Public Works HR Manager

SUMMARY

This position acts as department(s)-level expert for human resource related activities. They are responsible for performing a variety of administrative personnel functions that keep their individual departments in compliance outside of the central Human Resources department and may directly supervise staff. The hybrid nature of the system of human resources delivery seeks to maximize employee engagement and workforce management at the operational department level while ensuring systemwide incorporation of human resources best practices, compliance, program efficiencies, equity, cost containment, and consistent application of policies, processes, and practices Citywide.

Central Human Resources will monitor and evaluate the effectiveness of the human resources functions within the City. Department Directors will be evaluated on their adherence to the City's policies and procedures, compliance with the federal, state, and other relevant laws, and the performance results of their human resources services and assigned personnel.

Work Scope: The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic wellbeing of people.

Complexity of Work

Complexity:

Work is analytical, non-standardized, widely varied. Evaluates multiple sources of information in complex situations using analytical skills and evaluative judgment to identify, select and apply alternatives and solutions.

Degree of Independence:

Sets own goals and determines how to accomplish results with few guidelines to follow, although precedents may exist; receives broad guidance and overall direction; work rarely reviewed.

Decision Making Authority:

Develops objectives and general policies and procedures within general scope of established operational goals and plans for a specific project or functional area of responsibility. Day-to-day work and decisions do not require direction or review by supervisor. Significant and strategic decisions are referred to supervisor.

Budget Authority: Responsible for developing recommended budget for an organizational unit, with minimal restrictions/prescribed parameters. Has accountability for all expenses within an organizational unit and reporting concerns regarding meeting budget goals.

Span of Control: May supervise a small unit of employees.

Impactful Actions

• Represents the organization during important negotiations and meetings.

• Makes or recommends decisions that have a significant impact on general business operations or finances to a significant degree.

• Meaningfully participates in setting the strategic direction of the organization and planning long- or short- term objectives.

• Formulates management policies or operating practices.

Functions, Duties and Responsibilities

ESSENTIAL FUNCTIONS INCLUDE:

The information provided below encompasses the essential functions and capabilities linked with this position.

Duties and Responsibilities

The individual in this position is expected to engage in the following work-related activities.

• Provide high level human resource advice and consultation to Department management.

• Ensure the Departmental personnel budget optimizes both organizational performance and cost effectiveness.

• Plan, direct, organize, manage and administer human resources function(s) within department(s); assist in development of human resources policies, procedures, and business practices with Central Human Resources; evaluate goals, objectives, priorities and activities to improved performance outcomes.

• Be a resource for staff on complex and private issues by maintaining a working knowledge of the City and departments policies, procedures, and guidance.

• Prepare and maintain job descriptions for each position in the Department. Initiate job description classification review and disposition with Central Human Resources.

• Conducts new hire orientation and onboarding, including desktop orientation and time keeping training.

• Ensure Department personnel perform duties and authorities within the parameters of their classification.

• Determine individual employee's rates of pay within established pay ranges and pursuant to Central Human Resources policies and practices.

• Authorize employee leaves of absence in accordance with established policy, tools, and best practices by central Human Resources.

• Conduct investigations and discipline employees pursuant to Central Human Resources policies and practices.

• Recruit, appoint, and promote employees on the basis on their relative ability, knowledge, and skills, and in support of City DEIA requirements.

• Develop and monitor work of employees and assist in resolving employment performance issues as needed to help employees become successful.

• Maintain employees' personnel files, and such other records that may be required for audit, evaluation, and monitoring purposes.

• Manages and initiates all status changes for staff in accordance with applicable policy or collective bargaining agreement.

• Establish and maintain good relationships with City labor associations participating in the collective bargaining process.

• Provide time keeping administration, review, and approval of employee time records pursuant to the City Finance & Payroll policies and practices.

• In an emergency event or an officially declared State of Emergency, responds as directed to ensure the restoration of essential public services, facilities, and infrastructure.

• Performs related duties as necessary to achieve the objectives of the position.

Managerial Responsibility

This position is a management position which encompasses supervisory responsibility, including the following tasks.

• Directly or indirectly supervise all team members, including training, assigning, and directing work, evaluating performance, disciplining as necessary, and addressing employee concerns and grievances.

• Provide team members with regular feedback on performance, including frequent informal feedback, annual performance reviews, assisting with professional development, and making recommendations for employee separations, promotions, or special assignments.

• Participate in the recruitment of new employees, including interviewing and making hiring recommendations/ decisions and compensation recommendations.

• Disseminate, implement, and enforce organization and team standards, policies, and procedures, including providing proper guidance to those carrying out related duties.

Knowledge, Skills, and Qualifications

Knowledge, Skill, and Abilities

Individuals or positions assigned to this classification are expected to possess and exhibit the following knowledge, skills, and abilities.

Knowledge:

• Knowledge of an extensive body of rules, procedures, or operations that require extended training and experience to perform a wide variety of interrelated or nonstandard procedural assignments and resolve a wide range of problems.

• Practical knowledge of standard procedures in a technical field, requiring extended training or experience, to perform such work as adapting equipment when this requires consideration of the functioning characteristics of equipment; interpreting results of tests based on previous experience and observations (rather than directly reading instruments or other measures); or extracting information from various sources when this requires considering the applicability of information and the characteristics and quality of the sources;

Skill & Ability Requirements

• Maintain advanced working knowledge of laws related to the public sector and human resources in the State of Oregon, including City, Federal policies, rules, regulations, codes, and ordinances, as well as internal policies and procedures.

• Work independently with minimum direction while also working as part of a team and collaborating with others.

• Manage a high volume of tasks at one time, including organizing and prioritizing own work and the work of others.

• Communication, interpersonal skills as applied to interaction with coworkers, supervisors, the general public and other stakeholders sufficient to exchange or convey information to provide and receive work direction.

• Maintain working knowledge of software programs such as Microsoft Office including Word, Outlook, Excel and PowerPoint and other interactive computer programs as well as cooperating common office equipment.

• Demonstrate a high attention to detail.

• Effectively communicate with others verbally and in writing, including by phone, e-mail, or in person.

• Knowledge of and ability to interpret applicable HR-related Federal, State, and local personnel laws, rules, and regulations as well as internal.

• Ability to analyze, interpret, and communicate human resources information/issues, develop recommendations and alternatives.

• Ability to maintain strict confidentiality in all human resources matters.

• Ability to establish and maintain cooperative working relationships with individuals and groups, be an effective collaborator in a team-centered environment and work effectively under general direction.

• Ability to exercise keen time management skills, balance multiple priorities, and consistently meet timelines and due dates.

• Skill in oral presentation and written communications and ability to utilize broad technology applications in documents processing, spreadsheets, data bases, power point presentations and publishing software applications.

• Work is generally performed in an office setting with travel required to off-site locations.

Education, Experience, Certifications and/or Licenses

Any combination of experience and training that would likely provide the knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be as noted below.

• Bachelor's degree or an equivalent combination of education and experience that provides the required knowledge, skills, and abilities as outlined in this job classification.
• 4 to 5 years' experience in a similar position and/or performing similar tasks
• 1 year of managerial experience.

Specific Requirements and/or Qualifications

• Current and valid Driver's license per City policies outlined in the Employee Handbook.

Preferred Qualifications

• PHR/SPHR or SHRM CP/SCPE
• Experience working for a public agency

Distinguishing Characteristics

Distinguish from the Chief People Officer: The Chief People Officer is responsible for City-wide Human Resources operations, labor relations, and policy. All Human Resources positions at the City are directly supervised, indirectly supervised, or have a matrix reporting structure to the Chief People Officer. The scope of work for a Departmental HR Manager is limited to their assigned department(s).

Distinguished from the Human Resources Business Partner: The Human Resources Business Partner has authority over City-wide policies and programs utilized by all departments, divisions, and work units. Human Resource Business Partners work has a broader scope and impact at the City. Departmental Human Resources Managers direct processes, procedures, and human resources operations in their department(s) while adhering to established City-wide policies and programs.

Distinguished from HR Analyst: The Human Resources Analyst Position performs a variety of professional human resources functions as generalists or specialize in a single human resources program area. The Departmental HR Manager is more strategic, has greater budget authority and controls all Human Resources functions within their assigned department(s).