City
of South Portland
Human Resource Director
Job Description
Job Summary
The Human Resource Director plans, organizes and directs a variety of complex administrative, technical and professional work of the human resources functions of the City. The HR Director provides leadership to the City in designing systems, programs and developing policies for organizational effectiveness, workforce management and employee engagement, including compensation and benefit systems, workers’ compensation, employee leaves of absence, classification structures, recruitment, hiring & onboarding, employee development and training, performance management, policy administration/compliance, drug & alcohol testing program, safety program, and labor/employee relations. This position functions as the Chief Negotiator for contract negotiations and administration with the City’s six collective bargaining units.
Essential Duties and Responsibilities:
Duties may include, but are not limited to the following:
Serves as a member of senior management on task forces and committees participating in the City’s strategic planning efforts, and addressing City-wide policy and management issues.
Manages and supervises human resource department to achieve goals and “best practices” in human resources management within available resources; plans and organizes workloads and staff assignments; trains, coaches, motivates and evaluates assigned staff; reviews progress and directs changes as needed.
Provides leadership and direction in the development of short and long range human resources strategic planning; gathers, interprets, and prepares data for studies, reports and recommendation regarding human resource issues; coordinates department activities with other departments and agencies as needed.
Manages employee recruitment, hiring, and onboarding activities, including job descriptions, job postings, applicant screening, interviewing & selection, post offer physicals, background screening, and new employee orientation; strives to hire and retain a diverse and inclusive workforce that is representative of the City’s population demographics.
Provides for market competitive and equitable compensation programs by preparing position descriptions, obtaining external salary information, maintaining classification plan and recommending salary adjustments; coordinates selection and costing of benefits and resolves benefit related issues; researches new benefits; determines cost of such programs.
Facilities discussions of employee and City interests in meetings, committees, taskforces, stakeholder groups and other public settings on issues related to human resources policies and practices; develops and leads appropriate forums for collaborative policy development.
Provides
professional advice to City officials; participates in meetings with
the City Council, Civil Service Commission, the City’s
Deferred Compensation Committee, City Safety Committees, and the
general public. Recommends updates and revisions to the City’s
personnel rules
policy, drug and alcohol testing policies, and other applicable
policies, programs, and regulations for City Council approval;
develops and revises administrative policies and procedures related
to human resources management.
Communicates official plans, policies and procedures to staff and the general public.
Consults with department managers to prepare action plans to resolve employee problems, acts as a mediator in conflict situations, and participates in counseling and disciplinary Due Process meetings, as needed.
Assures that assigned areas of responsibility are performed within budget; performs cost control activities; monitors revenues and expenditures in assigned area to assure sound fiscal control; prepares annual budget requests; assures effective and efficient use of budgeted funds, personnel, materials, and time.
Serves as resource person for all staff by disseminating information, interpreting and responding to inquiries regarding administration of personnel rules and regulations, terms of bargaining agreements, and administrative policies and procedures.
Manages labor relations and collective bargaining activities, including acting as Chief Negotiator. Consults with department heads, supervisors, city manager and city council to formulate management proposals for bargaining, grievance resolution or arbitration; provides for negotiations with six bargaining units; develops contract language proposals, takes notes and/or assists in presenting information during contract negotiations; supervises ongoing contract administration. The Director performs research and preparation for collective bargaining sessions, represents the City in mediation, fact-finding and interest arbitration hearings.
The
Director assists all departments in the resolution of grievances and
administration of collective bargaining agreements. The Director
responds to step three union and employee grievances and may
represents
the City before grievance arbitration panels.
Represents City in administrative hearings such as unemployment, workers’ compensation, and Maine Human Rights Commission. Investigates claims and prepares responses on behalf of the City.
Develops and implements emergency actions plans; works with City’s Safety Coordinator and Safety Committees to develop and administer safety program for the City.
Oversees the administration and contracting for outside vendors to administer the City’s CDL Drug and Alcohol Testing program, and occupational health screening and injury management providers.
In conjunction with the IT and Finance Departments, researches, procures, implements and maintains an automated human resources information system that meets the needs of management and staff.
Ability to work cooperatively, effectively and productively with top management, employees, union business agents & officers, City Council, City Committees, legal counsel, external contacts, and the general public.
The statements contained herein reflect general details as necessary to describe the principal functions of this job, the level of knowledge and skill typically required and the scope of responsibility, but should not be considered an all-inclusive listing of work requirements.
Supervision Received and Exercised:
Works under the broad policy guidance of the City Manager.
Exercises supervision over all employees within the Human Resources Department.
Oversees the Social Services/General Assistance Department staff, and the City Safety Coordinator.
Education, Training and Experience:
Graduation from an accredited four-year college or university with a degree in Human Resources, Public Administration, Business Communications, or other related field. Five or more years of progressively responsible related experience in a position of comparable scope, or any equivalent combination of education, experience, and training that provides the required knowledge, skills, and abilities to perform the duties of the Human Resources Director.
Masters Degree in Human Resources, Public Administration, Business, Communications or other related field is preferred.
Public sector labor relations and collective bargaining experience desirable as chief negotiator; SHRM-CP or SCP, IPMA-CP or SCP, and/or CLRP Certification is desirable
Valid Class C Driver’s License is required
Knowledge, Skills, And Abilities Requirements:
Honesty, integrity, versatility, interpersonal and communication skills;
Ability to demonstrate objectivity, sensitivity, fairness, consistency and a balanced perspective regarding employee concerns, labor relations and organizational resources & expectations.
Considerable knowledge of current trends and best practices of public human resources administration;
Considerable knowledge of Maine Bureau of Labor Standards (BLS) safety requirements and compliance directives for public sector; knowledge of risk management and loss control principles.
Thorough knowledge of applicable Federal and State laws relating to personnel management and administration in the public sector, including, but not limited to personnel records & retention, FLSA, FMLA, ADA, HIPAA, Workers’ Compensation, etc.
Considerable knowledge of lawful, compliant personnel policies, rules and procedures;
Knowledge of employee classification, compensation and benefits, recruitment, selection, training, and labor relations.
Considerable knowledge of managerial principles, techniques and practices;
Considerable knowledge of standard office software programs, including word processing, spreadsheets, database, presentation/power point, outlook, MUNIS, and other applicable human resources information system (HRIS) programs;
Skill in preparing and administering municipal / department budgets;
Skill in planning, directing, and administering human resources programs and systems;
Skill in effective, clear and persuasive oral and written communications
Ability to prepare and analyze comprehensive reports;
Ability to carry out assigned projects to their completion;
Ability to communicate effectively verbally and in writing;
Ability to establish and maintain effective working relationships with employees, city officials, labor unions and the general public;
Ability to efficiently and effectively administer a human resource system;
Ability to negotiate agreements and/or search consensus with diverse and disparate interests;
Ability to provide leadership, counsel, coaching, motivation and constructive performance reviews to staff, securing their respective commitments to the City’s goals;
Ability to articulate and promote the City’s strategic positions, including its core values, to a diverse audience;
Ability to understand the City’s political environment and sensitivities and function effectively within that environment;
Ability to delegate work, plan and organize the work of others;
Ability to manage project/activity deadlines of self and others;
Accountability:
The Human Resources Director is accountable for the development and implementation of major personnel programs, and for advising the City Manager and Department Directors on matters pertaining to effective personnel management.
Contacts:
The Human Resources Director is accessible to employees at all levels within the City. Interpersonal contact is the key to effective personnel management. The Human Resources Director is occasionally involved in highly sensitive and emotional interpersonal interactions requiring skill in gaining trust and confidence from others. Contact with the City Council, City Manager, Department directors and personnel professionals and other agencies and jurisdictions is encouraged to keep current on trends and new developments in the field of human resource management.
Tools and Equipment Used:
Personal computer, including work processing, database, outlook, presentation and spreadsheet programs; telephone/IPhone; calculator; copy machine; and fax machine.
Physical Demands:
Work involves walking, talking, hearing, using hands to handle, feel or operate objects, tools, or controls, and reaching with hands and arms. Vision abilities required by this job include close vision and the ability to adjust focus. The employee may be required to push, pull, lift, and/or carry up to 10 pounds. The noise level in the work environment is usually moderately quiet.
Hours
of work are as necessary to accomplish the director’s
responsibilities in leading the department. They will often be
longer than normal office hours, may include evenings
meetings,
weekends and holidays; regular attendance is a high pre-requisite to
maintaining the position.
The physical demands and work environment described here are representatives 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.
Fair Labor Standards Designation:
The Human Resource Director position is an exempt position.
Position Grade:
The Human Resource Director position grade is S-37.5.
Department:
Effective Date:
OFFICE OF ENVIRONMENTAL HEALTH AND SAFETY 333 SOUTH
PO BOX 131 FERNDALE 2160 SOUTH AFRICA TELEPHONE
SOUTH AFRICAN NATIONAL PARKS ADDRESS PO BOX 787
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