Human Resources Advisor

at  St Croix County WI

ST. CROIX COUNTY IS SEEKING A SELF-MOTIVATED INDIVIDUAL TO JOIN OUR HUMAN RESOURCE TEAM. THE POSITION IS AVAILABLE ON A TEMPORARY BASIS FOR A GUARANTEED TERM OF ONE YEAR, WITH THE POTENTIAL FOR CONVERSION TO A PERMANENT POSITION BASED ON THE AVAILABILITY OF FUNDING. THE SUCCESSFUL CANDIDATE WILL WORK A FLEXIBLE SCHEDULE OF 20 HOURS PER WEEK BETWEEN THE HOURS OF 8:00 AM - 4:30 PM MONDAY THROUGH FRIDAY.

This position performs professional human resources work in the areas of employee relations support, training and development, equal opportunity and civil rights compliance, human resources research and analysis, job analysis review and development of job descriptions, compensation evaluation, investigation of discrimination and harassment complaints, performance management, and development and review of countywide human resources policy and procedures.

KNOWLEDGE, SKILLS AND ABILITIES

• Knowledge of standards, principles, practices, methods, and techniques of public personnel administration.
• Extensive knowledge of County policies, procedures, and practices.
• Considerable knowledge of local government organization and its departmental operating requirements.
• Knowledge of sound labor relations practices and techniques and labor negotiations methods.
• Knowledge of the qualifications and characteristics of major occupational groups.
• Ability to establish and maintain effective and professional working relationships with vendors, Finance staff, Corporation Counsel, other department heads and governmental officials.
• Proficient in the research, design, implementation, and use of HRIS technologies including employee databases, recruiting software, and performance management software.
• Ability to analyze and prepare organizational and functional reports from research data.
• General knowledge of current office practices and procedures and ability to operate standard office equipment and software.
• Ability to read and understand County policies and procedures, written instructions, and general correspondence.
• Ability to work the allocated hours of the position.

LANGUAGE SKILLS

• Ability to communicate effectively with other members of the staff, supervisor, and the public.
• Ability to communicate clearly and concisely in both written and verbal form.
• Must be proficient in workplace English and spelling.

MATHEMATICAL SKILLS

• Ability to calculate mathematical calculations.

PHYSICAL REQUIREMENTS

• This work requires the occasional exertion of up to 10 pounds of force; work regularly requires sitting, frequently requires standing, speaking or hearing, using hands to finger, handle or feel and repetitive motions and occasionally requires walking, stooping, kneeling, crouching or crawling and reaching with hands and arms.
• Work requires preparing and analyzing written or computer data and observing general surroundings and activities.
• Work has no exposure to environmental conditions.
• Work is generally in a moderately noisy location (e.g. business office, light traffic).

MINIMUM QUALIFICATIONS:

• Bachelor’s degree in human resources, law, psychology, business administration, or related field.
• Three or more years’ experience working as a human resources generalist with an emphasis on a combination of employee relations, compensation, and compliance.
• One or more years’ experience working within a public sector union environment helpful.
• Experience working with a complex Enterprise Resource Planning System (ERP).
• Oracle, People Soft, ADP or similar desired
• PHR/SPHR or SHRM Certification preferred.
• Strong Reporting and Analytics experience desired.
• Must successfully pass criminal background check.

The following duties are normal for this position. These are not to be construed as exclusive or all-inclusive. To perform this job successfully, an individual must be able to perform each duty satisfactorily. Other duties may be required and assigned.

• Conducts studies and manages County compliance with laws, rules, and regulations, including Americans with Disabilities Act (ADA), Fair Labor Standards Act (FLSA), HIPAA, and other employment laws.
• Develops, revises, and implements the County’s Equal Employment Opportunity (EEO) program, including the Affirmative Action and Civil Rights Compliance Plans. Reviews, compiles, and analyzes statistical data pertaining to human resource actions and their effect on the program and prepares Affirmative Action, Civil Rights Compliance, and EEO-4 reports. Develops and implements recommendations regarding corrective measures.
• Provides advice, technical assistance, and counseling on a wide range of complex human resources issues.
• Conducts classification studies of existing and new positions, including on-site analysis of duties and responsibilities, salary surveys, and internal comparability analysis.
• Manages wage schedules in HRIS system including across the board percent increases and union contract wage changes. Initiates and prepares payroll adjustment for employees including step increases, promotions, reclassifications, etc.
• Participates in compensation surveys and recommends salary adjustments to HR Director through retention analysis. Prepares reports, researches and collects data and analysis for HR Director.
• Advises departments on methods and options for resolving employee or work unit issues. Provides coaching and/or counseling to management and county staff. Consults with Corporation Counsel as needed.
• Assists with the data reporting and analytics for themes, trends, and root causes to provide insights and recommendations for decision making to aid in process improvement and prevention of risk.
• Identifies workplace trends (internally and externally,) and design training or communication programs on relevant topics. Gathers, analyzes, and interprets data and metrics to develop recommendations and strategies to facilitate positive employee relations and engagement.
• Consults on issues related to workplace relations and performance management. Assists managers in determining appropriate course of action. Facilitates pre-disciplinary meetings and performance improvement plans.
• Performs internal investigations such as harassment, discrimination, or other violations of employment law and/or employee misconduct. Analyzes and evaluates information to make recommendations on the resolution of the situation.
• Co-manages and partners on management of DEI initiatives/programs.
• Manages and reviews employee performance evaluation processes and measures.
• Responds to public records request.
• Designs, develops and delivers strategic employee learning and development programs that support the full employment lifecycle, including onboarding, career development, succession planning, and management and leadership development.
• Reviews county employee policies to ensure compliance with state laws, federal regulations, etc. and revises policies to maintain compliance. Researches and develops new policies as necessitated by changes in law or rules and regulations.
• Develops and delivers documentation, communication materials, and training on various compliance initiatives, as required, such as the employee handbook, anti-harassment and other employment/management compliance training.
• Customizes, modifies and/or manages modules within the HRIS in partnership with the IT department and/or vendors.
• Serves as the primary point of contact for unemployment claims and inquiries. Collects and reviews documentation related to unemployment claims, ensuring accuracy and completeness. Prepares and submits unemployment claims responses in a timely manner and represents the County in unemployment hearings.
• Creates and maintains employee records, including but not limited to personal information, job details, performance evaluations, disciplinary actions, and training records. Ensures all employee records are up-to-date, accurately documents, and compliant with legal requirements and record retention statutes.
• Coordinates and facilitates the offboarding process for departing employees, ensuring compliance with company policies and legal requirements. Conducts exit interviews and gathers feedback to identify areas for improvement.
• Develops, edits, and maintains countywide job descriptions and maintains classifications.
• Prepares important internal communication notices.
• Other duties as assigned.