Human Resources Supervisor

Supplemental Information

Job Number: MHSD-192327-JS

Metropolitan Human Services District

3100 General DeGaulle Dr. New Orleans, LA 70114

MHSDis one of ten districts across Louisiana, created by the state legislature in 2003 to oversee the delivery of publicly funded, community-based mental health, addictive disorders and developmental disabilities services to our area. MHSD serves adults, children and families of Orleans, Plaquemines and St. Bernard Parishes. In particular, we serve residents who are uninsured or Medicaid eligible/covered, individuals suffering from mental illness, individuals suffering from addiction, and individuals who have developmental and/or intellectual disabilities.

The incumbent of the Human Resources (HR) Supervisor position, under the direction of the HR Director, oversees and manages a team of HR professionals who provides exceptional employee experiences that fosters a positive, engaged, motivated, and inclusive work environment. The HR Supervisor manages hiring and selection, employee relations, policy implementation, training and development, compensation, and compliance to optimize efficiency.

Team Leadership, Development, and Management

• Mentors, coaches, and facilitates learning and development for the HR team, ensuring teamwork, productivity, and professional growth

• Assists the HR Director with developing Individual Development Plans (IDPs) to promote employee's professional growth, improve employee skills and knowledge, and work experiences by providing resources and opportunities for learning through trainings and professional development opportunities

• Assists the HR Director by assigning tasks, setting performance goals, and providing regular feedback to enhance team effectiveness

• Assists the HR Director with initiatives to increase job satisfaction, improve employee morale, overall well-being, employee engagement, and work-life balance

Compensation

• Recruitment and Staffing

• Completes hire actions, transfers, demotions, promotions, etc. to process personnel actions in accordance with State Civil Service rules and regulations

• Collaborates with hiring managers to determine staffing needs; creates and develops accurate position descriptions and job postings

• Oversees recruitment efforts, posts job openings in LA Careers, refers eligible candidates to hiring managers, schedules interviews, and participates in candidates' assessments and selections

• Facilitates the onboarding process and orientation to ensure a seamless integration into the organization

• Ensures accuracy of personnel records in accordance with State Civil Service

• Compliance and Audit Division and verifies that the files are organized and accessible for audits or inquires

• Updates position descriptions (SF-3s) regularly and submits them to State Civil Service

• Compensation for review and evaluation to ensure that they accurately reflect the duties and responsibilities of the position

• Manages the employment verification process

• Informs employees about compensation policies and market adjustments

• Manages list of approved positions and compensation allocations

• Interprets Civil Service rules and regulations and agency policies regarding personnel actions for employees and applicants

• Ensures personnel files comply with applicable legal requirements

• Verifies that Personnel Action Forms are accurately completed and ensures proper approvals are obtained

Data Analysis, Reporting and Compliance

• Assists the HR Director with generating HR reports and analyzing data to provide insights on key metrics such as turnover, recruitment success, and training effectiveness

• Assists the HR Director with conducting ADP HRIS training

• Utilizes data-driven insights to inform HR strategies and decisions

• Assists in managing organizational changes such as process improvements

• Oversees the maintenance of information in the LaGov, LEO, HCM, ADP systems and internal reporting, including, but not limited to: Time Entry, Prior Pay Period Adjustments, Audits and Employee Leave

Employee Relations

• Performance Management

• Addresses employee concerns, conflicts, and grievances in a timely and impartial manner

• Promotes a positive and supportive work environment by fostering open communication and conflict resolution

• Oversees performance management processes, including goal setting, performance evaluations, and addressing performance-related issues

• Manages the PES process, working closely with HR professional to ensure accuracy and adherence of deadlines

• Conducts regular performance evaluations and provides constructive feedback to staff

• Addresses employee concerns, conflicts, and grievances, promoting a positive and respectful work environment

• Manages and verifies that FMLA and ADA reports are accurate and up to date

Payroll

• Oversee and manages all aspects of payroll administration and ADP payroll systems

• Ensures accurate and timely payroll processes

• Verifies and approves the accuracy of payroll reports and data before it is submitted to Fiscal for review in accordance with ADP policies and procedures

• Verifies and approves the accuracy of employees' market adjustments

• Verifies the accuracy of all time-entry into ADP system, ensuring adherence to MHSD policy, State, federal, and Civil Service Rules and Regulations relative to time entry.

Benefits

• Retirement

• Oversees the implementation, and administration of employee benefits programs, including health insurance, retirement plans, leave policies, and wellness programs

• Oversees LASERS eligibility, paperwork, retirement counseling, retirement options, disability criteria, survivor benefits and DROP

Performs other HR duties as assigned

AN IDEAL CANDIDATE SHOULD POSSESS THE FOLLOWING COMPETENCIES:

Accepting Direction: The ability to accept and follow directions from those higher in the chain of command.

Acting Decisively: The ability to make decisions quickly and effectively.

Acting with Ethics and Integrity: The ability to be consistent, honest, and a trustworthy steward of State resources.

Adapting to Change: The ability to adjust plans, expectations, and behaviors in response to change.

Building and Supporting Teams: The ability to combine your actions and efforts with others to work toward achieving a common goal.

Championing Continuous Improvement: The ability to systematically drive or promote continuous improvement.

Communicating Effectively: The ability to relay information correctly and appropriately to connect people and ideas.

Demonstrating Accountability: The ability to accept ownership for your actions, behaviors, performance, and decisions.

Demonstrating Business Acumen: The ability to understand how the organization operates to achieve its objectives.

No Civil Service test score is required in order to be considered for this vacancy.

To apply for this vacancy, click on the "Apply" link above and complete an electronic application, which can be used for this vacancy as well as future job opportunities. Applicants are responsible for checking the status of their application to determine where they are in the recruitment process. Further status message information is located under the Information section of the Current Job Opportunities page.

• Resumes WILL NOT be accepted in lieu of completed education and experience sections on your application. Applications may be rejected if incomplete.*

For further information about this vacancy contact:

Jamie Smith

504-535-2914

jamie.smith@mhsdla.org

Qualifications

MINIMUM QUALIFICATIONS:

A baccalaureate degree plus three years of professional level human resources experience.

SUBSTITUTIONS:

a Six years of full-time work experience in any field may be substituted for the required baccalaureate degree.

Candidates without a baccalaureate degree may combine work experience and college credit to substitute for the baccalaureate degree as follows:

A maximum of 120 semester hours may be combined with experience to substitute for the baccalaureate degree.

30 to 59 semester hours credit will substitute for one year of experience towards the baccalaureate degree.

60 to 89 semester hours credit will substitute for two years of experience towards the baccalaureate degree.

90 to 119 semester hours credit will substitute for three years of experience towards the baccalaureate degree.

120 or more semester hours credit will substitute for four years of experience towards the baccalaureate degree.

College credit earned without obtaining a baccalaureate degree may be substituted for a maximum of four years full-time work experience towards the baccalaureate degree. Candidates with 120 or more semester hours of credit, but without a degree, must also have at least two years of full-time work experience tosubstitute for the baccalaureate degree.

b. A Master's in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for one year of the required experience. (The college transcript must indicate the major as business administration, public administration, human resources/personnel, etc. Master's degrees in fields such as marketing, economics, etc. are not acceptable.)

c. Possession of a Juris Doctorate will substitute for one year of the required experience.

Advanced degrees with less than a Ph.D. will substitute for a maximum of one year of the required experience.

d. A Ph.D. in Business Administration, Public Administration, Human Resources/Personnel, Industrial/Organizational Psychology, or Organizational Behavior will substitute for two years of the required experience.

All advanced degrees will substitute for a maximum of two years of the required experience.

e. Certification by the Society for Human Resource Management (SHRM) as a Professional in Human Resources (PHR), a Senior Professional in Human Resources (SPHR), a Certified Professional (CP) or a Senior Certified Professional (SCP) will substitute for a maximum of one year of the required experience.

NOTE:

In order to receive credit, your certification must be current (i.e., issued within the last three years). If you have been certified and your certification expires, you must apply for and be re-certified before you can get credit again. Information regarding certification may be obtained from the Human Resource Certification Institute, 1800 Duke Street, Alexandria, Virginia, 22314.Phone: 866-898-4724 or Fax: 703-535-6474.

NOTE:

Human resources experience is that experience gained in an office whose sole responsibility is the administration of a comprehensive personnel program including many if

not all of the following programs: recruitment, selection and placement; training; equal employment opportunity; disciplinary and grievance proceedings; classification and wage; payroll; and employee relations OR experience gained in an office whose sole responsibility is the administration of one aspect of a comprehensive personnel program, such as training, payroll, or equal employment opportunity.

NOTE:

Any college hours or degree must be from an accredited college or university.

Job Concepts

Function of Work:

To serve as a supervisor in the management of a human resources program.

Level of Work:

Supervisor.

Supervision Received:

Direct from a higher level Human Resource Manager, Human Resources Director or higher level administrative official.

Supervision Exercised:

Direct over two or more subordinates, one of which must be a professional human resources position.

Location of Work:

May be used by all state agencies.

Job Distinctions:

Differs from the Human Resources Specialist by the supervision of two or more subordinates, one of which must be a professional Human Resources position.

Differs from Human Resources Manager A by the absence of management responsibility of a human resources program.

Please refer to the approved DSCS Allocation Criteria Memorandum for specific allocation requirements.

Examples of Work

Develops and recommends policies, procedures, and long and short-range goals relative to human resources program.

Establishes priorities and work standards of assigned program in order to meet agency goals and objectives.

Review results of studies and explains results to agency management.

Explains alternative solutions to complex allocation or evaluation problems.

Requests re-evaluation of new or revised jobs.

Supervises staff in conducting detailed salary surveys and other research. Analyzes data and determines problem areas. Prepares documentation of findings for submission to Civil Service.

Revises salary levels proposed by management, ensuring consistency within existing organizational patterns. Meets with Civil Service representatives to solicit advice regarding

the most appropriate pay mechanism to address specific pay issues.

Drafts disciplinary actions for review by the human resource director and agency legal counsel.

May represent the agency at Civil Service hearings.

Counsels employees and management on applicable Civil Service rules and state and federal laws pertinent to employee relations activities.

Participates in the development of agency policy regarding employee assistance. May counsel employees with personal problems that affect work performance and make

referrals for professional assistance. Acts as liaison between employees and supervisors.

Investigates complaints of discrimination or sexual harassment brought through internal complaint procedures. Recommends resolution to the Human Resource Director.

Analyzes hiring and promotional practices to ensure that the agency is in compliance with federal law.

Interprets Civil Service rules and regulations and departmental policies and procedures regarding personnel actions for management, employees, and applicants.

Ensures that benefit options are adequately explained to all employees.

Manages recruiting, selection, and placement activities for the agency. Advises agency management and supervisors of best method of filling vacancies.

Reviews all applications and determines what field or job applicants are best suited for and provides this information to supervisors as needed.

Assesses and evaluates the management of human resources programs, guidelines and principles that affect program needs.

Participates in departmental strategic planning.