Salary Range: $73,608 - $118,509 Grade: 24 FLSA: Exempt

Purpose of Classification:

The purpose of this classification is to manage staff and operations of an assigned division of the department, such as Employee Relations, Human Resource Information Systems, Organization and Employee Development, and Policy and Strategic Planning.

Essential Functions: 

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

Manages, directs, and evaluates assigned staff: develops and oversees employee work schedules to ensure adequate coverage and control; approves employee work schedules and leave requests; addresses employee concerns and problems, and counsels or disciplines as appropriate; assists with or completes employee performance appraisals; directs work; acts as liaison between employees and management; and trains staff in operations, policies, and procedures.

Organizes, prioritizes, and assigns work: prioritizes and schedules work activities to meet objectives in a fast-paced environment; ensures subordinates have proper resources needed to complete assigned work; monitors status of work in progress and inspects completed work; confers with assigned staff to assist with complex situations and provide technical expertise; provides progress and activity reports to management; assists with the revision of procedure manuals as appropriate; and provides oversight to contractors providing services under assigned area of responsibility.

Supports department and County’s strategic objectives; plans and manages operational activities and resources for assigned division that help drive positive outcomes, which align with County objectives: determines division priorities, goals and objectives; assists in strategic planning; designs division programs and processes, and evaluates their effectiveness; and provides program updates to director.

Assists in preparing annual budget for area of assignment; monitors expenditures to ensure compliance with approved budget; prepares bid requests, purchase orders, and other financial documentation.

Assists in developing short- and long-term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department’s strategic plan as assigned; and makes appropriate recommendations.

Manages administration of countywide human resources; revises and updates personnel policies, and procedures; advises departmental managers/supervisors and County administrators regarding human resource practices and issues; recommends and enforces personnel policies; drafts and/or revises personnel policies and procedures as needed or requested; resolves and recommends solutions to sensitive human resource issues; and serves as advisor to all parties involved in employee grievances or appeals.

Ensures compliance with all applicable laws and ordinances; reads, assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; recommends compliance processes or procedures; responds to internal and external requests for information regarding local, state, and federal personnel laws and ordinances; maintains HRIS and other employee record systems to meet operating, legal and compliance standards.

Implements process improvements and leverage cutting-edge technology to assist HR in becoming less transactional, and more efficient in delivering information to internal and external customers; manages the maintenance and implementation of guidelines for employee transactions, such as hires, promotions, transfers, performance reviews and terminations; maintains related documentation; and ensures accurate salary changes in department systems and databases.

Manages and implements performance evaluation and training/development programs; develops and implements training standards, expectations and measurements; develops and implements new training curricula and employee leadership and development programs; advises employees, department managers/supervisors and County administrators regarding training, employee development, performance management and related issues; ensures training activities comply with local, state, and federal rules and regulations when applicable; coordinates employee recognition events and oversees employee rewards and tuition reimbursement programs; and recommends methods and programs to improve overall employee satisfaction.

Receives or prepares various forms, reports, correspondence, policies, procedures, manuals, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate.

Communicates with director, other County departments and employees, the public, outside agencies, and other individuals as needed to coordinate work activities, reviews status work of assigned staff, exchange information, or resolves problems.

Assists in developing and evaluating performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance.

Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops.

Maintains confidentiality in performing job responsibilities.

Minimum Qualifications:

Bachelor’s degree in Human Resources or a related field required; Master’s degree preferred; six years of progressively responsible experience in human resources in one or more of the following disciplines: employee relations, classification and compensation, employee development, strategic planning/policy, and HRIS; lead or supervisory experience preferred; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.

Specific License or Certification Required: CPTD, PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, IPMA-SCP or CCP (Certified Compensation Professional) required, or obtain one of these certifications within one year of employment in this classification.

SUPPLEMENTAL INFORMATION

Short-term assignment up to six months with the possibility of regular status (long-term) employment.

This position oversees the Department of Human Resources’ Organization & Employee Development Division (Training) and requires a bachelor’s degree in human resources or a closely related field & six years of experience in employee development; key responsibilities include countywide leadership for the following areas:

• Professional & Personal Development/Training 
• Performance Management
• New Employee Orientation
• Customer Service Initiatives
• Specialized Training
• Employee Recognition Programs
• Leadership and Management Programs
• Tuition Reimbursement Program