JOB SUMMARY

Provides the strategic leadership, management and direction of the human resources functions, including but not limited to talent acquisition and selection, classification and compensation, employee training, employee benefits, wellness programs, HRIS administration, employee records, and employee and labor relations. Serves as the organization’s Compliance Officer, thus ensuring conformity with all personnel laws, rules and regulations at the federal, state and local levels. Coordinates implementation of services, policies and programs, and serves on the senior leadership teams. Provides management support and serves as liaison to recognized unions at the District. Directs supervision and oversight of Human Resources staff. Performs duties of a similar nature as may be required.

ESSENTIAL FUNCTIONS

- Directs, oversees and is overall responsible and accountable for the analysis, communication, and implementation of organization’s benefits and compensation programs. Establishes salary structure, pay policies, designs annual and long-term incentive plans, performance appraisal programs, employee benefits programs and services, and organization’s health programs. Monitors for effectiveness and cost containments, including base, incentive, and compensation programs as well as a leading edge medical plan program including a consumer-directed, value-based health plan. Oversees the implementation of the organization’s performance management initiative.

- Directs and oversees the effective delivery of timely deployment and acquisition of talent for all facets of the District. Develops and ensures implementation of local and nationwide recruiting plans, using traditional recruiting strategies and innovative new approaches. Facilitates the development of managerial capacity across the organization. Builds the capacity of staff to identify and successfully screen talent to meet evolving organizational requirements and develops a strong talent pipeline. Oversees the development and maintenance of strong partnerships within the District. Ensures staff leverages internal and external recruiting resources to attract and identify talent and create awareness of the District. Oversees and ensures talent acquisition staff maintains strong knowledge of best practices. Ensures talent acquisition staff effectively works with HR Partners and managers to develop staffing plans, hiring forecasts and strategies. Ensures the talent acquisition and selection processes are up-to-date and effective.

- Directs and oversees the effective execution of the District’s Human Resources Information Services, Information Management, and HR processes related to HR administration. Oversees the HRIS Administrator in the development and execution of long-term strategy (hardware and software) which ensures that the operation and HR management have the critical HR information to manage effectively, to drive down transaction costs, and to ensure quality of work and administration of data processing. Ensures the HRIS Administrator effectively manages data integrity and the administration of data processes. May operate as a spokesperson for HR while interacting with the information technology group to determine appropriate system-related solutions (analysis, reports, modeling, predictive study, historical, forecasting, etc.) to provide cost effective solutions to organizational problems and organizational process engineering. Ensures the effective management of aspects of the District’s HRIS.

- Directs and oversees the application of strategic employee and labor relations policies and practices and serves as overseer for interpretation of all District collective bargaining agreements. Establishes policies and procedures to ensure resolution of issues and disputes. Partners with senior leaders and others to effectively strategize organizational position. Serves as lead negotiator for all union contracts. Oversee Employee and Labor Relations Administrator to ensure effective strategies for resolving grievances and employee disputes. Acts as organization’s labor spokesperson at various meetings with union and management. Works with Finance and Senior Leaders to ensure organizational philosophy and organizational finances are considered when initiating change. Serves as Grievance Officer, for all applicable grievances including policy grievances. Works directly with the organization’s Law department.

- Directs all other areas of Human Resources including the Occupational/Workers’ Compensation and Employee Services functions. Serves as lead in solidifying HR services to ensure appropriate delivery. Advises Senior Leaders in regards to effective HR approaches and realistic outcomes. Establishes and ensures the accomplishment of HR metrics and outcomes.

- Supervises staff. Develops staff initiatives. Develops and implements plans for staff’s development and establishes department objectives. Directs the department’s budget and budgeting process. Ensures that all personnel practices are in compliance with state and federal laws and regulations and Board policy. Ensures compliance with all existing reporting requirements, including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), and the Family and Medical Leave Act (FMLA). Develops, recommends, administers and communicates policies and procedures to guide all phases of human resource administration. Directs a process of organizational planning that evaluates structure, job design, and manpower forecasting throughout the company.

- Performs other duties of a similar nature as may be required.

MINIMUM JOB REQUIREMENTS

EDUCATION

- Candidate must possess a bachelor's degree, preferably in Human Resources, Business, Labor Relations, Organizational Effectiveness or a closely related field.

EXPERIENCE

- Candidate must possess ten (10) years of experience experience in progressively responsible HR roles. Experience should include talent acquisition, employee and labor relations, compensation, benefits and/or HRIS

- Experience must include five (5) years of in supervising, managing, and/or leading people, projects, and/or processes.

OTHER REQUIREMENTS

LICENSURE AND CERTIFICATIONS

- Candidate must possess a valid driver’s license with a driving record in accordance with the District’s acceptable guidelines.

- Certification in Human Resources including but not limited to, SHRM-CP, SHRM-SCP, PHR, CCP or CBP is preferred.

KNOWLEDGE, SKILLS, AND ABILITIES

- Candidate must possess the ability to be reliable and punctual in reporting to work as scheduled.

Pay Range: USD, Commensurate with Experience

$140,496 - $182,645

Our Equal Employment Opportunity Statement

Our Accessibility Statement

Our Employee Benefits & Wellness Programs
We offer a comprehensive employee benefits package including Health Insurance Coverage, Various Retirement Planning Options (Ohio Public Employee Retirement System and Deferred Compensation Plans), Flexible Spending Accounts, Employee Assistance Program, Free Parking at our facilities, Corporate Discounts, and more! We also have an active Health & Wellness Program that promotes a life/work balance.

NEORSD supports the use of hybrid work as a way to help attract and retain talented individuals in public service, increase worker productivity and better prepares the agency to operate during emergencies. This position may be authorized for hybrid work. hybrid eligibility will be discussed during the interview process.

DISCLAIMER: The information outlined in this job description indicates the general nature and type of work performed by employees within this classification. It is not intended to provide a comprehensive inventory of all duties, responsibilities or competencies required of employees within this classification.