Located on the beautiful northern Oregon coast, Tillamook People s Utility District (PUD) serves approximately 21,000 accounts located for the most part in Tillamook County. Our office is located in the city of Tillamook, with a population of just under 5,000. Tillamook County is a vacation destination, with over one-third of our customer base being vacation homes. This rural area is home to dairy farms and a multitude of wildlife. Tillamook County is an outdoor enthusiasts dream. In addition to hunting and fishing (both ocean and fresh water), there are abundant recreation areas for kayaking, beachcombing, clam digging, crabbing, hiking, camping, and off-road vehicle use. This small, welcoming community sports brewpubs, cheese factories, golf courses, and other tourist activities. Although many county residents have grown up here, many others have immigrated from a variety of areas, and others have chosen to retire here. Our District strives to be forward thinking and implements a progressive approach. We have a robust metering system with one of the nation s foremost experts on staff. We pride ourselves on the efficiency of our work force, but never sacrifice quality for the sake of efficiency. Moreover, although quality is highly valued, we never sacrifice safety for quality or efficiency. The safety of our employees is of paramount importance. We always want to be certain that our employees work safely so that they can go home to their families at the end of the day. Human Resources Manager Position Summary: Reporting directly to the General Manager, the Human Resources Manager provides leadership and oversight to the District s Human Resources functions, including policies and procedures, management of personnel, human resources, strategic planning, and administrative management. The Human Resources Manager is responsible for the creation, direction, implementation, and execution of all personnel policies for the District. This position has a wide latitude of authority to accomplish broad goals and objectives set by the General Manager and policies established by the Board of Directors. The Human Resources Manager is responsible for the development of processes that support the department and District goals. This position serves as a resource to departmental managers, supervisors, and District colleagues. The Human Resources Manager makes day-to-day and long-term decisions affecting levels of staffing, service, training, and expenditures; manages all aspects of the human resource functions including employee labor relations, performance management, talent acquisition, training and development, safety and wellness, employee engagement, classification and compensation, and benefit management. This position has the scope Page 1 of 6
and ability to approve high-level actions such as approval to hire, discipline, impose administrative leave, and terminations. As a business professional this position will provide training, coaching, and guidance to supervisors and employees in regards to employee relations, employment processes, position descriptions, performance reviews, progressive discipline, grievances, investigations, process improvements, and salary analysis. This position will lead the strategic planning of human resources for the District, creating both long and short-term goals as well as creating and submitting for approval policies that help provide clarity and consistency throughout the District. The Human Resources Manager serves as a member of the Management Team and provides consultation and guidance to the other department Managers and the General Manager on strategic and confidential matters. This position provides recommendations and support for supervisors of employees who are governed by a collective bargaining agreement as well as non-represented employees. This position frequently makes highlevel independent decisions within the parameters of District policies, Human Resources guidelines, and state and federal laws and regulations. Work is reviewed periodically to ensure soundness of decisions and actions, and achievement of organizational goals. Major Duties and Responsibilities: Management and Strategic Planning (20%): Integrate human resource management strategies and systems to achieve the overall mission, strategies, and success of the District while meeting the needs of employees and other stakeholders. Asses internal organizational needs and develop solutions, plans, and goals to meet such needs. Provide strategic leadership in all areas of human resources including but not limited to performance management, recruitment, hiring, employee development, employee relations, classification and compensation, and policy and procedure development. Create short and long-term goals for the District in regards to human resources. Serve as a resource for all employees and retirees, providing guidance and counsel inclusive of represented and non-represented staff. Serve on the Management team providing consultation, input, and decision making regarding human resources and administrative operations. Collaborate with members of management to create and implement policies, procedures and standards specific to our industry and utility. Manage and set priorities for functions within Human Resources to ensure that deadlines are met and action items are completed. Ensure compliance with employment and risk management related laws. Conduct internal investigations to substantiate or refute allegations of misconduct. Page 2 of 6
Recommend and facilitate appropriate level of discipline. Manage employment related claims. Provide analysis and recommendations. Develop and maintain a system for timely and accurate recording and reporting of losses, claims, insurance premiums, and other information for workers compensation. Prepare the human resources budget. Monitor and analyze expenditures and forecast additional funding needs. Prepare reports and generate data necessary to support budget activity. Prepare and monitor human resources contracts to ensure contracts are consistently administered and managed. Act in the capacity of the General Manager in their absence, as assigned. Union Negotiations and Contract Compliance (20%): Manage labor contract negotiations and other labor relations activities. Identify and research significant or controversial issues. Prepare exhibits for fact-finding and arbitration hearings. Research and resolve grievances. Draft and recommend contract language. Research, analyze, and report on costs of contract proposals. Interpret collective bargaining agreements to provide guidance, consultation, and assistance to both management and support staff on various issues such as safety, employment laws, civil rights, leaves, grievances, discipline and discharge, workers compensation, and employee morale. Human Resources and Personnel (25%): Employee Relations Advise, consult, and problem-solve with managers and employees on topics related to employee and labor relations. Manage all personnel functions. Research, analyze, and recommend changes to policies and procedures to ensure consistency in application and adherence to statutory requirements. Interpret policies, procedures, and regulations to provide guidance, consultation, and assistance to both management and support staff on various issues such as: employee relations, safety, employment laws, civil rights, leave, discipline and discharge, workers compensation, and employee morale. Advise supervisors about developing/communicating performance expectations and recommend action if employees fail to meet performance expectations (including appropriate disciplinary measures). Review and analyze new and proposed federal, state, and local legislation applicable to labor and employee relations. Investigate employee performance or behavior issues, and complaints; integrate information and write findings; and effectively recommend personnel actions. Page 3 of 6
Advise supervisors and Management Team on matters related to the collective bargaining agreement, employee relations, conflict management, and disciplinary matters. Recruitment Assist and guide all supervisors and Department Managers on the District s recruitment process. Create, develop, review, update and revise position descriptions in collaboration with supervisors and Department Managers. Oversee the management of the recruitment and hiring process for all employees in accordance with District policies and procedures. Create a recruitment plan for each search, ensuring that recruitments are conducted within EEOC guidelines and best practices. Benefits and Compensation (15%): In collaboration with the General Manager and the management team, manage all reclassification requests. Manage employee benefits, including group health insurance (medical, dental, and vision), life and long-term disability insurance, 457 deferred compensation, 401(k), PERS retirement, and VEBA plans. Ensure COBRA processes are managed appropriately. Enroll and orient new employees to the benefit plans. Manage yearly open enrollment processes. Evaluate benefit programs for cost effectiveness. Recommend benefit plan changes to the General Manager and the Board of Directors. Manage classification and compensation for all District positions, including performing salary assessments, reviewing and assisting in creation of new position descriptions, and conducting surveys. Notify supervisors and Department Managers of performance evaluation due dates. Review performance evaluations for appropriate wording, presentation and ensuring proposed merit falls within the policy parameters. Create personnel action forms to reflect pay and position changes. Develop, conduct, maintain and oversee in-house employee-training programs that address training needs including new employee orientation or onboarding, and management development. Perform supervisory duties including hiring, firing, establishing work schedules, developing and retaining highly qualified, motived and diverse staff; assign work, set priorities, evaluate staff performance, monitor work processes and procedures for consistency with District standards and policies. Remain current with social, economic, legislative and technological trends that impact human resources. Page 4 of 6
Other duties as assigned Miscellaneous (20%): Safety (5%) Attend and report at Safety Meetings. Direct, oversee, and participate in the Safety Committee. Investigate accidents. Ensure Safety Manual is current and in compliance. Wellness (2%) Direct, oversee, and participate in the Wellness Committee. Apprenticeship (3%) Oversee and participate in the Apprenticeship Committee. Worker s Compensation (5%) Direct, oversee, and participate in the day-today operation of the District s workers compensation program including set-up and implementation of programs relating to reduction of workers compensation claims costs. Coordinate with legal counsel and other advisors for risk assessment and loss control activities. Protected Leaves (5%) Direct, oversee, and monitor protected leaves to ensure compliance with Federal and State of Oregon laws. Remain current with both Federal and State of Oregon law changes. Minimum Qualifications: Bachelor s degree in a related field from an accredited institution AND five (5) or more years of responsible professional generalist experience in human resources, including Two (2) years of experience supervising, coaching and directing employees AND demonstrated experience and understanding of human resource issues and personnel law. -OR- Any combination of education and experience that provides the applicant with the skills, knowledge, and ability required to perform the job. Professional Competencies: Excellent oral, written, and interpersonal communication skills Demonstrated understanding of employment and labor laws Page 5 of 6
Proficiency with standard operating systems and office applications, including Word, Excel, and Outlook Demonstrated organizational skills with proven ability to be detail oriented, prioritize workloads, multi-task, and maintain a professional demeanor Demonstrated strategic thinking and analytical skills Demonstrated ability to effectively communicate and establish and maintain effective working relationships and good public relations with other employees, agencies, and the general public, including individuals from diverse backgrounds or cultures Principles and practices of human resources and personnel administration including recruitment, selection, classification, compensation, training, labor relations, and benefit administration Ability to direct, guide, motivate, and evaluate the work of assigned subordinates Ability to research, collect, and analyze data related to the areas of accountability Effectively interpret and explain personnel and related laws, policies and programs to employees, agencies and the general public Preferred Qualifications: Experience working in the electric utility industry PHR or SHRM-CP certification Experience working with human resources in a unionized environment Experience working for a public employer Supervisory Responsibilities: This position directly supervises the Human Resources Administrative Assistant. Guidelines: Guidelines are numerous and can require considerable interpretation and discretion in their application. The employee must make interpretations based on the particular circumstances at hand, with the potential for significant public reaction and liability to the District. FLSA Status: Exempt Position subject to criminal background and driving record checks. Page 6 of 6