HR Manager

The purpose of this classification is to manage staff and operations of an assigned division of the department, such as Employee Relations, Human Resource Information Systems, Organization and Employee Development, and Policy and Strategic Planning. Essential Functions The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages, directs, and evaluates assigned staff: develops and oversees employee work schedules to ensure adequate coverage and control; approves employee work schedules and leave requests; addresses employee concerns and problems, and counsels or disciplines as appropriate; assists with or completes employee performance appraisals; directs work; acts as liaison between employees and management; and trains staff in operations, policies, and procedures. Organizes, prioritizes, and assigns work: prioritizes and schedules work activities to meet objectives in a fast‑paced environment; ensures subordinates have proper resources needed to complete assigned work; monitors status of work in progress and inspects completed work; confers with assigned staff to assist with complex situations and provide technical expertise; provides progress and activity reports to management; assists with the revision of procedure manuals as appropriate; and provides oversight to contractors providing services under assigned area of responsibility. Supports department and County’s strategic objectives; plans and manages operational activities and resources for assigned division that help drive positive outcomes, which align with County objectives: determines division priorities, goals and objectives; assists in strategic planning; designs division programs and processes and evaluates their effectiveness; and provides program updates to director. Assists in preparing annual budget for area of assignment; monitors expenditures to ensure compliance with approved budget; prepares bid requests, purchase orders, and other financial documentation. Assists in developing short‑ and long‑term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department’s strategic plan as assigned; and makes appropriate recommendations. Manages administration of countywide human resources; revises and updates personnel policies and procedures; advises departmental managers/supervisors and County administrators regarding human resource practices and issues; recommends and enforces personnel policies; drafts and/or revises personnel policies and procedures as needed or requested; resolves and recommends solutions to sensitive human resource issues; and serves as advisor to all parties involved in employee grievances or appeals. Ensures compliance with all applicable laws and ordinances; reads, assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; recommends compliance processes or procedures; responds to internal and external requests for information regarding local, state, and federal personnel laws and ordinances; and maintains HRIS and other employee record systems to meet operating, legal and compliance standards. Implements process improvements and leverages cutting‑edge technology to assist HR in becoming less transactional, and more efficient in delivering information to internal and external customers; manages the maintenance and implementation of guidelines for employee transactions, such as hires, promotions, transfers, performance reviews and terminations; maintains related documentation; and ensures accurate salary changes in department systems and databases. Manages and implements performance evaluation and training/development programs; develops and implements training standards, expectations and measurements; develops and implements new training curricula and employee leadership and development programs; advises employees, department managers/supervisors and County administrators regarding training, employee development, performance management and related issues; ensures training activities comply with local, state, and federal rules and regulations when applicable; coordinates employee recognition events and oversees employee rewards and tuition reimbursement programs; and recommends methods and programs to improve overall employee satisfaction. Receives or prepares various forms, reports, correspondence, policies, procedures, manuals, reference materials, or other documentation; reviews, completes, processes, forwards or retains as appropriate. Communicates with director, other County departments and employees, the public, outside agencies, and other individuals as needed to coordinate work activities, reviews status work of assigned staff, exchange information or resolves problems. Assists in developing and evaluating performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance. Maintains comprehensive knowledge of applicable laws/rules and regulations, new product methods, trends and advances in the profession, professional affiliations, and attends workshops. Maintains confidentiality in performing job responsibilities. Job Requirements Bachelor’s degree in Human Resources or a related field required; Master’s degree preferred; six years of progressively responsible experience in human resources in one or more of the following disciplines: employee relations, classification and compensation, employee development, strategic planning/policy, and HRIS; lead or supervisory experience preferred; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job. Specific License Certifications Possess and maintain one of the following certifications: PHR SPHR SHRM‑CP SHRM‑SCP IPMA‑CP (PSHRA‑CP) IPMA‑SCP (PSHRA‑SCP) CCP (Certified Compensation Professional) Supplemental Duties for this Vacancy in Human Resources Due to the cross‑divisional nature of this role, the selected candidate must possess comprehensive experience across multiple HR disciplines to provide informed guidance, credible support, and practical solutions to all HR divisions. Primary duties include: Oversee policy governance, leading the ongoing maintenance, structured review cycles, and cross‑departmental coordination of policies to ensure legal compliance, operational consistency, and alignment with county strategic priorities. Manage comprehensive Stay and Exit Interview processes, establishing standardized protocols, analyzing workforce trends, and translating findings into retention strategies and actionable recommendations for Executive Leadership. Develop and execute a proactive HR communications strategy, producing newsletters, policy announcements, and change‑management messaging that keep employees and stakeholders informed, aligned, and engaged during organizational changes and program launches. Serve as a strategic and operational resource across HR divisions, providing flexible, high‑level support on critical initiatives and emerging priorities as directed by HR leadership. Research, prepare, and submit compelling materials and supporting justifications for HR‑aligned external awards and recognition programs, elevating the county’s profile as a public sector employer of choice. Lead assigned projects from inception to completion, establishing clear accountability structures, stakeholder partnerships, and milestone tracking to ensure timely, high‑quality delivery across HR divisions. Knowledge, Skills, and Abilities Working knowledge of core HR disciplines, including HR policy development, employee relations, recruitment and selection, compensation and classification, and training. Familiarity with public sector HR operations. Ability to collect, analyze, and interpret HR data and workforce metrics to identify trends and inform strategic recommendations. Demonstrated ability to manage multiple concurrent projects with competing deadlines. Exceptional written and verbal communication skills, with the ability to tailor messaging for diverse audiences including employees, HR leadership, and county executives. Strong relationship‑building and collaboration skills to effectively partner across divisions. Experience developing HR communications, including policy updates, program announcements, and change‑management messaging. Ability to assess complex, multi‑faced HR challenges and develop practical, legally sound recommendations. #J-18808-Ljbffr