HUMAN RESOURCES MANAGER Job Code: 32104

Size: px

Start display at page:

Download "HUMAN RESOURCES MANAGER Job Code: 32104"

Myron Campbell
6 years ago
Views:

Date Adopted: HUMAN RESOURCES MANAGER Job Code: 32104 FLSA Status: Exempt Bargaining Unit: Unrepresented EEOC Job Category: Officials and Administrators Salary Grade: M-7 CLASS CONCEPT Under general

1 Date Adopted: HUMAN RESOURCES MANAGER Job Code: FLSA Status: Exempt Bargaining Unit: Unrepresented EEOC Job Category: Officials and Administrators Salary Grade: M-7 CLASS CONCEPT Under general direction, plans, organizes and manages day-to-day operations of the Agency s human resources management program; provides professional advice to Agency managers and supervisors on complex human resource and employee relations policy and procedural issues; and performs related duties as assigned. DISTINGUISHING CHARACTERISTICS Human Resources Manager plans, organizes, manages and evaluates human resources programs and services and collaborates with others to ensure the effective integration and delivery of services on an Agency-wide basis. The incumbent is responsible for developing, implementing and managing programs, policies and procedures consistent with the Agency's and department s business goals and objectives. The incumbent is expected to provide sound professional advice and consultation to Agency managers and supervisors on organizational, human resource management and employee/labor relations matters, frequently entailing issues of potential litigation risk, cost and exposure to adverse public reaction. Assignments are broad in scope and allow for a high degree of administrative discretion in their execution. ESSENTIAL DUTIES AND RESPONSIBILITIES The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class. 1. Plans, organizes, controls, manages and evaluates the work of assigned Human Resources staff; with subordinate staff, participates in establishing operational plans and initiatives to meet department goals and objectives; implements departmental plans, work programs, processes, procedures and policies required to achieve overall department performance results; coordinates and integrates department functions and responsibilities to achieve optimal efficiency and effectiveness; participates in developing and monitoring performance against the annual departmental budget. 2. Plans and evaluates the performance of assigned staff; establishes performance requirements and personal development targets; monitors performance and provides coaching for performance improvement and development; provides or recommends compensation and other rewards to recognize performance; takes disciplinary action, up to and including termination, to address performance deficiencies, subject to management concurrence, in accordance with the Agency s human resources policies and procedures and labor contract provisions. 3. Provides leadership and works with staff to develop and maintain a high performance, customer service-oriented work environment that supports achieving the Agency s mission, strategic goals and core values. Human Resources Manager Page 1

2 4. Manages the day-to-day activities of human resources staff engaged in development and implementation of employee recruitment plans, including outreach recruitment to obtain qualified candidates, and selection strategies; ensures that all phases of recruitment and selection comply with applicable federal, state and local laws, regulations and guidelines; personally conducts recruitment and selection activities for executive and complex professional-level classes as required. 5. Manages administration of the Agency s benefits programs, including workers compensation; conducts research, evaluates plan and cost alternatives and recommends benefits program changes; participates in negotiating benefit plan provisions and rates; researches and ensures compliance with HIPPA and other federal and state benefits plan requirements; manages and oversees the annual open enrollment process and health fair; oversees maintenance of employee benefits records; ensures the timely and accurate reconciliation of benefit provider invoices and the resolution of discrepancies in employee records and with Payroll. 6. Administers the Agency position control system; reviews personnel requisitions to ensure accuracy and appropriate authorization; compiles vacancy reports for the General Manager and executive team and for the Agency budget process. 7. Manages development, implementation and evaluation of Agency training and development programs; oversees design and development of training and instructional materials; conducts training programs and oversees delivery of training by outside instructors and vendors; oversees administration of the Agency s performance evaluation programs. 8. Supervises and participates in development and implementation of human resources policies and procedures, employee handbooks and other materials; advises, coaches and trains managers and supervisors on legal requirements and sound professional practices affecting a broad range of human resources processes; administers Agency equal employment opportunity and Americans with Disabilities Act (ADA) policies and programs. 9. Oversees on-going maintenance of Agency classification and compensation programs; recommends classification and salary changes based on studies and analyses; reviews and approves or prepares new or modified class specifications; supervises the conduct of special surveys and studies regarding compensation and other human resource management issues; provides classification, compensation and benefits information to other organizations. 10. Participates in administering in the Agency s employee relations program and activities; monitors the employee relations environment, researches situations and initiates proactive resolution of developing issues; consults with and facilitates agreement on appropriate action by managers and supervisors on employee grievance and discipline issues; coaches managers and supervisors on effective supervisory and employee relations principles and practices; consults with employees and their representatives to identify and resolve employee/employer-related problems and issues; performs a variety of analyses in support of negotiations; administers the provisions of labor contracts; conducts investigations of disciplinary, grievance and EEO cases, prepares documentation and advises managers on appropriate action. 11. Confers with and interprets policies, procedures and regulations to Agency management, staff and the public. SUPERVISION RECEIVED/EXERCISED Human Resources Manager Page 2

3 OTHER DUTIES 1. Performs special research and conducts studies as assigned; drafts a variety of reports, memoranda and other materials. 2. Supervises maintenance of Agency employee personnel files and related position and employee information databases, ensuring conformance with all privacy requirements. 3. Reviews proposed legislation and regulations for impacts on the Agency's human resources programs and practices; represents the Agency with other governmental agencies and the community on human resources-related matters. 4. Supervises and coordinates planning for Agency and employee events and activities. 5. Acts for the Director, in that individual s absence, when assigned to do so. QUALIFICATIONS Knowledge of: 1. Theory, principles, practices and techniques of public human resource management, including recruitment, selection, equal employment opportunity, employee relations, classification and job analysis, compensation, benefits design and administration, training and development and performance planning and appraisal. 2. Basic principles and practices of labor management relations, including negotiation and contract administration techniques. 3. Federal, state and local laws, regulations and court decisions applicable to assigned areas of responsibility. 4. Principles and practices of public administration, including budgeting, purchasing and maintenance of public records. 5. Research methods and analysis techniques. 6. Agency functions and associated human resource management issues. 7. Basic principles and practices of internal consulting. 8. Trends and practices in public sector human resource management. 9. Principles and practices of sound business communication. 10. Principles and practices of effective management and supervision. 11. Agency human resources policies and procedures and labor contract provisions. Human Resources Manager Page 3

4 Ability to: 1. Design, plan and implement effective human resources programs in assigned areas of responsibility. 2. Analyze and make sound recommendations on complex human resources management issues. 3. Understand, interpret, explain and apply state and federal policy, law, regulation and court decisions governing the Agency s human resource management program. 4. Present proposals and recommendations clearly, logically and persuasively. 5. Consult effectively with executives, managers and supervisors to develop solutions to organizational and people management issues. 6. Represent the Agency effectively in dealings with labor organizations on a variety of issues. 7. Develop and implement appropriate procedures and controls. 8. Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials. 9. Exercise sound independent judgment within general policy guidelines. 10. Exercise tact and diplomacy in dealing with sensitive, complex and confidential personnel issues and employee situations. 11. Establish and maintain effective working relationships with Agency managers, representatives of other public agencies, bargaining units and their representatives, employees, applicants, the public and others encountered in the course of work. Education, Training and Experience: A typical way of obtaining the knowledge, skills, and abilities outlined above is graduation from a fouryear college or university with major coursework in public or business administration, human resources, psychology or a related field; and at least five years of progressively responsible human resource management experience, including labor management relations, at least two of which were in a lead or program management capacity; or an equivalent combination of training and experience. Experience in a public agency is highly desirable. Licenses; Certificates; Special Requirements: A valid California driver's license and the ability to maintain insurability under the Agency's vehicle insurance program may be required for certain assignments. PHYSICAL AND MENTAL DEMANDS The physical and mental demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Physical Demands While performing the duties of this class, employees are regularly required to sit; talk or hear, both in person and by telephone; and use hands to repetitively operate, finger, handle or feel Human Resources Manager Page 4

5 computers and office equipment; and reach with hands and arms. Employees are frequently required to stand and walk; and lift up to 10pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. Mental Demands While performing the duties of this class, employees are regularly required to use written and oral communication skills; read and interpret complex data, information and documents; use math and mathematical reasoning; analyze and solve problems; observe and interpret people and situations; learn and apply new information; perform highly detailed work on multiple, concurrent tasks with constant interruptions and intensive, changing deadlines; and interact with Agency managers, employees, union representatives, vendors, applicants and the public, some of whom may be upset or dissatisfied. Certain assignments require meeting intensive deadlines. WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Employees work under typical office conditions, and the noise level is usually quiet. Human Resources Manager Page 5

City of Moreno Valley Date Council Approved: March 13, 2007 Date Effective: March 1, 2017

City of Moreno Valley Date Council Approved: March 13, 2007 Date Effective: March 1, 2017 CLASS SPECIFICATION Financial Operations Division Manager (At-Will Employment) GENERAL PURPOSE Under general direction,