HUMAN RESOURCES MANAGER

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 administrative direction, directs, manages, supervises, and coordinates the activities and operations of the Personnel Division within the Human Resources Department including recruitment, selection, classification, wage and salary administration, employer-employee relations, labor negotiations and training; coordinates assigned activities with other divisions, departments, and outside agencies; and provides highly responsible and complex administrative support to the Director of Human Resources.

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 management responsibility for assigned services and activities of the Personnel Division including recruitment, selection, classification, wage and salary administration, employer-employee relations, labor negotiations and training.
• Manages and participates in the development and implementation of goals, objectives, policies, and priorities for assigned programs; recommends and administers policies and procedures.
• Monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; recommends, within departmental policy, appropriate service and staffing levels.
• Plans, directs, coordinates, and reviews the work plan for assigned staff; assigns work activities, projects, and programs; reviews and evaluates work products, methods, and procedures; meets with 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 Personnel Division’s annual budget; participates in the forecast of funds needed for staffing, equipment, materials, and supplies; monitors and approves expenditures; implements adjustments.
• Manages, plans, and coordinates recruitment and selection programs; develops recruitment and selection plans in conjunction with appropriate management and supervisory staff; coordinates the implementation of recruitment and selection plans including announcement development, application screening and evaluation, examination selection and development, testing, and candidate certification.
• Administers and participates in classification, reclassification, organizational, wage, salary and benefit studies; recommends modifications to the City’s classification and compensation plans; prepares written documentation to support recommendations.
• Provides guidance and assistance on personnel issues and disciplinary actions; assist management and supervisory staff with policy issues and documentation relating to disciplinary processes and actions; counsels employees; may serve as staff representative to the Personnel Board of Review.
• Participates in complex employer-employee labor negotiations with various bargaining units; oversees and participates in conducting surveys to gather and compile information for negotiation purposes; compiles data and prepares various charts and graphs; works with finance to calculate negotiated costs.
• Assists in complex employer-employee personnel and labor relations issues with City Attorney staff and Department managers.
• Identifies organizational training needs; develops or identifies programs to meet the organization’s needs; ensures mandated training is conducted and documented; monitors program effectiveness in meeting training objective goals and adjust as required.
• Provides responsible staff assistance to the Director of Human Resources; conducts a variety of organizational studies, investigations, and operational studies; recommends modifications to personnel programs, policies, and procedures as appropriate.
• Serves as the liaison for the Personnel Division to other divisions, departments, and outside agencies; negotiates and resolves sensitive and controversial issues.
• Serves as staff on a variety of boards, commissions, and committees; prepares and presents staff reports and other necessary correspondence.
• 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.
• May serve in the capacity of Human Resources Director in his/her absence.
• 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:

• Operational characteristics, services, and activities of personnel programs including recruitment, selection, classification, wage and salary administration, employer-employee relations, labor negotiations and training.
• Methods and techniques of recruiting, interviewing, and selecting qualified applicants for employment.
• Principles and practices of wage and salary administration.
• Principles and procedures involved in labor negotiations.
• Principles of overseeing and managing complex employment and employee relations issues.
• Principles and practices of program development and administration.
• Principles and practices of municipal budget preparation and administration.
• Principles of supervision, training, and performance evaluation.
• Office procedures, methods, and equipment including computers and applicable software applications.
• Pertinent federal, state, and local laws, codes, and regulations including laws, court decisions, and practices involving labor relations.

Ability to:

• Oversee and participate in the management of comprehensive personnel programs.
• Oversee, direct, and coordinate the work of lower level staff.
• Select, supervise, train, and evaluate staff.
• Participate in the development and administration of division goals, objectives, and procedures.
• Manage and modify an efficient employee recruitment, selection and retention program.
• Oversee and participate in classification and compensation functions and apply classification and compensation principles to the organization and staffing of the agency.
• Participate effectively in labor negotiations.
• Research, analyze, and evaluate new service delivery methods and techniques.
• Prepare and administer large program budgets.
• Prepare clear and concise administrative financial reports.
• Analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals.
• Interpret City personnel programs and policies to employees and the public.
• Interpret and apply federal, state, and local policies, laws, and regulations.
• 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 Human Resources Management, Business Administration, Public Administration or a related field. A Master’s degree is highly desirable.

Experience: Seven years of increasingly responsible human resources experience including two years of administrative and supervisory responsibility.

License or Certificate - Possession of a valid Class C California driver’s license or the ability to arrange transportation as required.

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