GENERAL DESCRIPTION AND CLASSIFICATION STANDARDS:

Directs the planning, development, implementation, administration, and budgeting of some HR functions for one or more departments which include: employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS, and health and safety services programs. May direct a specialized HR group, e.g., training, benefits, HRIS. This is full-time supervisory work over a permanently assigned work group. Group may be professional, technical, administrative, or construction/maintenance/infrastructure. Supervision may be over a group of similarly skilled employees or a group with varied skills. Positions at this level would typically lead a unit that has a unique or distinctive function; has a large work group with multiple crews or teams; or leads a group with highly technical or sensitive responsibilities. Classification should be based on job content and the specific supervisory responsibilities.

KNOWLEDGE SKILLS AND ABILITIES:

This is a partial listing of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

• Working knowledge of HR laws and regulations.
• Working knowledge of most of HR functions, e.g., compensation, benefits, HRIS, employment, employee relations, organizational development, EEO/AA, health & safety, etc.
• Working knowledge of the City’s organizational structure and how different departments interface.
• Demonstrated planning, organizational, presentation, and communication skills.
• Demonstrated Microsoft Office, HRIS database knowledge, and skills.
• Some budget and financial management skills.
• Ability to develop and modify Excel spreadsheets.
• Ability to make recommendations to Senior HR management on policies and processes.
• Ability to communicate effectively and interface with City department employees and management.

MINIMUM QUALIFICATIONS:

Education and Experience - Bachelor’s Degree in Human Resources, Business, or related field (Equivalent professional experience may be considered for substitution for the required degree on an exception basis) ( 5 ) years of HR generalist experience. Must have some project management or leadership experience. This job requires mandatory in office work.
Licensures and Certifications - None required. PHR / SPHR or CP / SCP preferred
Preferred Requirements - Bachelor’s Degree in Human Resources, Business, or related field (Equivalent professional experience may be considered for substitution for the required degree on an exception basis) with 5 years of HR generalist experience. Must have some project management or leadership experience.

LIFTING REQUIREMENTS:

Sedentary work : Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.

These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

• Directs the planning, development, implementation, administration, and budgeting of some HR functions for one or more departments which may include: employment, compensation, benefits, employee relations, equal employment opportunity, organizational development, affirmative action, HRIS, and health and safety services programs.
• Develops organizational structure and manages the day-to-day operations.
• Creates operating plans, forecasts, and reporting systems.
• Manages the budget preparation, submittal, and administration.
• Selects, develops, and manages staff.
• Establishes internal processes, interprets , and applies organizational policies.
• Provides input into policy and strategy.
• Manages purchasing, inventory, equipment maintenance, and other asset-related functions and approves purchase/supply orders and expense accounts.
• Selects from multiple procedures and methods to accomplish tasks.
• Applies organizational policies.
• Has formal supervisory authority over work group or professionals, paraprofessionals, and/or clerical HR (typically 1-5 employees) to include discipline, performance management, scheduling, training, etc.
• Trains managers and HR Professionals to properly apply Human Resources, policies, procedures, and processes to ensure consistency in application.
• Conducts investigations and provides appropriate discipline recommendations.
• Responds to inquiries in person, via telephone, or email, by directing internal and external customers to the appropriate personnel.
• Provides written communication for dissemination as appropriate to Assistant Commissioner, Deputy Commissions, Directors, staff, and employees.
• Facilitates internal mandatory training courses for respective client groups.
• Attends all scheduled meetings with HR Director, DHR, and Department heads for assigned offices.
• Serves as a resource to supervisor and staff to ensure the effective engagement of their duties and responsibilities.
• Works with management and the Commissioner of Operations to create and submit their fiscal year budget.
• Provides strategic solutions to operation challenges.
• May make purchasing or resource allocation decisions within organization guidelines.
• May perform other duties as assigned.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.