ESSENTIAL JOB FUNCTIONS:
• Assists Director of Human Resources/Risk Management in long-range strategic planning by identifying projects for work plan development, recommends changes in organizational structure, methods, and procedures geared toward improving efficiency and effectiveness of operations; conducts periodic audits of Human Resources activities to ensure compliance.
• Collaborates with departments in evaluating, developing, and implementing departmental operating policies and procedural improvements to ensure effective and consistent Human Resources management; creates policy and compliance training and guidance materials, and facilitates various Human Resources policy-related trainings.
• Provides assistance and recommendations to the Director of Human Resources/Risk Management on human resources programs, including risk management, recruitment and selection, classification and compensation, and employee and labor relations; researches and implements new program methods and best practices.
• Plans, develops, implements, and coordinates the work of the Employee Engagement Division, including human resources programs such as recruitment, policy formulation and interpretation, employee relations, and retention efforts.
• Creates, evaluates and advises on new programs/strategies that positively impact attraction, motivation and employee retention;
• Assists in working with department heads and other officials on various HR problems interpreting the Civil Service laws, rules, and general HR policies.
• Manages complex and highly sensitive investigations, including allegations of discrimination and/or harassment; serves as an employee advocate by coaching, consulting with and assisting employees in a wide range of human resources matters.
• Develops and administers the City’s Equal Employment Opportunity plan, works closely with department heads, and assures program goals are met whenever possible. Oversees assigned Human Resources staff regarding the collection of, organization of and analysis of affirmative action data.
• Mediates informal disputes between management and employees; provides counsel to management on appropriate course of action, in an attempt to resolve differences at the lowest possible level.
• Maintains a comprehensive, current knowledge and awareness of applicable Federal, State, and local laws, regulations and policies pertaining to human resources operations.
• Evaluates human resources operations and activities; recommends improvements and modifications; prepares various reports on operations and activities; considers resource availability; negotiates timelines as needed.
• Analyzes operational problems and develops solutions; recommends and interprets human resources policies to meet departmental goals; writes procedures to implement departmental policies and strategies. May review departmental hiring decisions for compliance with policies and procedures; develops, coordinates, and may conduct mandated and other training programs.
• Represents the department on a variety of human resources-related committees. Responds to human resources-related inquiries by state and federal regulatory agencies. Responds inquiries or issues requiring an interpretation of Civil Service rules or policies; responds to EEOC charges.
• Monitors organizational compliance concerning employment law, City policies and procedures; initiates any actions necessary to ensure compliance by correcting deviations or violations; maintains an awareness of new trends and advances in the profession.
• May advise and assist the Civil Service Director in the management and administration of Civil Service to include all aspects of examinations, local rule revisions; ensures compliance with Chapter 143 of the Texas Local Government Code.
KNOWLEDGE AND SKILL:
Knowledge of: Employee relations to include dispute resolution strategies, development of personnel policies and procedures, and significant experience in Human Resource management in the areas of dispute resolution, staffing, recruitment, and Chapter 143 of the Texas Local Government Code.
Skill in: Advanced organizational, interpersonal and communication skills required to effectively manage and communicate pertinent Human Resource issues to staff, employee groups and elected officials.
EDUCATION AND EXPERIENCE:
• Bachelor’s degree in Business or Human Resources Management or related field.
• Five (5) years of progressively responsible Human Resources management experience with significant expertise in employee relations, development of personnel policies and procedures, employment staffing/recruitment techniques, benefits and compensation or financial analysis, risk management and workers’ compensation, including three years of human resources managerial experience. A proven track record of success in strategic human resources leadership, talent management initiatives and in the creation/implementation of organizational human resources related programs.
Any work related experience resulting in acceptable proficiency levels in the above Minimum Qualifications is an acceptable substitute for the above specified education and experience requirements.
LICENSES AND CERTIFICATIONS:
• Texas Class C driver’s license.
TO APPLY FOR THE HUMAN RESOURCES MANAGER POSITION, VISIT OUR WEBSITE AT WWW.PLANO.GOV/EMPLOYMENT