The City of Redmond
Human Resources Director
The City of Redmond, Redmond, Oregon, United States, 97756
This is a supervisory position which directs and oversees the professional work in Human Resources, such as employee relations, workforce budgeting/planning, payroll/leave administration, recruitment and selection, employee and labor relations, safety, job classifications and compensation, employee benefits program administration, training and development, records maintenance, and administration of Citywide personnel policies and procedures. This position will work with multiple departments and/or program areas and exercise an executive level of independence combined with professional judgment. Employees at this level are expected to perform recurring or new work with frequent variation that is of a high level of complexity. This position will serve on the City’s executive leadership team and is required to enter into an employment agreement with the City.ESSENTIAL JOB FUNCTIONS
Position reports to the City Manager, or designee, and serves as a member of the City’s Leadership Team.Provide leadership in the development of HR Division goals, objectives, policies, and procedures.Represent the HR Division and the City to the public, in legal or administrative proceedings, to other organizations or entities and in other situations as required; make presentations and provide comment and testimony.Conduct a variety of special projects as assigned by the City Manager, which may involve extensive complex research, analysis, comparison and administrative follow-up.Establishes and maintains a variety of files and other records; maintains accurate and timely record processing and statistical information.Provide direction and oversight of the City’s recruitment process.Provide direction and oversight of the City’s employee orientation processes.Provide direction and oversight of the City’s health and safety training programs to include processes, reporting, and compliance with applicable state and federal laws.Provide direction and oversight of the City’s payroll/leave administration function to include monitoring and review for accuracy, timeliness, and compliance with applicable state and federal laws. Ensure the system has proper internal controls and meets audit standards.Provide direction and oversight of the City’s classification and compensation processes, including performing classification and compensation studies, pay equity compliance, developing classification specifications, and making recommendations for position pay ranges.Assist with internal compensation program analysis, trend reporting or other compensation program activities.Provide support for maintaining, analyzing, changing, implementing and communicating the employee benefit package to include healthcare and other programs.Provide direction and oversight of Family Medical Leave, Oregon Family Medical Leave, and Paid Leave Oregon requests.Provide direction and oversight of the City’s performance evaluation process including process coordination, training, tracking and consultation with managers and/or supervisors.Manage, plan and direct a comprehensive employee and labor relations program.Develop and update best practice personnel policies and procedures (including employee handbook) consistent with stated objectives and federal, state and local laws.Provide information, training and guidance to management and staff on the interpretation and administration of personnel policies and procedures and labor contracts.Provide professional HR consultation and advisory services on personnel and other sensitive matters.Provide consultation and advice to management on department policies, procedures and programs that involve employee and labor relations issues, including corrective actions.Maintain confidential and privileged information; investigate complaints of misconduct, under performance, discrimination or harassment.Investigate employee complaints or concerns.Provide training to managers and supervisors in all aspects of HR topics as assigned.Support collective bargaining negotiations, proposals, and related; review/maintenance of labor contract documents.Provide staff support for employment and labor grievances and contested case matters; participate in arbitration preparation and presentation; prepare proposals, reports, exhibits or statistical or analytical information; testify at administrative hearings and court proceedings; act as a liaison to the City’s legal counsel regarding employee and labor relations issues.Provide reporting information to third party vendors, including IRS, in compliance with the ACA.Develop and maintain positive relationships internally and externally with third party vendors.Consult with and advise managers on grievance responses and develop responses delegated to Human Resources.Identify organizational training needs; develop or identify programs to meet the organization’s needs; ensure mandated training is conducted and documented; monitor program effectiveness in meeting training objective goals and adjust as required.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 frequently required to sit and talk or hear. The employee is occasionally required to walk; use hands to operate objects, tools, or controls; and reach with hands and arms.The employee may occasionally lift and/or move up to twenty-five (25) pounds.TOOLS AND EQUIPMENT USED:
Computer, including word processing, data base, Internet, spreadsheet programs; calculator, telephone, copy machine, fax machine.WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.While performing the duties of this job, the employee works in an office environment; the employee rarely works in outside weather conditions. The noise level in the work environment is usually quiet.This description covers the most significant essential and auxiliary duties performed but does not include other occasional work which may be similar, related to, or logical assignment to the position.The job description does not constitute an employee agreement between the employer and the employee and is subject to change by the employer as the needs of the employer and requirements of the job change.Job Requirements
JOB QUALIFICATION REQUIREMENTS:Mandatory Requirements:Bachelor’s degree in Business Administration, Human Resources, Public Administration, Law or closely related field; plus at least eight (8) years verifiable experience working in a bargaining unit environment, HR policies/personnel practices, benefits, safety, classification/compensation, and recruitment/selection, as well as five (5) years supervisory experience
or
any combination of education and verifiable work experience that gives the skills, knowledge and abilities to successfully perform the job duties as described.For desirable requirements to be considered, requirements noted above must be met:Certified Professional in Human Resources (SHRM-CP), Senior Certified Professional in Human Resources (SHRM-SCP), and/or Public Sector HR Association (PSHRA)Three (3) years of public sector verifiable work experience in Human Resources supervisory capacityThree (3) years of verifiable work experience in employee relations and investigationsThree (3) years of public safety union verifiable work experienceThree (3) years of payroll and/or leave experienceDirect collective bargaining negotiation/grievance response verifiable work experienceSpecial Requirements/Licenses:Possession of, or required to obtain within thirty (30) days from date of hire, a valid Oregon driver’s license.
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Position reports to the City Manager, or designee, and serves as a member of the City’s Leadership Team.Provide leadership in the development of HR Division goals, objectives, policies, and procedures.Represent the HR Division and the City to the public, in legal or administrative proceedings, to other organizations or entities and in other situations as required; make presentations and provide comment and testimony.Conduct a variety of special projects as assigned by the City Manager, which may involve extensive complex research, analysis, comparison and administrative follow-up.Establishes and maintains a variety of files and other records; maintains accurate and timely record processing and statistical information.Provide direction and oversight of the City’s recruitment process.Provide direction and oversight of the City’s employee orientation processes.Provide direction and oversight of the City’s health and safety training programs to include processes, reporting, and compliance with applicable state and federal laws.Provide direction and oversight of the City’s payroll/leave administration function to include monitoring and review for accuracy, timeliness, and compliance with applicable state and federal laws. Ensure the system has proper internal controls and meets audit standards.Provide direction and oversight of the City’s classification and compensation processes, including performing classification and compensation studies, pay equity compliance, developing classification specifications, and making recommendations for position pay ranges.Assist with internal compensation program analysis, trend reporting or other compensation program activities.Provide support for maintaining, analyzing, changing, implementing and communicating the employee benefit package to include healthcare and other programs.Provide direction and oversight of Family Medical Leave, Oregon Family Medical Leave, and Paid Leave Oregon requests.Provide direction and oversight of the City’s performance evaluation process including process coordination, training, tracking and consultation with managers and/or supervisors.Manage, plan and direct a comprehensive employee and labor relations program.Develop and update best practice personnel policies and procedures (including employee handbook) consistent with stated objectives and federal, state and local laws.Provide information, training and guidance to management and staff on the interpretation and administration of personnel policies and procedures and labor contracts.Provide professional HR consultation and advisory services on personnel and other sensitive matters.Provide consultation and advice to management on department policies, procedures and programs that involve employee and labor relations issues, including corrective actions.Maintain confidential and privileged information; investigate complaints of misconduct, under performance, discrimination or harassment.Investigate employee complaints or concerns.Provide training to managers and supervisors in all aspects of HR topics as assigned.Support collective bargaining negotiations, proposals, and related; review/maintenance of labor contract documents.Provide staff support for employment and labor grievances and contested case matters; participate in arbitration preparation and presentation; prepare proposals, reports, exhibits or statistical or analytical information; testify at administrative hearings and court proceedings; act as a liaison to the City’s legal counsel regarding employee and labor relations issues.Provide reporting information to third party vendors, including IRS, in compliance with the ACA.Develop and maintain positive relationships internally and externally with third party vendors.Consult with and advise managers on grievance responses and develop responses delegated to Human Resources.Identify organizational training needs; develop or identify programs to meet the organization’s needs; ensure mandated training is conducted and documented; monitor program effectiveness in meeting training objective goals and adjust as required.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 frequently required to sit and talk or hear. The employee is occasionally required to walk; use hands to operate objects, tools, or controls; and reach with hands and arms.The employee may occasionally lift and/or move up to twenty-five (25) pounds.TOOLS AND EQUIPMENT USED:
Computer, including word processing, data base, Internet, spreadsheet programs; calculator, telephone, copy machine, fax machine.WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.While performing the duties of this job, the employee works in an office environment; the employee rarely works in outside weather conditions. The noise level in the work environment is usually quiet.This description covers the most significant essential and auxiliary duties performed but does not include other occasional work which may be similar, related to, or logical assignment to the position.The job description does not constitute an employee agreement between the employer and the employee and is subject to change by the employer as the needs of the employer and requirements of the job change.Job Requirements
JOB QUALIFICATION REQUIREMENTS:Mandatory Requirements:Bachelor’s degree in Business Administration, Human Resources, Public Administration, Law or closely related field; plus at least eight (8) years verifiable experience working in a bargaining unit environment, HR policies/personnel practices, benefits, safety, classification/compensation, and recruitment/selection, as well as five (5) years supervisory experience
or
any combination of education and verifiable work experience that gives the skills, knowledge and abilities to successfully perform the job duties as described.For desirable requirements to be considered, requirements noted above must be met:Certified Professional in Human Resources (SHRM-CP), Senior Certified Professional in Human Resources (SHRM-SCP), and/or Public Sector HR Association (PSHRA)Three (3) years of public sector verifiable work experience in Human Resources supervisory capacityThree (3) years of verifiable work experience in employee relations and investigationsThree (3) years of public safety union verifiable work experienceThree (3) years of payroll and/or leave experienceDirect collective bargaining negotiation/grievance response verifiable work experienceSpecial Requirements/Licenses:Possession of, or required to obtain within thirty (30) days from date of hire, a valid Oregon driver’s license.
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