What are the responsibilities and job description for the DIVISION MANAGER (HR-EMPLOYEE SERVICES) position at City of Cincinnati?
ESSENTIAL JOB RESPONSIBILITES
Develops, implements, and evaluates the Divisions 'strategic plan.
Plans, prioritize, assigns, supervises, and evaluates the work of staff within the Employee Services Division.
In collaboration Employee Services program utilizing best practice models to ensure employees are engaged, developed, and empowered.
Develops, implements, and oversees the workforce development program to include policies and procedures; long range planning; gap analysis; developmental calendars; pre and post assessments; curriculum framework design; analysis and reports; partnerships with external agencies; on-line learning management.
Develops, implements, and oversees the EEOC program to include both formal and informal complaints; monitor the City's compliance with the requirements; provides assistance, consultation and training to staff; develops and implements frameworks for investigation and corrective actions; complete required documentation and reports as required by Federal, State, and Local Laws.
Develops, implements, and oversees the City's FMLA, Leave, and ADA Programs to include development and implementation of policy changes; operational frameworks; training to staff; assistance, consultation to employees, managers, directors, HR departmental with staff, develops and implements organizational frameworks for the City's
Units; performs data analysis and reports.
Assist in setting the strategic direction based upon the City Managers' vision for the negotiation process that includes both short-and-long range objectives.
Administers the labor relations functions. Areas include contract interpretation, work with leaders and employees to resolve issues and concerns, manages and ensures timely processing of grievances, serves as grievance/disciplinary hearing officer when necessary, tracks and analyzes data to set annual goals to minimize the level of employee complaints/issues/grievances; attends arbitration hearings and prepares related documents.
Participates in the selection of staff; provides and coordinates professional development for the division, department, and organization.
Prepares and evaluates analytical and statistical reports on operational activities to ensure continuous improvement of HR programs.
Oversees and manages the maintenance of records for the division in accordance with Federal, State, and Local laws.
Oversees the tuition reimbursement program for the City as outlined in policy and collective bargaining agreements.
Develops implements and evaluates division goals, operational standards, policies, and procedures; approves revisions to departmental work systems and procedures as necessary to improve the efficiency and productivity of the division.
Sets standards of operation for the Division that are aligned with the vision of the City an department.
Develops, implements, administer, tracks, and analyzes and evaluates the talent assessment framework for the organization to align with industry best practice models.
Develops and presents information to City Manger, Council, Commissioners, and other key stakeholders/groups in the performance duties.
Participates in the development of policies and procedures for the organization; monitors work activities to ensure compliance with established polices and procedures.
Attends various internal and external meetings relating to the Employee Services function; performs related tasks overseeing completion of required documentation and reports.
Provide assistance and consultation to department directors/managers/employees in interpreting policies, union contracts, civil service rules and regulations, and any other legislation/regulation related to Human Resources.
Prepare along with the Director the departments' annual budget.
Monitor adherence to approved budgets and third party contracts and initiate appropriate action to correct variances as necessary.
May serve as Interim Director periodically.
Maintains familiarity with all laws and regulations related to Human Resources.
(Illustrative only. Any one position may not require all of the listed KSAs nor do the listed examples include all the KSAs which may be required.)
Knowledge of:
Regulatory standards and policies related to the Human Resources function
Methods and techniques for employee/labor relation management; union negotiations; teambuilding frameworks; organizational development models.
Business and management principles involved in strategic planning, resources allocation, Human Resource modeling, leadership and coordination of people.
Principles and processes for providing customer and Human resource services to include a customer needs assessment, meeting quality standards for services, and evaluation customer satisfaction.
Administrative procedures and systems for management of files and records and office general operating procedures.
Skill to:
Evaluate technology needs for operational efficiency and enhancement.
Computer skills necessary to maintain various records, documents, reports, and statistics.
Motivate, develop, engage, influence, and direct people as they work, identifying the best talent for the job.
Consider the relative costs and benefits of potential actions to choose the most appropriate one.
Give full attention to what other people are saying, taking time to understand the points being made and ask questions as appropriate.
bring others together and try to reconcile differences.
Persuade others to change their minds or behaviors.
Use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
Identify complex problems and review related information to develop and evaluate options and implement solutions.
Manage one's own time and the time of others.
Determine how money will be spent to get the work done and accounting for those expenditures.
Effectively mange the daily operations and administration of assigned functions.
Effectively communicate, orally and in written form with staff, union representatives, City Manger, Council, Civil Service Commissioners, vendors, and others.
Ability to:
Implement and maintain positive employee relations.
Promote and maintain highest integrity throughout all personnel.
Develop and build teams.
Interact with computers.
Coach and develop others.
Listen to and understand information and ideas presented.
Organize, analyze, interpret, and evaluate laws and policies and procedures.
Prepare meaningful , concise, and accurate reports.
Plan, organize, and develop studies and analyses of methods and procedures.
Influence others
Interact with outside organizations.
Evaluate information to determine compliance with standards.
Organize and present data.
Adapt and respond to multiple priorities and demands, deal with the concerns of staff, resolve problem situations in a positive manner, and handle a variety of issues of a confidential/ sensitive nature.
Evaluate program areas and employee issues and develop effective solutions.
Tell when something is wrong or is likely to go wrong.
Develop unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
Five to seven years of experience in human resource management at the supervisory level with a primary focus in labor negotiations, contract administration and management, cost analysis, employee investigations, staff development models and frameworks, organizational effectiveness strategies and enhancements, employment laws, and budget preparation is required.
Must have the ability to utilize a human resources information system along with other software packages to conduct analysis and prepare reports.
PHR or SPHR preferred.
OTHER REQUIREMENTS
Must have a valid State of Ohio Driver's License.
Must be able to work irregular hours.
PHYSICAL DEMANDS
These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job.
While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally requires to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities requires by this job include close vision.
WORK ENVRIONMENT
While performing the responsibilities of the job, these work environment characteristics are representative of the environment the job holder will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job.
Performing the duties of this job is in an office setting, the employee is occasionally exposed to moving mechanical parts and vehicle use. The noise level in the work environment is usually quiet to moderate.
(Illustrative only. Any one position within this classification may not include all of the duties listed nor do the listed examples include all of the tasks which may be performed.)
Plans, prioritizes, assigns, supervises, reviews, and participates in the work of staff responsible for assigned human resources activities.
Establishes schedules and methods for providing assigned human resource services; identifies resource needs; reviews needs with appropriate management staff; allocates resources accordingly.
Participates in the development of policies and procedures; monitors work activities to ensure compliance with established policies and procedures; makes recommendations for changes and improvements to existing standards and procedures.
Recommends and assists in the implementation of goals and objectives; implements approved policies and procedures.
Performs the more technical and complex tasks of the work unit including negotiation with unions, direction of training programs, direction of testing, and participation in required hearings and civil service meetings.
Participates in the selection of staff; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline procedures; implements City human resources policies.
Prepares analytical and statistical reports on operations and activities; gives presentations as assigned.
Interprets union contracts, Civil Service rules, and City human resources policies and procedures to employees and agencies; provides advice and facilitate solutions for human resource problems and issues.
Responds to challenges, questions, and concerns related to City human resource activities.
Maintains familiarity with all laws and guidelines related to human resources, including EEO, ADA, Affirmative Action, etc.; maintains familiarity with related court decisions and legal opinions.
Assists those contacted in the course of duty in an effective, efficient, and professional manner.
Salary : $102,025 - $141,589