Human Resources Manager

The City of Cupertino is seeking an experienced human resources professional with a collaborative leadership style to serve as its next Human Resources Manager. The ideal candidate will be committed to fostering a positive workplace culture, advancing organizational excellence, and supporting employee success. Under the direction of the City Manager, directs the activities and operations of the Human Resources Division; performs administrative duties related to developing, directing, and implementing programs and services to City departments in the areas of employee relations; labor contract negotiation and administration; recruitment, selection, and promotion; classification and compensation; performance management; training and organizational development; benefits administration; human resources information systems (HRIS) and central personnel records and files (including interfacing with automated systems), enterprise resource planning (ERP) systems, workers’ compensation and organization risk management. This position participates on various Citywide committees, as well as organizational, operational, strategic, workforce, and budgetary planning meetings related to the human resource functions of the City. Class Characteristics This classification is an unrepresented management position responsible for developing, directing, and implementing programs and services to City departments in all areas of human resources administration. The Human Resources Manager serves as a key advisor to the City Manager and City management on significant human resources and organizational matters. Supervision Received and Exercised Receives direction from the City Manager. Exercises direct supervision over assigned professional and technical staff. Provides training to staff. Incumbents typically work independently and exercise specialized knowledge, skills and abilities in the performance of job duties. Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodation so that qualified employees can perform the essential functions of the job. Directs Citywide classification plans and programs, including coordinating preparation of position descriptions and overseeing job evaluations. Administers the City wage and salary compensation programs for all City classifications; monitors salary administration and review dates; participates with managers and supervisors in the development of compensation recommendations; provides for internally and externally competitive salary structures; ensures compliance with applicable federal and state wage and hour laws; prepares documents for Council approval. Administers and interprets various labor agreements; administers grievance procedures; leads and supports labor relations during contract negotiations; acts as a liaison between department managers and union representatives; provides advice and counsel to managers and supervisors regarding personnel practices, policy, and employment laws; administers unemployment insurance processes; reviews liability reports and monitors program costs; and recommends policy changes to the City Manager. Directs the development of staffing strategies; develops and builds hiring processes for a variety of levels from temporary staffing to executive placement; develops, streamlines and enhances staffing systems, tracking reporting, and analysis; works with senior management to forecast staffing requirements and succession planning needs; leads sourcing and recruiting initiatives and processes to leverage networking and employee referrals; manages college relations and oversees various sourcing and internship programs; manages relocation, immigration and other responsibilities related to staffing administration; ensures compliance with all state and federal discrimination and employment regulations. Consults with the City Manager, department and division heads, employee representatives, and others on matters related to policy interpretation, discipline, grievances, employee relations, workplace investigations, performance management, and other personnel practices and matters. Keeps the City Manager properly informed of activities and issues of the division. Provides timely and accurate information and advice regarding significant personnel matters and emerging human resources issues. Hires, trains, motivates, and evaluates Human Resources staff in consultation with the City Manager. Assigns work activities, projects, and programs; monitors workflow; reviews and evaluates work products and methods. Administers and assists with the development of the division’s goals, objectives, budget, policies, and procedures in order to provide adequate service to City departments, employees, and the public. Directs the development and maintenance of the City’s benefit and insurance programs including medical, dental, vision, life, disability, unemployment, wellness and other benefits; oversees the processing of personnel actions and the administration of personnel files. Directs the administration of employees’ retirement system; monitors status and analyzes impact of upcoming changes in CalPERS retirement law. Coordinates workforce planning initiatives with City departments. Initiates and conducts special studies and reports to determine the feasibility of new programs and services. Develops and prepares materials for orientation sessions, training classes, City Council, and other public presentations; makes presentations to members of the public, employee groups and the City Council. Plans and coordinates major research or administrative projects; compiles and analyzes data pertaining to personnel program policies and issues; initiates special studies for meet and confer purposes; coordinates cost analysis on negotiation proposals; drafts contract language; administers labor agreements; represents the City in labor and management issues. Manages and coordinates the Citywide Employee Training Program; develops, modifies, evaluates and conducts training programs for City employees; researches new training programs and makes recommendations; selects and schedules instructors; evaluates programs conducted by training consultants; oversees employee and leadership development initiatives; oversees the development of brochures and training materials and the development and dissemination of the Citywide training calendar. Directs and supports employee engagement and organizational development initiatives intended to strengthen staff morale, communication, retention, professional development, and a positive and productive workplace culture. Oversees the effective use of HRIS and ERP systems, including data integrity, reporting, workflow, system improvements, and implementation of human resources technology and process improvements. Oversees and participates in workplace and personnel investigations, as appropriate, and ensures complaints and employee relations matters are addressed timely, consistently, and in accordance with applicable City policies and procedures. Maintains the confidentiality of sensitive personnel information and ensures confidential records and information are appropriately accessed, maintained, used, and disclosed. Performs other related duties as assigned. Knowledge of: Principles and practices of human resources management and supervision in a union environment. Principles and practices of compensation, classification and job evaluation in public sector human resources. Applicable state and federal employment and labor laws and governmental compliance requirements; principles and practices of employee relations, workplace investigations, discipline, and leave administration; knowledge of immigration laws and processes a plus. Information technology, including hardware and software applications, used in the Human Resources function, including HRIS and ERP systems. Proven leadership skills to develop, train and manage staff in a high production environment. Principles and practices of labor relations and negotiations; laws, rules, regulations, and court decisions relating to public personnel administration. Principles and practices of administrative analysis and policy development and implementation. Principles and practices of supervision and training. Budgeting procedures and techniques. Conflict resolution and negotiation techniques. Principles and practices of employee engagement, organizational development, workforce and succession planning, and organizational culture. Principles and practices related to confidentiality, records management, and the handling of sensitive personnel information. Ability to: Organize, direct and implement a comprehensive human resource program. On a continuous basis, analyze budget and technical reports; interpret and evaluate staff reports; know and interpret laws, regulations, and codes; observe performance and evaluate staff; problem solve division related issues; remember various personnel rules; and explain and interpret policy. On a continuous basis, sit at a desk or in meetings for long periods of time. Intermittently twist to reach equipment surrounding desk; perform simple grasping and fine manipulation; use telephone and communicate through written means. Analyze problems, identify alternative solutions, project consequences of proposed action, and implement recommendations in support of goals. Supervise, train and evaluate personnel. Interpret and explain City and division policies and procedures and various memoranda of understanding. Establish and maintain effective working relationships with those contacted in the course of work. Communicate clearly and concisely, both orally and in writing. Represent the City and negotiate with represented groups. Counsel employees and resolve conflicts. Exercise sound independent judgment and discretion in sensitive, complex, and confidential personnel matters. Manage multiple priorities and ensure personnel matters, projects, and other assigned responsibilities are addressed accurately and timely. Education and Experience Any combination of experience and training that would provide the required knowledge and abilities is qualifying. A typical way to obtain the required qualifications would be: Training and experience equivalent to a bachelor’s degree in public or business administration, personnel administration, or a related field. A master’s degree and additional management and leadership training are desired. Five years of increasingly responsible experience in public human resources administration, including two years of supervisory experience. Licenses and Certifications Possession of, or ability to obtain, a valid California driver’s license. Application and Selection Process Applications will be screened according to the qualifications outlined in this job announcement. Applicants possessing the most desirable qualifications will be invited to continue in the selection process, which may include a written examination and/or panel interview. An eligible list will be established as a result of this process and will remain in effect for 3 months from the date established. Additional Information The City of Cupertino is an equal opportunity employer and does not discriminate in employment on the basis of a person’s race, religion, color, sex (including gender and pregnancy), sexual orientation (including heterosexuality, homosexuality, and bisexuality), national origin, ancestry, citizenship status, uniformed service member status, marital status, age, medical condition, genetic characteristics, and physical or mental disability. Candidates with a disability, which may require special assistance in any phase of the application or testing process, should advise City of Cupertino Human Resources upon submittal of application. Documentation of the need for accommodation must accompany the request. The information contained within this announcement may be modified or revoked without notice and does not constitute either an expressed or implied contract. #J-18808-Ljbffr City of Cupertino