Human Resources Manager

POSITION SUMMARY: The Human Resources Manager provides strategic and operational leadership for the Police Department’s human resources functions, supporting a diverse and inclusive workplace culture aligned with the department’s mission and the City’s commitment to anti-racism, diversity, equity, and inclusion. Reporting to the Director of Administration and Operations, the position oversees and administers daily HR operations, including full-cycle recruitment and onboarding, performance management processes, policy implementation, HR compliance, personnel administration, and continuous process improvement initiatives. The Human Resources Manager supports the interpretation and administration of employment policies and HR procedures and coordinates with the Labor Relations Manager on HR matters involving collective bargaining agreements. This role supervises assigned HR staff and partners with leadership to develop workforce strategies that support organizational effectiveness, employee engagement, talent development, and equitable employment practices. ESSENTIAL JOB FUNCTIONS AND DUTIES: The essential functions or duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Oversee end‑to‑end departmental hiring within the applicant tracking system, including identifying staffing needs with managers, creating requisitions, sourcing and assessing candidates, coordinating pre‑employment requirements, issuing job offers, conducting new‑hire orientations, and managing fob and system access for new employees; monitor vacancy rates and time‑to‑fill benchmarks. Serve as the departmental HR lead, ensuring implementation of organizational priorities and DEI initiatives; participate in senior staff discussions to support development of programs, policies, and strategic plans. Supervise union and non-union HR staff, providing day‑to‑day guidance on HR operations, leave administration, compliance, records management, and issue resolution; ensure accurate and confidential handling of personnel files and employment verifications. Generate, analyze, and reconcile HRIS and PeopleSoft personnel data to support HR operations, workforce planning, audits, and compliance requirements. Prepare employee and position data for required reports and coordinate with Payroll, Fiscal, and the Retirement Board when personnel information is needed. Collaborate with City Human Resources on improvements to HR policies, processes, and systems, including recruitment, and personnel administration; oversee tracking of licenses and certifications, mandatory training completion, and random drug testing for eligible staff. Serve as the primary HR point of contact for employees and managers on HR policies, benefits, leaves (including FMLA and parental leave),and training; coordinate documentation and approvals, and ensure timely completion of HR paperwork. In coordination with the Labor Relations Manager, provides personnel records and administrative support for internal investigations and labor relations matters, including HR‑related implementation of collective bargaining agreement provisions. Maintain knowledge of the Employee Manual, Civil Service Rules, collective bargaining agreements, and City policies; interpret and apply these policies to ensure consistent HR practices. Manage user access for the City's applicant‑tracking system, including account creation, modification, and deactivation in coordination with HR and City IT. Assist with staff development and training coordination; guide supervisors and employees on performance management and HR policy application; review overtime expenditures; maintain the time and attendance system; process leave accruals[SA1] , respond to a high volume of daily HR inquiries. Support special projects, including emergency or high‑priority initiatives; identify and implement process improvements in HR and administrative procedures; communicate relevant HR and operational changes to departmental employees. Provide support for public‑records requests. Perform other related duties as required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. QUALIFICATIONS: Education/Experience Bachelor's degree in Human Resources, Business Administration, Public Administration, or a closely related field required. Five (5) to seven (7) years of progressively responsible professional experience in human resources management including recruitment, , policy administration,and compliance, HR staff required. Minimum of five (5) years encompassing talent acquisition, and training and development required. At least three (3) years of HRIS experience including hands‑on use of PeopleSoft or a comparable ERP required. Experience in a unionized municipal or public‑sector environment working with collective bargaining agreements preferred. Demonstrated understanding of the role racial inequity plays in organizational and HR systems and in society. Ability to work and interact effectively with individuals and groups across diverse identities, cultures, backgrounds, and ideologies. An equivalent combination of education, training, and experience may be considered. Knowledge, Skills, and Abilities: Knowledge of human resources management principles and practices, including recruitment, employee and , performance management, coaching, staff development, and employee engagement. Comprehensive knowledge of federal, state, and local employment laws and regulations, including Title VII, ADA, FMLA, FLSA, and related compliance requirements. Knowledge of collective bargaining agreements, unionized workplace practices, and public sector employment practices, including the HR considerations involved in grievance processes and workplace investigations. Effective verbal and written communication skills. Skill in using HR information systems, applicant tracking platforms, data analytics, and reporting tools to inform recruitment, retention, workforce planning, and DEI outcomes. Strong organizational, managerial, leadership, relationship‑building, andproblem-solving, . Demonstrated commitment to equity, diversity, inclusion, accessibility, and anti‑racism. Ability to lead, manage, motivate, coach, and support staff. Ability to manage multiple priorities, respond promptly to urgent situations, exercise sound judgment, and maintain strict confidentiality. Ability to develop creative staff development programs that support employee growth, engagement, and organizational effectiveness. Ability to work and interact effectively with individuals and groups across diverse identities, cultures, backgrounds, and ideologies. Skill in using Microsoft Office applications including Word, Excel, PowerPoint, and Outlook. Ability to work and interact professionally with diverse stakeholders including superiors, subordinates, contractors, and staff; operate with cultural competence; exercise sound judgment; maintain composure, sensitivity, confidentiality, and discretion; and handle management and staff inquiries with diplomacy. Ability to model the City's values and adhere to the highest standards of integrity and ethics particularly when handling confidential payroll and employee records. SUPERVISION RECEIVED: Works under the general direction of the Director of Administration and Operations, receiving broad policy guidance and administrative oversight. Exercises substantial latitude to plan, prioritize, and manage assigned human resources functions, including recruitment, onboarding,performance management, personnel administration, and HR policy implementation, in accordance with applicable laws, collective bargaining agreements, and City policies. SUPERVISION EXERCISED: Provides direct supervision to assigned human resources staff, including assigning and reviewing work, providing training and coaching, and evaluating performance. Provides guidance to departmental leadership, managers, and supervisors on recruitment, onboarding, performance management, and other HR processes. Coordinates with the Labor Relations Manager, Payroll Manager, and Fiscal Manager on matters requiring HR information or action. As needed, may provide supervisory support to payroll staff in coordination with the Payroll Manager and may coordinate temporary staff, interns, or consultants assigned to HR initiatives. WORK ENVIRONMENT: Work is performed primarily in a professional office environment with regular use of computers, telephones, HRIS platforms, applicant tracking systems, and other standard office equipment. The position involves frequent interaction with employees, supervisors, union representatives, City staff, applicants, and members of the public, and may include multiple priorities, deadlines, confidential matters, interruptions, and employee‑related issues in a fast‑paced environment. Attendance at meetings, trainings, conferences, and off‑site professional development programs may be required, including occasional evening commitments. PHYSICAL DEMANDS: Work is primarily sedentary and office-based, requiring prolonged periods of computer use and the ability to access, input, and retrieve information electronically. The position requires frequent communication in person, virtually, and by telephone; close visual attention when reviewing printed and electronic documents, HR records, reports, applications, and confidential materials; and the ability to maintain concentration and attention to detail while managing multiple assignments and deadlines. The position may require occasional standing, walking between other City department locations, bending, reaching, and lifting or carrying files, records, or office materials weighing up to 20 pounds. The City of Cambridge's workforce, like the community it serves, is diverse. Applicants must have the ability to work and interact effectively with individuals and groups with a variety of identities, cultures, backgrounds, and ideologies. #J-18808-Ljbffr