Deputy Director, Human Resources

DESCRIPTION

Provides comprehensive assistance to the Director of Human Resources (HR) in the administration of human resources policies and procedures including compensation, employee benefits, recruitment, employee relations, orientation, training, and special work programs; manages daily HR operations, and performs related administrative and professional work as required. The position works within broad policy and organizational guidelines and reports the progress of major activities through periodic conferences and meetings. Reports to the Director of Human Resources and works with team members, the Administrator, employees, committees, attorneys, and assigned consultants to provide support.

PRINCIPAL DUTIES AND RESPONSIBILITIES

• Assists the Director of Human Resources in planning, coordinating, and managing the daily operations of the Human Resources Department.

• Supervises assigned staff: Supervisory duties include instructing; assigning, reviewing, and planning work of others; maintaining standards; and coordinating activities.

• Manages, reviews, and participates in developing and implementing goals, objectives, policies, and priorities for assigned programs; recommends and administers policies and procedures. Monitors change and ensure compliance with all federal, state, and local laws governing human assets.

• Assists in the approval and eligibility verification of applications for the Family Medical Leave Act (FMLA) and other federal leave programs; counsels and assists employees in applying for FMLA and FFCRA benefits.

• Directs and manages the County's Internship programs. Assists the Director of HR with the grievance program and other programs and services as assigned.

• Communicates with Consolidated Government officials and administrators, appointing authorities, subordinates, third-party service contractors, the public, and other individuals as needed to coordinate work activities, review the status of work, exchange information, or resolve problems.

• Maintains a comprehensive, current knowledge of applicable laws/regulations; maintains an awareness of new products, methods, trends, and advances in the profession; reads professional literature; maintains professional affiliations; attends workshops and training sessions as appropriate.

• Performs duties of Director of HR as required in his/her absence.

• Perform other duties of a similar nature or level.

POSITION SPECIFIC RESPONSIBILITIES MIGHT INCLUDE:

• Supervises the staff unit responsible for the administration program and implementation of human resource policies, procedures, and benefits within the guidelines of federal and state laws and the Augusta-Richmond County Commission-Council Policy and Procedure Manual.

MINIMUM REQUIREMENTS

Education: Bachelor's degree in Business Administration or Human Resources. Master's degree preferred.{Please note: Upon job offer, you will be required to provide proof of education. Be sure to have the appropriate documents readily available.}

Experience: Five (5) years of progressively responsible experience in human resource administration with three (3) or more years supervising at least 10 or more employees.

Knowledge/Skills/Abilities:

• Considerable knowledge of principles and practices of public personnel administration

• Strong working knowledge of Human Resources Operations

• Proficiency in applying principles of management, negotiating, and planning

• Mastery of interpreting relevant federal and state laws and local ordinances governing human resource administration.

• Ability to relate professionally, effectively, and collaboratively with elected officials, executives, managers, vendors, community, and all levels of employees

• Must be a decisive, responsive, organized, and flexible leader with strong problem-solving skills and the demonstrated ability to function strategically and tactically

• Expertise in Human Resources computerized operations and record-keeping systems.

• Excellent communication skills both written and oral

• Strong leadership, supervisory, and management skills

• Strong interpersonal skills

• Demonstrated ability to work independently and to supervise others

• Ability to write reports and make presentations before a large audience

• Highly skilled in identifying and developing talent

Certification: SHRM/HRCI Certification preferred.

PERFORMANCE APTITUDES

• Data Utilization:Requires the ability to synthesize and integrate data for predicting, anticipating, and planning for future events impacting the organization. Includes determining strategic and tactical decisions at the highest organizational levels of authority and responsibility.

• Human Interaction:Requires the ability to function in a managerial capacity for a division or organizational unit; includes the ability to make decisions on procedural and technical levels. Requires the ability to apply principles of negotiation. Performs such in formal situations within the context of legal guidelines

• Verbal: Requires the ability to utilize consulting and advisory data and information, as well as reference, descriptive, and/or design data and information as applicable.

• Math:Requires the ability to perform calculations for essential job functions.

• Functional Reasoning:Requires the ability to apply principles of logical or scientific thinking to implement both intellectual and practical relationships; involves responsibility for consideration and analysis of complex organizational problems of major conceptual functions.

• Situational Reasoning: Requires the ability to exercise judgment, decisiveness, and creativity in critical and/or unexpected situations involving moderate risk to the organization.

• Physical Abilities:Tasks require the ability to perform sedentary to light work.

• Sensory Requirements:Some tasks require the ability to perceive and discriminate cues or signals.

• Environmental Factors:Essential functions are regularly performed without exposure to adverse environmental conditions primarily in an office setting.

OTHER

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees to this job.