Director, Human Resources & Merit System

Job Description

Salary Range: $185,000+ Pay Grade: 33 FLSA Status: Exempt

Purpose of Classification:

The purpose of this classification is to plan, organize, direct, manage, administer and evaluate the countywide human resource-related function.

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; oversees employee work schedules to ensure adequate coverage and control; approves/processes employee concerns and problems and counsels or disciplines as appropriate; ensures that department works effectively within budget allocation; assists with or completes employee performance appraisals; directs work; acts as a liaison between employees and County administrators and elected officials; and trains staff in operations, policies, and procedures.

Organizes, prioritizes, and assigns work; prioritizes and schedules work activities in order to meet objectives; ensures subordinates have proper resources needed to complete the assigned work; monitors status of work in progress and inspects completed work; collaborates with assigned staff to assist with complex situations and provides technical expertise; submits progress and activity reports to County administrators and elected officials.

Oversees and directs the administration of countywide human resource function; develops and communicates new policies and revises existing policies, and procedures to be effective, transparent, and legally defensible; ensures fair and consistent application of policies, procedures and practices; advises Chief Executive Officer, Chief Operating Officer, Board of Commissioners, and department/agency heads regarding human resource practices and issues; conducts internal investigations; and resolves and recommends solutions to sensitive human resources issues.

Develops 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.

Ensures compliance with all personnel laws and ordinances; assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; creates and implements compliance processes or procedures; responds to internal and external requests for information regarding local, state and federal personnel laws and ordinances; and ensures human resource information systems meet operating, legal and compliance standards.

Develops and implements guidelines for employee actions, such as hires, promotions, transfers and terminations, etc.; directs recruiting and selecting processes that attract top talent; prepares, analyzes and revises class specs; directs screenings, interviews, background and reference checks; makes hiring and firing decisions and recommendations, and maintains related documentation; and manages the performance review process.

Directs and implements a total compensation program that includes salary and non-salary rewards and employee appreciation events to attract and retain top talent; oversees salary surveys and recommends measures to maintain competitive salary structure to the administration based on available resources; analyzes compensation trends; and directs performance evaluation program and revises as necessary; and pursues proactive measures to retain talent as resources are available.

Directs, conducts and/or implements training programs to ensure compliance with regulations policies, or laws; orient new employees; increase employee effectiveness, and promote a culture of engagement/wellness, including physical and mental fitness to perform assigned job duties; facilitate employee communication, and other training; and employee rewards and recognition activities to communicate and reinforce County business strategies, operational and financial needs and incentivize employees to excellence; develops annual training calendar; and conducts and/or coordinates training events with outside vendors to encourage continuous job-related employee development at all levels in the County.

Oversees administrative hearing process for employee adverse actions; implements decisions rendered by hearing officers; maintains hearing meeting minutes; develops appeal hearings calendar and performs related activities; and conducts prehearing conferences to determine case facts and mediate resolutions.

Develops, implements, and administers department budget; monitors expenditures to comply with established budgetary parameters; and prepares and submits invoices.

Attends various meetings, serves on committees, and makes presentations or speeches as needed; and represents the County in all personnel-related matters involving employee organizations.

Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops.

Develops and evaluates performance metrics to align with strategic priorities, highlight potential problems and determine corrective actions, develop strategies, and incentivize staff performance; and coordinates with department managers and other County employees to discuss metrics data and formulate goals and priorities.

Minimum Qualifications:

Bachelor's degree Human Resources, Public Administration, or related field required (Master's degree preferred); twelve years of progressively responsible experience in human resource management, with five years of senior management experience for a comparably sized organization, or as a director for a smaller organization; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.

Specific License Certifications : One of the following certifications is required: PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-SCP or CCP (Certified Compensation Professional).