Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER

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1 Monterey County 14B66 DEPARTMENTAL HUMAN RESOURCES MANAGER DEFINITION Under direction, manages and directs a variety of Human Resources functions and programs for large departments including the Health Department and Department of Social and Employment Services (DSES); performs complex and sensitive technical personnel assignments; and does related work as required. DISTINGUISHING CHARACTERISTICS This classification is used in large operating departments (department s with approximately 800 or more employees). The incumbents are located in a decentralized Human Resources office, and are responsible for directing the work of a division of managerial, technical, and clerical staff engaged in the administration of department Human Resources functions including employee/labor relations, Equal Employment Opportunity, civil rights, Americans with Disability Act [ADA], safety, workers compensation, classification, payroll, employee benefits, personnel records, performance evaluation systems, employee orientation, special training, internal investigations, and staff recognition. Assignments require considerable independence in resolving Human Resources related issues, especially in the development of departmental policies and procedures. For DSES: Additionally, the incumbent is involved in administering compliance with Local Agency Personnel Standards (LAPS) and State of California Merit System Services (MSS) practices, procedures, and employment testing. This classification is distinguished from the Principal Personnel Analyst classification, in that the latter has Countywide responsibilities in specialized areas such as policy, strategic planning, which have far reaching consequences and impact on all departments and employees of the County. EXAMPLES OF DUTIES Nothing in this specification restricts management s right to assign or reassign duties and responsibilities to this job at any time. 1. Manage the department s Human Resources programs and activities in compliance with the governing Human Resources regulations, ordinances, resolutions and memoranda of understanding 2. Advise, assist, and recommend courses of action to all levels of department management in addressing a variety of personnel and career development needs and issues including staffing, recruitment, equal opportunity, civil rights, ADA, employee orientation, employee benefits, payroll, employment practices, performance appraisal, employee recognition, service awards, grievance response, discipline, specialized training, and related matter 3. Develop agency Human Resources goals and objectives, and recommend, implement and maintain programs, operating policies, procedures and systems 4. Participate in identification and prioritization of department staffing needs, and initiate and coordinate recruitment and testing processes with Merit System Services and/or the County s Human Resources Department. 1

2 5. Evaluate appropriateness of job classifications and submit requests for review to the Human Resources Department; or (for DSES) supervise or participate in the review of job classification and coordinate concurrence with Merit System Services 6. Advise and assist department managers and supervisors, and work in conjunction with Human Resources Department and County Counsel, to address and resolve employee relations matters including grievance processing, discipline, collective bargaining, contract maintenance, and implementation of negotiated programs and practices 7. Coordinate with Risk Management plan administrators, and Human Resources Department on requirements, reports, and application of plans and programs related to health insurance, employee benefits and safety; and administer and manage department level participation and compliance in these areas (e.g. workers compensation, sick leave, vacation and other paid leave, leave bank, drug-free workplace, health plan eligibility and enrollment, safety drills and inspections, and other similar programs) 8. Advise and assist department managers, supervisors, and other employees in interpretation and application of, and plan, direct and evaluate department compliance with Federal, State, and County laws, regulations, ordinances, policies, procedures and practices related to Equal Employment Opportunity, and civil rights discrimination/harassment 9. Direct or conduct department level discrimination and/or harassment complaint investigations, recommend response and/or action to executive management; serve as department liaison to and coordinate with the County Equal Opportunity Office as required; and (for DSES) act as State Civil Rights Coordinator, to ensure compliance with State requirements regarding investigations and reporting 10. Interpret and apply Federal, State, and County laws and regulations, ordinances, policies, and procedures impacting Human Resources programs and activities 11. Compose written reports, correspondence, board reports, and documents; and prepare and present oral presentations as required 12. Select, direct, train, supervise and evaluate subordinate professional and technical staff members 13. Coordinate and consult with Human Resources Department staff in the administration of employeremployee/labor relations programs to include contract maintenance, grievance processing/resolution, disciplinary actions, and dispute resolutions, and represent the interests of the department during collective bargaining process 14. Assist in department budget preparation and fiscal management, including preparation of preliminary estimates for functional area budget, monitoring of accounts and approval of expenditures 15. Oversee administration of an automated applicant tracking and examination processing system, providing direction to staff and ensure in-service training or instruction to users is provided 16. Attend and represent assigned department before public and private groups, professional associations, employee organizations, and at meetings and conferences relating to personnel matters; take action as Personnel or Administrative representative as assigned; and serve as the department representative for labor-management type partnerships. 2

3 QUALIFICATIONS A combination of experience, education, and/or training which substantially demonstrates the following knowledge, skills and abilities: Thorough knowledge of: 1. Principles and practices of Public Personnel management, including career development, recruitment, selection, classification, performance appraisal, employee relations, counseling and discipline. 2. Federal, State, and local laws, codes and regulations pertaining to employment practices, Equal Employment Opportunity, employee rights, and safety and working conditions relating to the requirements of the particular department; with public sector knowledge being highly desirable. 3. Principles and practices of effective supervision. 4. Principles, practices and current trends of employee and labor relations, grievance handling, and disciplinary action procedures, and the provisions and applications of the Meyers-Milias-Brown Act. 5. The principles, practices, and techniques of management, including program planning, implementation, administration, and evaluation. 6. Research and analysis methodology, policy development, report writing, and basic statistics and application thereof. 7. Salary survey procedures, methods and administration, including modern methods of setting salaries and other compensation. 8. Financial, legal and administrative requirements for developing and implementing cost allocation relating to, and administering salary/compensation programs. Working knowledge of: 1. Principles and practices of Public Administration, including governmental budgeting, fiscal and financial analysis and management, and the organizational structure, functions of and services provided by County government. 2. Principles and practices of project management, to include planning, organization, coordination, scheduling, and oversight of project progress. 3. Principles and practices of employee benefits and risk management programs and functions. Some knowledge of: 1. Unemployment insurance law and administrative procedure. Skill and Ability to: 1. Gain and apply knowledge and understanding of corresponding Human Resources regulations, ordinances, policies and procedures. 3

4 2. Interpret and apply statutes, regulations, ordinances, contracts, policies and procedures related to personnel programs, Equal Employment Opportunity and related matters. 3. Collect, interpret, analyze and evaluate data pertaining to personnel management, employee relations and grievances, and complex Human Resources problems; make sound recommendations and/or develop alternative solutions for resolution. 4. Provide advice and assistance to, and gain the cooperation of other managers, supervisors, and employees on a wide variety of personnel management and career development matters. 5. Investigate, mediate, and resolve employee complaints, disciplinary issues, and grievances. 6. Coordinate effectively and develop effective working relationships with other governing agencies such as County Administration Office, Human Resources Department, County Counsel, County Equal Opportunity Office, Merit Services System (MSS) and Joint Commission on Accreditation of Healthcare Organizations (JCAHO), State and Federal agencies, and department managers, supervisors, employees, and others contacted in the course of work. 7. Communicate effectively, both orally and in writing; present recommendations and conclusions before advisory and policy bodies; persuade and/or gain the cooperation of others; and prepare clear and comprehensive, narrative and statistical reports. 8. Select, train, direct, supervise, coordinate, and evaluate professional, technical, and clerical personnel staff and consultants. 9. Exercise objectivity, independent and sound judgment and initiative. Manage multiple and changing priorities. Produce accurate information in short timeframes as directed. 10. Work closely with County officials, department heads, managers, and staff to anticipate, obtain, and provide ongoing and accurate functional, administrative, and operational information. 11. Coordinate departmental activities with other departments and agencies as required. Attend or serve as management liaison at meetings, training events, or functions such as committees, task forces, community forums, associations, and conferences; represent the department with tact and diplomacy. REQUIRED CONDITIONS OF EMPLOYMENT As a condition of employment, the incumbent will be required to: 1. Possess a valid and current California Class C Driver s License or the employee must be able to provide suitable transportation, which is approved by the appointing authority. EXAMPLES OF EXPERIENCE/EDUCATION/TRAINING The knowledge, skills and abilities listed above may be acquired through various types of experience, education or training, typically: Education: Completion of all course work leading to a Bachelor s Degree or equivalent to graduation from college with a major in Business or Public Administration, Human Resources Management, Human Resources and Organizational Development, Industrial Relations, or a closely related field. 4

5 AND Experience: Five (5) years of progressively responsible professional administrative experience that has included analysis and recommendation of solutions to personnel management problems in areas such as staffing, Equal Employment Opportunity, personnel development, labor/employee relations and discipline, which included at least three (3) years experience in the Public Sector at the supervisory and/or management level. PHYSICAL AND SENSORY REQUIREMENTS The physical and sensory abilities required for this classification include: 1. Ability to function with multiple, critical, emergency and/or changing priorities. 2. Ability to sit for long periods of time performing normal duties working at a personal computer, or while attending meetings. 3. Physical strength and ability to lift, drag, pull and/or carry materials, and supplies weighing up to approximately 40 pounds. 4. Ability to see well enough to read standard text and documents and data on computer screen 5. Ability to communicate verbally to employees and the public. 6. Ability to hear oral communications, both in person and on the telephone. 7. Use finger and manual dexterity in order to operate a computer keyboard. CLASS HISTORY CLASS DATA Class Code: 14B66 Job Group: 03 Established Date: January 2008 EEO Category: P Revised Date: June 2013 Work Comp. Code: 8810 Former Title: (New) Bargaining/Employee Unit: X FLSA: E MOCO OT: N Prepared by: Liz Brown Approved by: /s/ Kim Moore Human Resources Department 6/18/14 Date 5

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