city expects a go‑live window “between October 2025 and Jan. 1, 2026,” and said the transition will move pay from semi‑monthly to biweekly, which will also change council pay to a biweekly schedule. Laird said staff will provide quarterly status updates and that no council action is expected for the vendor contract.
Laird closed by listing the routine calendar items council can expect: benefits changes in September and COLA, pay‑plan and classification items in December. The presentation was informational only; council members thanked staff and had no requested actions at the meeting.
