Department: Human Resources
Union Affiliation: None
Work Schedule: Monday - Friday
Total Hours Per Week: 40
Recruitment Open Until Filled.
SUMMARY:
Serves as the department head of the Human Resources Department and performs strategic and operational duties in planning, organizing, directing, and evaluating county-wide programs in areas of employee recruitment, benefits, position classification/compensation, performance management, collective bargaining and labor relations, risk management, workers’ compensation, personnel management, policy development and interpretation, and record keeping. The Director also serves as a staff advisor to the Chief Administrative Officer, Board of Commissioners and other elected officials and department heads.
(Duties assigned to this position are not all inclusive. Additional duties may be assigned.)
Develops human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances.
Accomplishes special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction.
Supports management by providing human resources advice, counsel, and decisions; analyzes information and applications.
Serves as the county risk manager. Looks at all potential risks for the county. Plans, identifies and prioritizes risks, develops strategies to mitigate those risks, and implements and revises the risk management plan.
Guides management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values.
Complies with federal, state, and local legal requirements by studying existing and new legislation; anticipating legislation; enforcing adherence to requirements; advising management on needed actions.
Establishes, revises, and interprets department policies and procedures. Monitors and evaluates the progress of the department toward meeting goals and adjustment objectives, work plans, schedules, and resource commitments. Develops the department budget and monitors fiscal expenditures.
Advises the Chief Administrative Officer and Board of Commissioners on legal requirements and/or needed changes in county’s human resources program. Assures compliance with negotiated labor contracts. Serves as the county representative in grievance procedure and arbitration cases.
Represents the department at meetings, seminars, professional conferences, advisory groups, etc. Works collaboratively with other departments, cities, special districts, and other entities whose responsibilities overlap or relate to the department.
Recommends and maintains an equitable compensation system. Conducts studies on internal and external salary relationships. Analyzes salary and benefit data and recommends salary level. Recommends appropriate adjustments.
Administers benefit programs, including medical, flexible benefit, and retirement. Reviews and recommends plan document changes or program changes. Oversees new employee benefit orientation and counsels employees on benefits. Advises the Board on the county’s fiduciary responsibility of the Retirement Trust. Monitors adherence to the investment policy. Ensures legal requirements are met per ERISA and OR PERS administrative rules.
Develops, implements, oversees, and participates in employee recruitment and selection process. Participates in selection, training, evaluation, promotion, discipline, and termination of staff. Supervises and coordinates activities of department staff. Develops and implements training programs.
Develops, implements, and administers safety program. Coordinates safety committees, accident prevention and safety inspection and return-to-work programs. Responds to questions from insurance carrier, department heads, employees, and injured workers regarding workers' compensation.
Oversees department record keeping and personnel records. Conducts surveys and performs research to prepare special reports and studies related to personnel activities and functions.
Manages and coordinates labor relations activities for the county. Represents the county in collective bargaining. Works proactively with county supervisors and bargaining unit representatives to manage personnel matters and Collective Bargaining Agreement compliance. Facilitates and tracks grievance activity.
Updates job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
Enhances department and organization reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments.
REQUIRED KNOWLEDGE/SKILLS/ABILITIES:
Knowledge: Extensive knowledge of the theories, principles, and practices of human resources and risk management. Extensive knowledge of the laws and guidelines governing fair employment practices, benefit administration, collective bargaining and labor relations, safety, workers' compensation, and civil rights. Considerable knowledge of the principles and practices of position classification and compensation, human resources software applications, techniques required to conduct jobs studies, public organizational structures, functions, and operations, and fiscal management.
Skills: Experience supervising and directing the work of department staff to attain high quality work in an efficient manner, and interpreting policies, rules, and procedures while considering circumstances. Skill in modifying and establishing new policies and procedures as necessary and utilizing problem identification and resolution techniques. Skill in adjusting priority changes, performing research, compiling, and analyzing internal and/or external data, and making recommendations. Committed to excellent customer service. Skill in risk management.
Abilities: Ability to work independently, manage time efficiently, and manage the work of a department to achieve goals and objectives. Ability to use initiative and judgment in completing tasks and responsibilities. Communicates effectively in oral and written forms. Ability to meet and deal professionally, courteously, and effectively with county employees, federal, state, and city representatives, legal counsel, contractors, vendors, advisory boards, community groups, and the public. Ability to lead the department in systems changes. Ability to remain calm and use good judgment during confrontational or high-pressure situations. Ability to maintain confidentiality and professionalism at all times.
REQUIRED EDUCATION/EXPERIENCE:
Bachelor's degree with major course work in human resources management, labor relations, risk management, or a related field and ten years of progressively responsible professional human resources experience that demonstrates competency in operational and strategic human resources management including policy development/administration, employee benefits, labor relations, and grievance arbitration is required.
Five years of experience must include management and/or supervisory experience. A master’s degree in human resource management is preferred. SHRM-CP or SHRM-SCP preferred.
At time of appointment, must possess a valid Oregon driver's license, or be able to attain one within 6 months of hire, and maintain an acceptable driving record.
Must pass a pre-employment criminal history background investigation.
SUPERVISORY RESPONSIBLITIES:
Position has supervisory responsibilities for the Human Resources team members. Work is performed under the direction of the Chief Administrative Officer. The employee is expected to use judgment in interpreting, applying, and establishing policies and guidelines and recognizing issues that require higher-level review. The employee receives broad guidance on department goals and objectives and is expected to resolve organizational and technical problems independently. Work is reviewed periodically to ensure soundness of decisions and actions and achievement of organizational goals.
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 and the potential for significant public reaction.
PHYSICAL DEMANDS/WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The work is performed in an office environment; work is generally sedentary; however, this position will require vision, hearing voice conversations, and keyboarding. Prolong sitting or standing may be required in addition to bending, reaching, kneeling, pushing, pulling, stooping, lifting, and carrying up to 30 pounds, walking.