Human Resources Director

• Plans, organizes, directs, supervises and coordinates the operations and activities of the City's Human Resources Department; 
• Prepares annual budgets for HR Department;
• Prepares meeting agendas and minutes and various reports for the Civil Service Commission and maintains related records; 
• Develops goals, plans and measurements for the identification and evaluation of the City's Human Resources Department needs; 
• Confers with City department and division heads and other supervisory personnel to discuss, identify and assess their departmental Civil Service and personnel Human Resource needs; 
• Identifies the costs, timing and other key issues involved in meeting the City's Human Resources needs; 
• Develops recommendations for enhancing the City's operations and services in collaboration with top management; 
• Recommends and oversees implementation of Civil Service rules and regulations; 
• Administers the Civil Service examination program consistent with applicable laws, rules and regulations; 
• Administers recruitment and selection activities for the City including the development of recommended employment standards and selection measures; 
• Administers the City's employee benefits programs; 
• Oversees the preparation and maintenance of the City's position classifications and pay plans; 
• Administers and provides guidance for the implementation of the City's employee performance evaluation and appraisal program; 
• Reviews and recommends actions relating to requests for reclassifications and revisions in the City's position classification and pay plans; 
• Prepares reports, memoranda, media releases and other communications regarding activities of the Human Resources   Department; 
• Directs, supervises, advises, motivates, counsels, trains and prioritizes and evaluates the work and performance of Human Resources Department employees; Resolves complex policy interpretation and employee relations issues; analyses policy terms and conditions and facts and circumstances; engages parties and mediates disputes; makes decisions regarding interpretation of policies, rules, and regulations. Maintain up-to-date knowledge of labor laws and regulations, as well as HR industry best practices, methodologies, and technologies, Administers and provides guidance for the implementation of the City's employee performance evaluation and appraisal program; 
• Negotiates formal collective bargaining agreements with labor organizations; serves as a principal member of the City bargaining team representing the City in mediation, fact finding, and arbitration proceedings should impasse occur; provides leadership and direction to managers in the organization in the administration and interpretation of the terms and conditions of existing collective bargaining agreements, making decisions regarding interpretation and application of contract provisions; serves as a principal member of the team representing the City at grievance and interest arbitration hearings. Develop programs and policies to effectively administer the City's employment and training programs;
• Conducts formal internal investigations on complex employee misconduct issues; consults with respective department/division directors; interviews employees, witnesses, and other relevant parties; gathers and analyzes evidence, facts and circumstances; establishes findings and makes decisions regarding appropriate remedy or course of action to resolve issues;
• Develop and maintain the City's compensation plan and recommend changes when necessary, requested, and/or deemed appropriate;
• Hears disciplinary appeals from non-union classified City employees as part of the formal disciplinary appeals process; conducts disciplinary appeal hearings regarding disciplinary actions imposed or recommended at the department/division director level, serving as the City's hearing officer; examines evidence, applies applicable policies, rules, and regulations and rules on validity of the disciplinary action; issues decisions to affirm, disaffirm, or modify disciplinary actions imposed by department; division directors; advises and counsels department/division directors on disciplinary procedures prior to the administration of disciplinary action;
• Assists the City Manager in analyzing the potential realignment of the City's organizational structure, as well as the potential reorganization of departments/divisions or the reassignment; reallocation of functions within departments/ divisions; makes recommendations to the City Manager regarding the feasibility and impact of such organizational changes;
• Designs, develops, writes, evaluates, analyzes, and revises City policies, rules, regulations, codes, and ordinances to comply with existing or new local, state and federal mandates; researches, writes, develops, and revises Administrative Orders of the City;
• Monitors City activities for compliance with EEO, ADA, FLSA, and FMLA regulations and coordinates the City's response to all charges of discrimination in collaboration with the City's labor and employee legal counsel; researches all complaints and/or charge statements received from EEOC or OCRC and works with legal staff to assemble and compile all necessary documentation and formulate a strategy for defending the City;
• Oversees and directs the design and implementation of employee training and staff development programs; oversees the planning of specialized and general supervisory and non-supervisory training programs and evaluates the effectiveness of such programs;negotiates with consultants regarding the procurement of specific training programs as required. Direct and continually refine the City's leadership and employee development programs. Develop and implement cost effective programs to enhance employee engagement and mitigate employee turnover. Embody and foster positive employee relations and employee morale on a City-wide basis;
• Oversees the selection of Third Party Administration firms for self-insured medical, dental, vision, worker's compensation benefits programs and the negotiation of rates, terms, and conditions of agreements with selected TPAs. Serves as management representative to the Health Benefits Committee;
• Oversees and directs the City's worker's compensation function;
• Provides periodic review and auditing of municipal drug testing programs, Department of Transportation (DOT) Random Drug and Alcohol Testing for Commercial Driver's License (CDL) holders, and employee non-DOT reasonable suspicion and post-accident drug and alcohol testing programs;
• Oversees and directs staff in the preparation of the annual operating budget for the Human Resources Department. Counsels employees, department heads and represents the department to the City Manager, City Council and to the public. Establishes and refine long term and short term department goals, objectives, schedules and accomplishments on an on-going basis. Evaluate the performance of subordinates. Establishing and maintaining effective working relationships with departmental officials, employees and the public. Develop metrics to assess the degree of impact as well as the level of effectiveness of HR programs, services, and initiatives;
• Attends meetings, conferences and workshops as requested and authorized; 
• Performs related work as required.

• Comprehensive knowledge of civil service and personnel practices and procedures; 
• Comprehensive knowledge of department functions, procedures, policies and organization and of Civil Service rules and regulations, both state and local; 
• Comprehensive knowledge of the principles, practices and procedures of employment testing, recruitment, selection, fringe benefits administration, position classification and compensation, affirmative action, equal employment opportunity, fair labor standards and Americans with Disabilities Act as applied in local government and the methods for maintaining related personnel records; 
• Skill in listening and understanding the personnel and organizational needs of City Department and Division Heads and other supervisory personnel; 
• Skill in leadership, negotiations, motivation, management, coordination, supervision and evaluation of the work of others; 
• Skill in interpersonal communications and persuasion; 
• Ability to communicate well with others both orally and in writing, using both technical and nontechnical language; 
• Ability to plan, organize, prioritize, motivate and evaluate the work of others; 
• Ability to teach and encourage others to learn new practices and procedures to accomplish work objectives; 
• Ability to establish and maintain effective working relationships with other City employees, Department Heads, Division Heads and other supervisory personnel; 
• Ability to quickly learn and put to use new skills and knowledge brought about by rapidly changing technology; 
• Ingenuity and inventiveness in the performance of tasks.

MINIMUM QUALIFICATIONS

• Graduation from a college or university with a Bachelor’s degree in Human Resources Administration, Public Administration, Business Administration or a closely related field with five  (5) years experience in civil service, public administration, or public personnel/human resources administration in local government; or
• Graduation from a college or university with a Master’s degree in Human Resources Administration, Public Administration, Business Administration or a closely related field with three (3) years experience in civil service, public administration,  or public personnel/human resources administration in local government.
• Must possess one of the following certifications: SHRM-CP, IMA-CP, or HRCI.