HRSD Position Description: Organizational Development/Training Manager

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1 HRSD Position Description: Organizational Development/Training Manager The selected candidate must be able to obtain and maintain TWIC (Transportation Worker Identification Credential) card requirements. Section I. Section II. Section III. Position Reference Information a. Department General Management b. Division Human Resources c. Position Title Organizational Development/Training Manager d. Immediate Supervisor Chief of Human Resources e. Work Center Customer Service Building f. Grade 9a-9 Position Summary Under broad guidance, the Organizational Development/Training Manager is responsible for: a. Leading and managing the organizational needs assessment process to identify opportunities to foster understanding and use of human resources best practices and quality and organizational development programs to promote the Mission, Vision and Values of HRSD with a focus on team building, building leadership and management capacity and Quality Improvement b. Designing, developing, implementing and measuring organizational-wide training, curriculum and programs that address the identified training needs and/or procurement of other training resources as needed c. Acting as the HRSD Quality Manager and promoting the Quality program throughout the organization and to employees Examples of Position Duties a. Assess, design, develop, implement, facilitate and evaluate training programs to enhance the effectiveness of employee competencies related to human resources best practices, leadership and organizational development on a continuing basis; including the course curriculum and materials b. Develops and implements training programs and strategies to address issues and identified needs for HRSD and individual departments; regularly meets with managers and employees to determine organizational development needs at the front-line level c. Develops various developmental programs to enhance internal promotional opportunities, career advancement, cross training opportunities and job enrichment d. Works with HRSD Apprenticeship Committee to develop any complementary programs (outside of specific OJT and classroom areas) e. Ensures all training program course curriculums are relevant and documentation and materials are applicable and current f. Coordinates with subject matter experts, internally and externally, to design and prepare in-house workshop content including course outlines, case studies and exercises; facilitates and presents workshops g. Provides leadership in assessing, developing, implementing and managing HRSD s continuous improvement efforts; assists in structuring improvement plans and in setting goals toward organizational metrics for each process improvement activity Page 1 of 5

2 h. Trains employees and managers in the techniques, processes and tools used in process improvement activities; advises departments regarding effectiveness and efficiency measures to be used to measure individual and group performance i. Develops and manages the Organizational Development budget including Quality initiatives j. Leads and manages Training staff, Quality facilitators, and other employees engaged in presenting pertinent Training k. Completes a variety of special projects and studies; continues to enhance own organizational development knowledge and stay current on developments and innovations in the Human Resources field l. Supervises and manages Human Resource staff in the absence of the Division chief; mentors staff member in areas of expertise m. Performs other duties as assigned Section IV. Position Contacts a. Standing Committees, Boards, and Organizations Required a) Chair - Quality Program b) Member - Division QST c) Member - Apprenticeship Committee b. Internal Contacts Contact Purpose Frequency Quality Administrative Review work and answer questions on Daily Coordinator assignments Chief of Human reports, review of work and budget; Weekly Resources keep current on organizational development activities Apprenticeship Training programs, needs assessment, policy Committee Human Resources Accounting & Finance Department QST HRSD Employees HRSD QST General Manager guidance and feedback Employee information, coordination of training and training and organizational development related issues; back-up Division Chief as appropriate Payroll, budget, accounts payable Training needs, assessment and feedback Training needs, assessment and feedback Brief and provide feedback on organizational development and quality initiatives Strategic planning issues that impact organizational development, training, and annual budget c. External Contacts Contact Purpose Frequency Providers/vendors/consult ants Data gathering and information exchange; program coordination; benchmarking Weekly Other jurisdictions/benchmarks Coordinate training initiatives Daily Page 2 of 5

3 Section V. Section VI. Position Accountabilities and Expectations a. Compliance All Federal and State rules and regulations which affects the operations of HRSD regulations are followed in accordance with HRSD policies and programs 100% of the time b. Financial Expenses are managed responsibly and within budget guidelines; makes sound decisions regarding legal issues that minimize financial risk of HRSD c. Process training is effectively designed, implemented and managed d. Human Resources Management Employees are effectively utilized; employees are developed to take on more responsible roles; effective hiring decisions are made e. Training Management - Comprehensive knowledge of training principles and practices, particularly "train the trainer" techniques; knowledge of various training evaluation methods; skills in interpersonal relations and exercising of good judgement and discretion in order to work effectively with employees, vendors, and the general public f. Customer Satisfaction presentations provide effective communication with the employees, public, legislators, and elected officials; management and supervisory concerns are addressed through training needs in an educational manner; feedback, schedules, and information are provided to customers/partners within a timely manner g. Timeliness Meets deadlines for reports, projects, and responses due to customers (internal and external); legislative issues are anticipated and HRSD stance is developed in a proactive manner, allowing HRSD influence on regulations; and change implementation; document retrieval is facilitated by the development of systems for data management including file, archiving, and document control h. HRSD Universal Competencies Consistently demonstrates HRSD Universal Competencies. Working Conditions a. Must be able to work at a mid-manager level in a team-oriented culture b. Must be available to work overtime, nights & weekends as needed c. Must be able to travel outside HRSD service area, and drive to various HRSD work centers Section VII. Physical Requirements a. Must have the physical dexterity to accomplish the duties defined herein b. Work requires light lifting ability (20-50 pounds) c. Must be able to walk, stand, bend or climb at least 20% of the workday d. Must be able to pass through noisy environments Section VIII. Other a. Medical certification of physical requirements may be required b. Must be currently authorized to work for any U.S. employer c. Must be able to obtain and maintain a TWIC (Transportation Worker Identification Credential) card Page 3 of 5

4 Section IX. Qualification Standards a. Education Bachelor's Degree in Human Resources, Public or Business Administration, Organizational Development, Social Science or related field Master's Degree in Human Resources or related field b. Experience a) Minimum of 5 years experience in Human Resources with emphasis on organizational development and training; leading and facilitating groups and teams b) Demonstrated knowledge of the principles of management, organization and the dynamics of teams; prior experience in employee development c) Thorough knowledge of principles, practices and laws in the human resources field d) Supervisory experience to demonstrate the capacity to lead by example and motivate others to do the same a) Familiarity with evaluating and measuring programs and training successes b) Competency in the principles of succession planning and quality improvement programs c) Familiarity with the wastewater industry c. Training Levels Personnel in this category are fully qualified at Grade 9 with appropriate BS degree, appropriate field and 5 years of experience to include two years at a supervisory level. While a fully qualified selection is desired, the following training levels and years of experience are established for personnel who are not fully qualified: Grade 9a- BS degree and 4 years relevant experience to include 1-year supervisory experience or MS degree and 2 years relevant experience to include 1-year supervisory experience NOTE: Master's Degree in Business Administration/Management or related field is equivalent to two years of experience d. Job-specific Technical Competencies Required a) Uses knowledge of professional standards of the training and development field including research, policy and best practices design, legal standards; technical competency in several of the major programs areas such as organizational development, quality improvement, and supervisory training Page 4 of 5

5 b) Knowledge of related computer database development /maintenance, statistics, and major computer applications such as MS office products at an advanced level of proficiency c) Demonstrate the ability to effectively direct the staff and manage the resources necessary to implement programs d) Ability to manage /coordinate multiple projects e) Applies knowledge of organizational management and team building techniques f) Acts as internal training consultant in making recommendations to gain support from line management for implementation of best training practices g) Applies skills in mediation, teambuilding and organizational behavior to varied workplace situations; coaches managers and supervisors in preferred approaches h) Uses effective oral and technical skills to develop training i) Synthesizes data from many sources to respond to request and situations in a professional and forward thinking manner j) Makes effective presentations and interacts effectively with a wide variety of individuals on a multitude of issues k) Proven skill in listening, quality leadership and sustaining HRSD values l) Ability to develop highly effective working relationships with all HRSD Directors, Chiefs, Managers and employees m) Assists in the development or revision of Human Resources related policy standards and applies them when necessary to training initiatives and HRSD cultural expectations e. Job-specific Behavioral Competencies Sets Clear Performance Goals a) Clearly communicates expectations for results, timeliness, quality and other important parameters b) Establishes deadlines for delivery of results c) Evaluates, determines and refines roles, responsibilities and expectations related to various projects throughout the organization; insists on and ensures clarity of role and/or functions f. Special Licenses a) Valid driver s license from state of residence b) PHR (Professional in Human Resources) or SPHR (Senior PHR) or Certification IPMA-CP Certified Professional in Learning and Performance (CPLP) g. HRSD Universal Competencies ( the page) Page 5 of 5

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