Chief Human Resources Officer

Salary Range: $142,311.30– $213,466.95/annual

*Starting salary is dependent upon qualifications, but in most cases is no higher than the midpoint for range.

NATURE OF WORK:

Under the direction of the City Manager, the Chief Human Resources Officer is responsible for the supervision of the City’s human resources and payroll staff and functions including workers compensation, payroll, talent acquisition, classification and compensation, employee benefits, labor relations, Citywide training and development, OSHA compliance coordination, Accident Review Board, equal employment opportunity, performance management, human resource information systems (HRIS), wellness programming and the Civil Service Commission. Works closely with division leadership in identifying, evaluating and resolving human resources and payroll issues, and to facilitate communications and organizational planning. Serves as an advisor to the City Manager on human resources policy and practice matters; prepares and implements human resources policies for the City; works closely with recognized unions to maintain good labor/management relationships. The position serves as a champion for equity, and will work collaboratively with all staff to create and implement policies and procedures to facilitate equity and inclusion throughout the City. Responsible for ensuring that all phases of human resources activity are carried out in accordance with the mission and goals of the City, and the Civil Service Commission.

ESSENTIAL FUNCTIONS (Specific assignment will include some or all of the following):

1. Manages Human Resources, and Workers Compensation staff; assigns projects and activities; evaluates performance, initiates and/or reviews discipline.
2. Responsible for the development and implementation of a talent acquisition strategy that will achieve the most appropriate sourcing, evaluation and selection of highly qualified and diverse talent.
3. Manages the City’s Performance Management System and trains evaluators on effective methods of evaluation performance.
4. Initiates the succession planning process with organizational leaders to identify critical/key roles within the organization, and develop an action plan for individuals to assume those roles in the future.
5. Responsible for creating and ensuring pay equity across all employee populations.
6. Develops and monitors division budgets and expenditures.
7. Ensures service delivery matches the needs of the departments, in a timely and accurate manner.
8. Works with HR division managers to develop strategic and action plans in the area of human resources management to assist in their achieving departmental and cross-departmental goals and objectives.
9. Supports the City Manager in human resource planning with Department Directors.
10. Provides support in any re-organizations, restructuring, or reclassifications.
11. Provides assistance in the development of and adherence to policies, procedures and union contracts.
12. Monitors City’s progress in meeting Equal Employment Opportunity goals and objectives, through recruitment processes, selection methods, hiring and promotional activities, training and development activities, discipline, terminations and related employment activities.
13. Receives employee complaints relating to City policies including sexual harassment and discrimination, refers to appropriate forum and/or initiates investigations; submits findings to City Manager’s Office for further action. Assists the Law Department with processing of EEOC complaints, and employment litigation.
14. Trains management employees in union contract management; interprets union contract language; monitors compliance with contractual provisions.
15. Assists departments in analyzing and responding to union grievances; participates in grievance meetings at the City Manager level; coordinates activities relating to interest and/or grievance arbitrations, including outside legal counsel.
16. Oversees the administration of the City’s HRIS system, monitors & troubleshoots HR functions and communicates with IS staff to resolve issues. Uses the HRIS system to provide reports, analyses and recommendations. Works closely with the Finance Division to ensure processes are effectively interfaced.
17. Maintains confidential information in a mature and responsible manner.
18. Administers the employee benefit package, including health, dental and life insurance, IMRF, disability, worker’s compensation, training, Retirement Health Savings Plans, etc. Works with the City Manager and employee Health Insurance Cost Containment Committees to achieve increased employee wellness and decreased insurance costs for the City.
19. Supports the discipline system of the City, providing training, to all departments in the requirements, provisions, and techniques in investigations, documentation, processes and policies.
20. Maintains up-to-date knowledge of the human resources field, including legal and legislative changes, as well as general human resources management issues. Attends seminars, conferences and meetings with professional groups and legal counsel in order to stay current.
21. Identifies legal requirements and reporting regulations affecting Human Resources function; works to identify exposures.
22. Serves as Secretary to the Civil Service Commission; recommends necessary changes to rules or City Code to reflect needs of the City.
23. Participates in the development of the annual budget, including position analyses, RIF communications, reports and analyzes necessary for position budgeting, including the position control system.
24. Attends night and weekend meetings as required.
25. Performs other related duties as required or assigned.

MINIMUM REQUIREMENTS OF WORK:

Must possess a bachelor’s degree or higher in psychology, human resources or related field, preferably supplemented with a master’s degree in human resources management, public administration or similar field, HRCI/SHRM certification preferred.

Must possess eight to ten years of increasingly responsible experience in human resources management. Must possess at least five years of supervisory and leadership responsibility.

Candidates should have well-developed leadership and administrative skills and a generalist background with broad knowledge of talent acquisition, compensation, equity and inclusion, employee engagement, learning and development, organizational planning, employee relations, labor relations, payroll, pension administration, safety and worker’s compensation.

Knowledge, Skills, and Abilities:

1. Substantial experience in leading and conducting the administrative and management functions of a human resources department.
2. Relevant experience in public sector human resources leadership, and a thorough understanding of federal and state requirements and guidelines relating to human resources management.
3. Experience with labor relations, including relevant experience in administering union contracts including grievance and arbitrations.
4. Excellent interpersonal skills. Must be approachable by employees at all levels and from all backgrounds; must be able to develop effective working relationships with employees, managers, City officials, unions and outside vendors.
5. Experience as a team member in a diverse organization, including diversity in organization, ethnicity, culture, and social contexts.
6. Excellent problem-solving skills.
7. Ability to provide creative resolutions to human resources issues and to organizational issues.
8. Skill in listening to others, identifying real issues, and responding to a variety of situations requiring emotional maturity, confidentiality, and trust building.
9. Ability to write policies, procedures, rules, regulations, memos, letters, reports, analyses.
10. Ability to perform cost analyses for contract negotiations, budget development and monitoring, position budgeting, re-organizations, and the like. Must be fluent in Excel.
11. Experience with interconnected financial/human resources enterprise computer system.
12. Understanding of governmental budgeting.

PHYSICAL/ENVIRONMENTAL REQUIREMENTS OF WORK:

The ability to work in a primarily sedentary position, with the ability to occasionally use force to exert up to 25 pounds. The ability to lift, carry or otherwise move objects, books, materials, etc. using up to 25 pounds of force frequently, and/or a negligible amount of force constantly to move objects with or without accommodation. The employee is subject to inside environmental conditions: protection from weather conditions, but not necessarily from indoor temperature changes. Employee travels between various City worksites in order to accomplish position goals and may be required to visit field worksites to observe job performance, respond to and/or investigate situations.

The employee must be able to respond to situations developing in the organization, some of which may be emergencies, requiring immediate attention, and allocation of resources. Situations may require ability to deal with emotional, non-rational or psychological situations.

SUPERVISION:

The Chief Human Resources Officer reports to the City Manager. Guidance is provided via the City Code, the Rules of the Civil Service Commission, City human resources policies, union contracts, state statutes, federal laws and guidelines, and other related governmental or other agencies. Must work independently, within the overall framework and policies set by the City Manager. The employee is responsible for prioritizing work tasks, and for identifying and utilizing the appropriate resources to reach the desired goal. The Chief Human Resources Officer works closely with Department Directors in order to achieve the goals and objectives of the city in human resources matters. Performance is reviewed through observation, completion of projects, status reports, conferences, and on-going communication with the City Manager. Work is formally evaluated at least annually, with respect to human resources expertise, achievement of goals and objectives, problem-solving ability, analytic skills, communication skills, customer service skills, presentation skills and performance in accordance with this classification standard.

PUBLIC CONTACT:

The employee has regular and frequent contact with City employees at all levels, union representatives, members of the public and representatives of other agencies including vendors and benefit providers.

Chosen candidates will be subject to a qualifying pre-employment drug/alcohol screen and background check.

The City of Evanston is an equal opportunity employer and ensures against discrimination in employment on the basis of a person’s race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, military discharge status, source of income, housing status, or gender identity. The City of Evanston is committed to the full inclusion of all qualified individuals. In keeping with our commitment, The City will take the steps to assure that people with disabilities are provided reasonable accommodations. Accordingly, if reasonable accommodation is required to fully participate in the job application or interview process, to perform the essential functions of the position, and/or to receive all other benefits and privileges of employment, please contact the Human Resources Division at 847-448-8204(voice) or 847-866-5095(TTY).

#J-18808-Ljbffr