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RES 1172
RESOLUTIONNO.H7ZARESOLUTIONrevisingthetitleandjobdescriptionfortheHumanResourcesManagerbychangingthetitletoHumanResourcesDirectorandconvertingthepositiontoadepartmenthead.BEITRESOLVEDBYTHECOUNCILOFTHECITYOFCAMASASFOLLOWS:SectionIThepositionofHumanResourcesManagerischangedtoHumanResourcesDirector.SectionIITheHumanResourcesDirectorshallbeconsideredadepartmentheadandshallbeentitledtoallbenefitsaffordedtodepartmentheadsassetforthintheordinancesoftheCityandintheCityNon-RepresentedEmployees'Handbook.SectionIIIThejobdescriptionfortheHumanResourcesshallbeassetforthinExhibit"A"attachedheretoandbythisreferenceincorporatedherein.SectionIVThisresolutionshallbeeffectiveasofJanuary1,2010.PASSEDBYtheCouncilandapprovedbytheMayorthisdayofJanuary,2010.SIGNED:I\ayor/Uc7ATTEST:L—Clerk/VAPPROVEDastoform:A.CityAttorney CITYOFCAMASUnionStatus:Non-RepresentedDecember2009HUMANRESOURCESDIRECTORClassspecificationsareintendedtopresentadescriptivelistoftherangeofdutiesperformedbyemployeesintheclass.Specificationsarenotintendedtoreflectalldutiesperformedwithinthejob.JOBOBJECTIVESUndergeneraladministrativedirection,toplan,direct,manageandoverseethehumanresourcesprogramactivitiesandoperationsfortheCityincludingCity-widehumanresourcesprograms,recruitment,selection,classification,compensation,employeebenefitsadministration,employeerelations,policiesandprocedures,laborrelations,workers’compensationandtraining;toserveastheEqualEmploymentOpportunitiescomplianceofficer;tocoordinateassignedactivitieswithotherdivisions,departmentsandoutsideagencies;andtoprovidehighlyresponsibleandcomplexadministrativesupporttotheCityAdministrator.ESSENTIALFUNCTIONSTATEMENTSThefollowingtasksaretypicalforpositionsinthisclassification.Anysinglepositionmaynotperformallofthesetasksand/ormayperformsimilarrelatedtasksnotlistedhere:1.AssumemanagementresponsibilityfordirectingandcoordinatingtheHumanResourcesprogramactivitiesandoperationsoftheCityincludingCity-widehumanresourcesprograms,recruitment,selection,classification,compensation,employeebenefitsadministration,employeerelations,policiesandprocedures,laborrelations,workers’compensationandtraining;andEqualEmploymentOpportunitiescompliance.2.DevelopandadministerCityrecruitment/selectionprocessforpositionlevels(entry-level,mid-levelandmanagement).Prepareandplaceadvertisementsforallpositions;screenapplications;conductpanelinterviewstoselectfinalists;completereferenceandbackgroundchecks;recommendcandidatestoCityAdministrator;schedulepre-employmentphysicalanddrugscreenifrequired.3.Participateinthedevelopmentandimplementationofgoals,objectives,policiesandprioritiesforassignedprograms;recommendandadministerpoliciesandprocedures.4.Monitorandevaluatetheefficiencyandeffectivenessofservicedeliverymethodsandprocedures;recommend,withindepartmentalpolicy,appropriateserviceandstaffinglevels.5.Select,train,motivateandevaluateassignedpersonnel;provideorcoordinatestafftraining;workwithemployeestocorrectdeficiencies;implementdisciplineandterminationprocedures;reviewandevaluateworkmethodsandprocedures;meetwithstafftoidentifyandresolveproblems.6.Conductjobanalysis,classificationandcompensationstudies;drawinitialconclusionsandrecommendmodificationstotheCity’sclassificationplan;preparewrittendocumentationtosupportrecommendations.7.Enrollandupdateemployeesanddependentsinbenefitsprograms;providebenefitinformationandassistemployeesandprovidersinresolvingproblemsasrequired;ensurepropernotificationofbenefitscontinuationrightsftEXHIBIT.i—.OFPAGE CITYOFCAMASHumanResourcesDirector(Continued)8.Consultwithdepartmentheadsregardinghumanresourcepoliciesandprocedures,laboragreements,disciplinaryproceduresanddueprocessrequirements;providesupportinrespondingtogrievancesandparticipatinginhearings.9.ServeastheCity’slaborrelationsmanager;participateinlabornegotiations,actasnegotiationsleadonspecificissuesasinstructedbyCityAdministrator,preparecontractproposalsanddraftcollectivebargainingagreements,participateinmanagementstrategysessions,analyzewageandbenefitoptions.10.ServeontheJointLaborManagementCommittees.Workcloselywithunionexecutivecommitteesandcouncilrepresentativestoensureguidelinesofbargainingagreementsaremetandfollowedaccordingly.11.Recommendpersonnelpracticesasnecessarytoestablishpositiveemployer-employeerelationsandpromoteahighlevelofemployeemorale;preparedraftsoftheemployeehandbook,personnelpoliciesandnoticesonpersonnelrelatedissues;makerecommendationstoMayor,CityAdministrator,DepartmentHeadsandCouncilasappropriate.12.Investigateallegationsofsexualharassment,discriminationorunfairtreatment;respondtoequalemploymentopportunitycomplaints;developwrittenconclusionsorrecommendations.13.Adviseandassistalldepartmentheadsandsupervisorsofareasofpossibleconcernwithregardtoemployeeperformance,discipline,conflictsand/orconcerns.Assistwithimplementationofplansofimprovementandinterventionswithemployeeifnecessary.Conductmeetingswithemployees.Advisesupervisorsandmanagersonproperemployeerelationspoliciesandpractices.14.Identifystafftrainingneedsandopportunities.Coordinateon-siteandoff-sitetrainingprogramsasneeded.15.Maintaineffectivenewemployeeorientationprogramandconductorientationsasneeded.Conductexitinterviewsofdepartingemployees.Analyzeresponses.AlertCitymanagementofsurfacingissuesandmakeappropriaterecommendations.16.Maintaincurrentinformationonstatutorychangesandcaselawdecisionsrelatedtolaborrelations,employmentdiscrimination,workers’compensation,unemploymentandotherrelatedtopics.Consultlegalcounseltoensurethatpoliciescomplywithfederalandstatelaw.17.Maintainofficialemployeefilesincludingallpersonnelactionsandinsuranceandretirementbenefits.18.Maintainthehigheststandardsofprofessionalandpersonalconductincludingmaintainingtheconfidentialityofprivilegedinformationandprotectingconfidentialityaslongaslegallyandpracticallypossible.19.Serveasstaffonavarietyofboards,commissionsandcommittees;prepareandpresentstaffreportsandothernecessarycorrespondence.20.ProvideresponsiblestaffassistancetotheMayor,CityAdministratorandDepartmentHeads.21.Attendandparticipateinprofessionalgroupmeetings;stayabreastofnewtrendsandinnovationsinthefieldofhumanresourcesmanagementandadministration.AUXILIARYFUNCTIONSTATEMENTSFollowallsafetyrulesandproceduresestablishedforworkarea.A£Xr'if;Ta4U—y-'zzz'--' CITYOFCAMASHumanResourcesDirector(Continued)TrackclaimsforLaborandIndustries.Performrelateddutiesandresponsibilitiesasrequired.QUALIFICATIONSKnowledgeof:Operationalcharacteristics,servicesandactivitiesofahumanresourcesmanagementprogram.Principlesandpracticesofpublicpersonneladministrationincludingrecruitment,selection,benefitsadministrationandemployeerelations.Principlesandpracticesofprogramdevelopmentandadministration.Methodsandtechniquesofrecruiting,interviewingandselectingqualifiedapplicantsforemployment.Principlesandpracticesofwageandsalarybenefitadministration.Methodsandtechniquesofjobanalysisincludingclassificationandcompensation.Principlesandproceduresinvolvedinlabornegotiations.Methodsandtechniquesofdealingwithemployeegrievancesandunlawfulallegations.Principlesofsupervision,trainingandperformanceevaluation.Principlesandpracticesoflocalbudgetpreparationandadministration.Advancedprinciplesandpracticesofrecordkeeping.Modemofficeprocedures,methodsandequipmentincludingcomputers.Applicablecomputersoftwareapplications.PertinentFederal,Stateandlocallaws,codesandregulationsincludingbutnotlimitedtoFMLA,FLSA,HEPAA,Workers’Compensation,COBRA,ADA,EEOCandTitleVTIcompliance.Abilityto:Overseeanddirectmanagementofacomprehensivehumanresourcesmanagementprogram.Select,supervise,trainandevaluatestaff.Overseeandparticipateinclassification,compensationandjobanalysisfunctions.Maintainconfidentialityofworkperformed.EnsurecitywidecompliancewithADArequirements.Conductanefficientrecruitment,selectionandretentionprogram.Reviewandresolveemployeegrievancesinaccordancewithlaboragreements.Overseeandparticipateinlabornegotiations.Developandadministerprogramgoals,objectivesandprocedures.Investigateemployeegrievances.AEXHIBITPAGE_3OF CITYOFCAMASHumanResourcesDirector(Continued)Analyzeproblems;identifyalternativesolutions,projectconsequencesofproposedactionsandimplementrecommendationsinsupportofgoals.Identifyandrespondtosensitivecommunityandorganizationalissues,concernsandneeds.Research,analyzeandevaluatenewservicedeliveiymethodsandtechniques.InterpretandapplyFederal,Stateandlocalpolicies,lawsandregulationsgoverningemploymentandhumanresourcesmanagement.Operateofficeequipmentincludingcomputerandsupportingwordprocessingandspreadsheetapplications.Communicateclearlyandconcisely,bothorallyandinwriting.Understandandcarryoutoralandwritteninstructions.Establishandmaintaineffectiverelationshipswiththosecontactedinthecourseofwork.EducationandExperienceGuidelinesAnycombinationofeducationandexperiencethatwouldlikelyprovidetherequiredknowledgeandabilitiesisqualifying.Atypicalwaytoobtaintheknowledgeandabilitieswouldbe:Education:EquivalenttoaBachelorsdegreefromanaccreditedcollegeoruniversitywithmajorcourseworkinbusinessadministration,humanresourcesorarelatedfield.AMaster’sdegreeinPublicorBusinessAdministration,Communications,HumanResources,PersonnelManagementorcloselyrelatedfieldisdesirablebutnotrequired.Experience:Fiveyearsofincreasinglyresponsibleprofessional-levelhumanresourcesexperience.LicenseorCertificatePHRorSPHRCertificationdesirablePossessionofanappropriate,validdriver’slicense.PHYSICALDEMANDSAM)WORKINGCONDITIONSThephysicaldemandshereinarerepresentativeofthosethatmustbemetbyanemployeetosuccessfullyperformtheessentialfunctionsofthisjob.Reasonableaccommodationsmaybemadetoenableindividualswithdisabilitiestoperformtheseessentialjobfunctions.Environment:Normalofficesettingwithsometraveltoattendmeetings.Mobility:Incumbentsrequiresufficientmobilitytoworkinanofficesetting,operatingofficeequipment;abilitytotravelfromsitetositeinperformanceofjobrelatedduties.Vision:Visionsufficienttoreadsmallprint,computerscreensandotherprinteddocuments.OtherFactors:Incumbentsmayberequiredtoworkextendedhoursincludingeveningsandweekends.IncumbentsmayberequiredtotraveloutsideCityboundariestoattendmeetings.AEXHIBITHHPAGEOF