HUMAN RESOURCES Human Resources Generalist

Transcription

1 HUMAN RESOURCES Human Resources Generalist DEFINITION Position is responsible for providing professional and administrative support to the Town of Canton s personnel systems, including the Canton Public Schools. Assists in the recruiting of employees; ensures compliance with State, Federal, and Local personnel laws and regulations; participates in collective bargaining negotiations; administers employee benefit programs; maintains personnel records; and counsels Town and School employees and Retirees on a variety of personnel matters. Coordinates Workers Compensation management and prevention for both Town and School. Performs all other related work as required. ESSENTIAL FUNCTIONS The essential functions or duties listed below are intended only as illustrations of the various type 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 the position. Implements the human resources requirements for the Town and Canton Public Schools (CPS); administers or provides for the administration of appropriate recruitment, training, and other human resource development programs and activities conforming to Federal, State, and local requirements such as ADA, EEO, HIPAA, FMLA and Workers Compensation, Town Personnel Policies and Regulations. Develops and maintains human resources programs for varied departments; oversees the maintenance, and communication of records required by law or other departments in the organization. Directs recruitments and hiring activities, including posting of vacancies, preparation of advertisements, screening of applications, assisting Human Resource Director in selecting and interviewing candidates, arranging for pre-employment physicals, and conducting new employee orientation sessions. Maintains integrity of employment process according to Town policy and Department of Labor Standards. Maintains and implements personnel policies and procedures, ensuring consistent interpretation and application. Recommends changes to the personnel policies to Human Resources Director. Provides personnel policy information to employees, department heads, retirees, the general public and advises on interpretation. Manages employee benefit programs, including health, life, dental, and employee assistance programs. Responsible for communication of benefit plan features to employees and retirees/spouses and for resolving the related problems. Coordinates all Workers Compensation Management and prevention for the Town and the School Department. Actively participates in collective bargaining negotiations when needed; attends grievance hearings as necessary. Maintains knowledge of all collective bargaining agreements. 1

2 Attends department head meetings in the absence of Human Resources Director; advises department heads on a variety of personnel matters including Benefits, FMLA, Sexual Harassment, Workplace Bullying, and Employee Education and Training. Assists departments in coordinating timely completion of annual performance evaluations. Administers the compensation and classification policies in accordance with Town policies, collective bargaining agreements, and Federal and State statutes. Evaluates and makes recommendations to Human Resources Director regarding compensation and classification actions. Monitors and reviews job descriptions and salary structures and recommends changes under the supervision of the Human Resources Director. Works with Human Resources Director to draft job descriptions; revises and maintains descriptions. Handles the maintenance of Personnel Systems (i.e. records, data and information). Maintains official personnel records, ensuring individual employee files are current and complete. Prepares periodic reports on personnel data. Oversees leaves of absences for municipal and school employees, consistent with municipal policies and union agreements. Attends training sessions and conferences related to Human Resources. Works with Human Resources Director to develop and implement training programs for employee development. Prepares and submits employment-related reports as required by State and Federal law. Plans and conducts new employee orientations. Ensures pre-employment and Criminal Background checks are performed on employees as required by law. Prepares exiting employee notices (COBRA, Separation forms) Conducts special projects and other assignments as needed. Performs similar or related work as required. SUPERVISION RECEIVED Under general supervision. The employee is familiar with the work routine and uses initiative in carrying out recurring assignments without specific instruction. The supervisor provides additional, specific instruction for new, difficult or unusual assignments, including suggested work methods. The employee refers unusual situations to the supervisor for advice and further instructions. SUPERVISION EXERCISED The employee, as a regular and continuing part of the job, advises and instructs employees, supervisors, department heads, elected officials on human resources and town policies. The incumbent provides training to employees; reports to the supervisor on disciplinary problems, performance and training needs of employees; resolves questions and complaints of employees and refers others to the supervisor. In the Director s absence may approve leave. 2

3 ACCOUNTABILITY The nature of the work means that errors in administrative work are not easily detected. Consequences of errors, including inaccurate information, could impact other departments and result in monetary loss, legal repercussions, interruption of service and poor internal or external customer service. JUDGMENT The work requires examining, analyzing and evaluating facts and circumstances surrounding individual problems, situations or transactions, and determining actions to be taken within the limits of standard or accepted practices. Guidelines include a large body of policies, practices and precedents which may be complex or conflicting, at times. Judgment is used in analyzing specific situations to determine appropriate actions. Employee is expected to weigh efficiency and relative priorities in conjunction with procedural concerns in decision making. Requires understanding, interpreting and applying federal, state and local regulations. COMPLEXITY The work consists of the practical application of a variety of concepts, practices and specialized techniques relating to a professional or technical field. Assignments typically involve evaluation and interpretation of factors, conditions or unusual circumstances evaluating compliance with established standards or criteria; gathering, analyzing and evaluating facts or data using specialized fact finding techniques; or determining the methods to accomplish the work. NATURE AND PURPOSE OF CONTACTS Relationships are constantly with co-workers, elected officials, the public, groups and/or individuals such as peers from other organizations, and representatives of professional organizations. The employee serves as a spokesperson or recognized authority of the organization in matters of substance or considerable importance, including departmental practices, procedures, regulations or guidelines. May be required to discuss controversial matters where tact is required to avoid friction and obtain cooperation. CONFIDENTIALITY The employee has access to confidential information, including official personnel files, law suits, criminal records/investigations and department records, as well as medical and psychological records. 3

4 EDUCATION AND EXPERIENCE Bachelor s degree in Human Resources Administration, Public Administration, Business Management or a related field required and from three up to five years of experience in human resources or any equivalent combination of education and experience. Certification as a Human Resources Professional preferred. KNOWLEDGE, ABILITY, AND SKILLS Knowledge: Knowledge of public sector personnel practices and applicable federal and state laws; knowledge of benefit administration, recruitment, training; knowledge of FMLA, ADA, FLSA, COBRA, EEO. Abilities: Ability to interact in a positive and effective manner with all levels of personnel; ability to communicate verbally and in writing in a clear and concise manner. Skills: Strong organizational skills. WORK ENVIRONMENT The work environment involves everyday discomforts typical office. Noise or physical surroundings may be distracting. Incumbent may be required to work beyond normal business hours in response to emergency situations or to attend evening meetings. PHYSICAL, MOTOR, AND VISUAL SKILLS Physical Skills Minimal physical demands are required to perform most of the work. The work principally involves sitting, with intermittent periods of stooping, walking, and standing. May be required to lift objects such as files, boxes of papers, office supplies, and office equipment weighing up to 30 pounds. Motor Skills Duties are largely mental rather than physical, but the job may occasionally require minimal motor skills for activities such as moving objects, using office equipment, including but not limited to telephones, personal computers, handheld technology, and other office equipment. Visual Skills Visual demands require routinely reading documents for general understanding and analytical purposes; ability to use computer and other office equipment. 4

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