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HomeMy WebLinkAboutAssistant Human Resources DirectorPage 1 of 2 City of Georgetown JOB DESCRIPTION Job Title: Assistant Human Resources Director Effective Date: 10/01/2012 FLSA Category: Exempt Revision Date: 02/09/2016 SUMMARY: Under the administrative direction of the Director of Human Resources is responsible for the administration of assigned operations, programs and functions of the Human Resources Department and the coordination of those activities. Includes receiving, investigating, and recommending resolutions for employee complaints and grievances. Supervises the Human Resources Department in the absence of the Director. ESSENTIAL FUNCTIONS: Essential functions, as defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. The job description does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:  Manages, develops and motivates assigned staff: including, but not limited to, setting goals and objectives, providing training and conducting regular performance reviews.  Determines work procedures, prepares work schedules, and expedites work flow for staff supervised. Studies, analyzes, and standardizes documented procedures and processes to improve efficiency and effectiveness of operations.  Lead department technology planning and system conversion and implementation projects.  Maintains a competitive and equitable compensation system, including policies and procedures, job analysis, job description, and classification. Takes initiative to review and makes recommendations on requests for re- classifications and/or salary adjustment; conducts annual salary survey to maintain competitiveness of salaries.  Assists in preparing annual budget; assures effective and efficient use of budgeted funds, personnel, materials, facilities, and time. Performs cost control activities; monitors expenditures in assigned areas to assure sound fiscal control.  Responsible for monitoring, reviewing and analysis of hiring practices. Creates and reviews reports regarding applicants, new hires and promotions; analyzes data and makes recommendations as needed.  Receives complaints, grievances from employees. Conducts interviews and investigations as appropriate for resolution of the complaint or grievance. Coordinate Employee Relations activities.  Identifies and evaluates changes in state and federal employment law legislation relating to general personnel law, affirmative action, and equal opportunity employment that impact areas of responsibility. Recommends changes to policies and procedures when appropriate.  Maintains current knowledge of employment law and regulations including FLSA, ADA, COBRA, EEO, Civil Rights Act, and FMLA; and provides recommendation and follow-up as needed.  Performs such other professional, administrative, and technical duties as required or assigned.  Serves in extension of current duties as required for emergency management, particularly in the area of recovery.  Provides quality customer service to city staff, the general public, and all other work contacts.  Attends meetings and events representing department on behalf of Director as needed. MINIMUM QUALIFICATIONS: Education, training and Experience Guidelines Bachelor’s degree in Human Resources Management, Public Administration or a related field plus five years of experience in public or quasi-public sectors Human Resources administration, at least two years of which were in a supervisory or lead capacity. Knowledge of: Page 2 of 2  Interpersonal and employee relations.  Wage and salary administration.  Recruitment.  Affirmative action.  Job evaluation.  Budgetary planning.  Problem solving.  Municipal government.  Employee relations’ laws and regulations.  Standard personnel management practices.  Benefits & Wellness administration.  Worker’s compensation issues.  Management and supervision of people.  Human Resources Information Systems.  Human Resources business processes. Skill in:  Facilitating difficult conversations and conflict resolution.  Operating personal computers.  Conducting productive meetings.  Reading and evaluating periodicals, policies, and procedures.  Writing reports and memos, and developing materials for special projects and presentations, business letters.  Calculating, forecasting, and evaluating benefits and compensation costs.  Analyzing personnel policies for accurate interpretation/incorporation of legislation; maintaining composure and diplomacy during sensitive and/or difficult interactions. LICENSES AND CERTIFICATION REQUIREMENTS PHR or SPHR or other HR Related certifications preferred. PHYSICAL DEMANDS AND WORKING ENVIRONMENT Standing, sitting, walking, lifting, carrying, pushing, pulling, reaching, handling, fine dexterity, crouching, bending, vision, hearing, talking, use of foot controls.