MANAGER, HUMAN RESOURCES OPERATIONS
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Reports to:
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Vice President, Business & Administrative Services
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Position:
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Dept:
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Human Resources
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Range: EAM1
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FLSA:
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Exempt
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EEO:
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Executive/Administrative/Managerial
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This job description is intended to present a descriptive list of the range of duties performed by employees in the class. This job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities and activities may change at any time with or without notice.
Summary/Objective
The human resource manager is directly responsible for the overall administration, coordination and evaluation of the human resource operations function.
Duties and Responsibilities
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Management
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Plans, organizes and controls all activities of the department’s operations including staff and vendors; participates in developing department operational goals, objectives and systems.
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Evaluates and reports decisions and results of department operation initiatives in relation to established goals; recommends new approaches, policies and procedures to effect continual improvements in efficiency of department operation and services performed.
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Establishes and maintains department operation records and reports; participates in administrative staff meetings and attends other meetings.
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Develop, approve, and monitor the operation’s budget and expenditures.
People-Talent Acquisition, Employee Engagement and Retention, Learning and Development, and Total Rewards
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Directs recruitment efforts for all exempt and nonexempt employees; administers advertisements; works with college supervisors and administrators to prepare for the screening and selection process; administer reference checking, and job offers.
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Develops and maintains new-employee orientation programs; monitors employee evaluations and professional development programs; conducts exit interviews.
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Implements and updates the classification and compensation program: develop and revise job descriptions as necessary, conducts salary surveys, and analyzes compensation.
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Manage employee and retiree benefits administration, claims resolution, and recommend program design changes; conducts negotiations for benefit rates, plan changes, and provisions.
Organization-HR Function, Organizational Effectiveness, Workforce Management, Employee and Labor Relations, and Technology Management
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Develops, prepares, reviews, maintains, confers, recommends, and implements personnel policies and procedures.
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Develops and administers various human resources plans and procedures for all personnel.
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Provide expert advice and training on a wide range of complex, sensitive, and confidential human resource management issues and practices.
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Confers and coordinates the implementation of human resources programs for people, organization, and workplace issues.
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Serve as the department’s representative on district committees, professional, industry and community groups, regulatory, and other agencies.
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Participates in collective bargaining and meet and confer discussions; assists in maintaining, updating and providing interpretation of contract language and working conditions manuals, participates in mediating conflicts; investigate allegations of misconduct.
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Coordinate human resource systems and technology projects in meeting all professional standards for human resource systems and technology development and implementation.
Workplace-Diversity, Risk Management, and Compliance
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Develops and maintains diversity programs and plans; maintains records, files, reports and logs to conform to EEO and other regulations.
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Investigates and makes administrative determinations of Title 5 discrimination and harassment complaints.
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Ensures compliance with all federal, state and local employment laws.
Other Duties
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Other duties as assigned.
Competencies
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Leadership & Navigation – The knowledge, skills, abilities, and other characteristics (KSAOs) needed to navigate the organization and accomplish HR goals, to create a compelling vision and mission for HR that aligns with the strategic direction and culture of the organization, to lead and promote organizational change, to manage the implementation and execution of HR initiatives, and to promote the role of HR as a key district partner.
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Ethical Practice – The KSAOs needed to maintain high levels of personal and professional integrity, and to act as an ethical agent who promotes core values, integrity and accountability throughout the organization.
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Relationship Management – The KSAOs needed to create and maintain a network of professional contacts within and outside the district, to build and maintain relationships, to work as an effective member of a team and to manage conflict while supporting the district.
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Communication – The KSAOs needed to effectively craft and deliver concise and informative communications, to listen to and address the concerns of others, and to transfer and translate information from one level or department of the district to another.
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Global and Cultural Awareness – The KSAOs needed to value and consider the perspectives and backgrounds of all parties, to interact with others in a global context, and to promote a diverse and inclusive workplace.
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Business Acumen – The KSAOs needed to understand the district’s operations functions and external environment, and to apply business tools and analyses that inform HR initiatives and operations consistent with the overall strategic direction of the district.
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Consultation – The KSAOs needed to work with district stakeholders in evaluating business challenges and identifying opportunities for the design, implementation and evaluation of change initiatives, and to build ongoing support for HR solutions that meet the changing needs of students and of the district.
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Critical Evaluation – The KSAOs needed to collect and analyze qualitative and quantitative data, and to interpret and promote findings that evaluate HR initiatives and inform district decisions and recommendations.
Supervisory Responsibility
This position manages all employees of HR operations and is responsible for the performance management and hiring recommendations of the employees within the operations.
Work Environment
This job operates in a professional office environment. This role routinely uses standard office equipment.
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is occasionally required to stand; walk; sit; use hands to finger, handle, or feel objects, tools or controls; reach with hands and arms; climb stairs; talk or hear. The employee must occasionally lift or move office products and supplies, up to 20 pounds.
Position Type/Expected Hours of Work
This is a full-time position. Days and hours of work are Monday through Friday, 8:00 a.m. to 5 p.m. This position regularly requires long hours and weekend work.
Travel
Travel is primarily local during the business day, although some out-of-area and overnight travel may be expected.
Required Education and Experience
Graduation from an accredited four-year college or university with a bachelor’s degree in human resources, business or public administration or a related field, and five years of experience in human resources; or graduation from an accredited two-year college with an associate’s degree in business, public administration, or a related field, and nine years of experience in human resources.
Preferred Education and Qualifications
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A master's degree in human resource management.
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SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
Licenses and Other Requirements
A valid California driver’s license and the ability to maintain insurability under the district’s vehicle insurance program.
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