DIRECTOR OF HUMAN RESOURCES

Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

SUMMARY DESCRIPTION

Under general administrative direction, plans, directs, manages, and oversees the functions, programs, and operations of the Human Resources Department including labor relations, safety and risk management, benefits administration, workers’ compensation, classification, compensation, recruitment and selection, and training and employee development services and activities; coordinates assigned activities with other departments and outside agencies; and provides highly responsible and complex administrative support to a Deputy City Manager and the City Manager.

REPRESENTATIVE DUTIES

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

• Assumes full management responsibility for all Human Resources Department functions, programs, and operations including labor relations, safety and risk management, benefits administration, classification, compensation, recruitment and selection, and training and employee development services and activities; may participate in or coordinate City programs such as Employee Assistance and Employee Recognition programs.
• Manages the development and implementation of Departmental goals, objectives, and priorities for each assigned service area; recommends and administers policies and procedures.
• Establishes, within City policy, appropriate service and staffing levels; monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; allocates resources accordingly.
• Assesses and monitors work load, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement; directs and implements changes.
• Plans, directs, and coordinates, through subordinate level staff, the Human Resources Department’s work plan; assigns projects and programmatic areas of responsibility; reviews and evaluates work methods and procedures; meets with key staff to identify and resolve problems.
• Selects, trains, motivates, and evaluates assigned personnel; provides or coordinates staff training; works with employees to correct deficiencies; implements discipline and termination procedures.
• Oversees and participates in the development and administration of the Department budget; approves the forecast of funds needed for staffing, equipment, materials, and supplies; approves expenditures and implements budgetary adjustments as appropriate and necessary.
• Administers and coordinates all phases of employee relations; serves as a member of the City’s management labor negotiating team; oversees the conduct of surveys and the collection and analysis of data to prepare for negotiations; assists with the development of contract language and the implementation of contract changes; interprets and administers employee contracts throughout the duration of the agreements.
• Oversees and participates in complex employer-employee employment and labor relations issues with City Attorney staff and Department managers.
• Analyzes legislation and regulations to determine effect on human resources programs and services; recommends and implements changes in policy or procedures to ensure compliance with applicable laws and regulations; complete required reports and documentation.
• Consults with and advises City staff and other interested individuals on policies, procedures, employee relations, organizational staffing, and disciplinary matters; provides guidance and assistance on personnel issues and disciplinary actions; assists management and supervisory staff with policy issues and documentation relating to disciplinary processes and actions; counsels employee; serves as staff representative to Personnel Board of Review.
• Provides staff assistance to a Deputy City Manager and the City Manager; conducts studies and submits recommendations to create, revise, and abolish various rules, regulations, policies, and procedures relating to assigned areas of responsibility; prepares and presents staff reports and other necessary correspondence.
• Represents the Human Resources Department to other departments, elected officials, and outside agencies; coordinates assigned activities with those of other departments and outside agencies and organizations.
• Explains, justifies, and defends department programs, policies, and activities; negotiates and resolves sensitive and controversial issues.
• Participates on a variety of boards, commissions, and committees including to regularly attend City Council meetings.
• Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of human resources.
• Responds to and resolves difficult and sensitive citizen inquiries and complaints. Performs related duties as required.

QUALIFICATIONS

The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties.

Knowledge of:

• Operations, services, and activities of a comprehensive Human Resources program.
• Advanced principles and practices utilized in public sector personnel administration including in the areas of recruitment, selection, training and employee development, classification, compensation, benefits administration, workers’ compensation, safety and risk management, and employee relations.
• Principles and practices of program development and administration.
• Principles and practices of municipal budget preparation and administration.
• Principles of supervision, training, and performance evaluation.
• Pertinent federal, state, and local laws, codes, and regulations including laws, court decisions, and practices involving labor relations, workers’ compensation, OSHA, general liability, group medical, and PERS retirement.
• Methods and techniques utilized in dealing with employee grievances and unlawful allegations.
• Disciplinary procedures and processes.

Ability to:

• Manage and direct a comprehensive Human Resources program including general personnel, risk management and safety, workers’ compensation, and benefits administration.
• Develop and administer departmental goals, objectives, and procedures.
• Analyze and assess programs, policies, and operational needs and make appropriate adjustments.
• Research, analyze, and evaluate new service delivery methods and techniques.
• Select, supervise, train, and evaluate staff.
• Plan, organize, direct, and coordinate the work of lower level staff.
• Delegate authority and responsibility.
• Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.
• Prepare clear and concise administrative and financial reports.
• Prepare and administer large and complex budgets.
• Interpret and apply applicable federal, state, and local policies, laws, and regulations.
• Oversee and participate in classification and compensation functions and apply classification and compensation principles to the organization and staffing of the agency.
• Direct and modify an efficient employee recruitment, selection and retention program.
• Review and resolve employee grievances in accordance with labor agreements.
• Participate effectively in labor negotiations.
• Identify and respond to sensitive community and organizational issues, concerns, and needs.
• Gain the confidence and cooperation of department heads and employees.
• Demonstrate an awareness and appreciation of the cultural diversity of the community.
• Communicate clearly and concisely, both orally and in writing.
• Establish and maintain effective working relationships with those contacted in the course of work.

Education and Experience Guidelines - Any combination of education and experience that would likely provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

Education/Training: A Bachelor’s degree from an accredited college or university with major course work in personnel administration, business administration, public administration, or related field. A Master’s degree is highly desirable.

Experience: Ten years of increasingly responsible public human resources experience including three years of management and administrative responsibility.

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.

Environment: Standard office setting. CONTINUOUS working indoors, dust from paperwork. Work schedule is 9/80 with alternating Fridays off in a biweekly period. Work environment is both formal and informal, team oriented, having variable tasks, pace, and pressure. Work is performed indoors in office and in meeting rooms.

Physical: Primary functions require sufficient physical ability to work in an office setting and operate office equipment. CONTINUOUS sitting and upward and downward flexion of neck; fine finger dexterity; light to moderate finger pressure to manipulate keyboard, equipment controls, and office equipment; pinch grasp to manipulate writing utensils. FREQUENT side-to-side turning of neck, walking, standing, bending, stooping, pushing/pulling, and twisting at waist; moderate wrist torque to twist equipment knobs and dials; lifting objects weighing up to 20 lbs. from below waist to above shoulders and transporting distances up to 50 yards. OCCASIONAL squatting, kneeling, and reaching above and at shoulder height; moderate grasp to manipulate reference books and manuals; lifting objects weighing 20-35 lbs. from below waist to above shoulders and transporting distances up to 50 feet.

Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents and to operate equipment.

Hearing: Hear in the normal audio range with or without correction.

Date: April 2003
Johnson & Associates