: BLENDED MODEL OF HUMAN RESOURCES FUNCTIONS

Size: px
Start display at page:

Download ": BLENDED MODEL OF HUMAN RESOURCES FUNCTIONS"

Transcription

1 HR SCOPE OF WORK FUNCTION TASKS HR CENTRAL FIELD HR DEPT NON-HR STAFF HR Department Conceptual Framework > Participates as a strategic business partner in achieving the County's Mission, Vision, Goals and Objectives > Develops HR policies including, guidance documents, and training > Track and analyze HR laws, regulations, codes, MOUs and other requirements from local, state and federal levels as well as best practices for development or revision to HR policies and > Manages centralized HR functions > Develops County-wide HR goals, metrics and targets > Assesses compliance with HR requirements county-wide >Serve in the role of field HR as agreed upon. > Participates as a strategic business partner in achieving the Department and County's Mission, Vision, Goals and Objectives > Supports assigned Department(s) in the implementation of HR policies and > Manages Department-level HR functions > Develops and implements Department plans in support of County-wide HR goals, metrics and targets > Verifies Department compliance with HR requirements > Implements HR policies and > Ensures Departmental staff receive required training > Approves and supports Department HR goals, metrics and targets plan Recruitment* > Develop and maintain recruitment policies, and forms including review of dept. recruitments for compliance. > Manage executive and HR staff recruitment > Develop and maintain relationships with local, state and national recruitment and employment entities, colleges and universities, and professional associations etc. > Maintain eligibility pools for generic positions Conduct recruitments and maintain eligible lists for nondepartment specific classifications. > Advise and support Departments as /as requested >Collaborates with Equal Opportunity Office* > In collaboration with Department, identify unique requirements >Manage the Department level recruitment process with support from HR Central, as > Develop and maintain relationships with local, state and national recruitment and employment entities, colleges and universities, and professional associations etc. >Collaborates with Equal Opportunity Office* > Provide input into unique Department requirements Recruitment/On Boarding Candidate Testing* > Develop and maintains candidate testing policies and > Develop and maintain testing materials for department specific classifications. > Reviews tests for content validity > Administer and score Departmentrequired/specialized tests or assessments > May administer and score tests and screen results for county-wide (generic) non-department specific > Verify candidates for interviews meet positions established minimum qualifications including > Advise and support Departments as /as requested test scores May participate in nondepartment specific testing as necessary. Final Selection Process Support > Develop and maintain procedure for reference and background checks and final selection documentation requirements > Manage executive and HR staff final selection > Manage final selection documentation county-wide > Participate in job offer negotiations, as /as requested > Maintain documentation related to recruitment and selection > Oversee and/or conduct reference and background checks according to procedure > Support selection process, including interviews, candidate ranking, salary recommendation, job offer, etc. > May make job offer and manage job offer negotiations > Submit final selection documentation > May review reference checks > Participate in selection interview and make selection > May make job offer and manage job offer negotiations Page 1

2 New Employee Processing > Develop and maintain new employee orientation packets and training > Input new employee data into HR information system > Establish employee probation procedure > Manage new executive and HR employee processing > Verify that new employee on-boarding requirements are completed county-wide > Track recruitment data > Provide County-wide new employee orientation (LOD) > Provide new employee orientation packets and training including dept. specific expectaions, performance standards and practices. >Ensure that necessary processes and records are completed and submitted by new employees within required timeframes > Verify that new Department employees have sufficient supervision and support > Provide new employees with Department-specific expectations, performance standards and practices > Ensure new Department employees have sufficient supervision and support > Provide Department logistics including IT/computer access, security, parking, etc Classification/ Compensation HR Policy Development, Interpretation, Implementation, Training > Develop and maintain job classification, position descriptions, and compensation > Apply classification/compensation criteria to existing positions > Assess positions, position descriptions, and compensation and resolve discrepancies, if present > Review/amend/update all County Classifications* > Track and analyze laws, regulations, codes, MOUs and other requirements from local, state and federal levels as well as best practices for impact on human resource policies > Participate in classification and compensation studies > Submit documentation for proposed classification, position descriptions and/or compensation changes requested by the Department > Participate in review of County Classifications* > Track and analyze laws, regulations, codes, MOUs and other requirements from local, state and federal levels as well as best practices for > Develop and submit County-wide human resource policies impact on human resource policies to the Board of Supervisors HR Committee, and/or the full > Develop and submit departmental specific Board for concurrence human resource policies; may submit to > Assess implementation of HR policies county-wide Central HR for review, input and/or approval as > Provide HR policies training prior to implementation and necessary ongoing thereafter implementation and application of HR policies > Participate in training related to HR policies > Assist with Department-level HR policy training as requested > Provide information in support of classification, position descriptions, and/or compensation changes >Implement County policies participate in required training Classification HR Structure Communication > Develop and maintain systematic method for disseminating and receiving HR information county-wide > Disseminate HR information to the Department Heads and staff as > Provide pertinent Department HR information to HR Central > Provide pertinent feedback to Department and Central HR HR Information Systems > Develop and maintain HR information system > Notify Central HR of information system > Anticipate needs, propose and manage suitable systems, issues and needs enhancements, installation updates, ongoing maintenance > Process and/or verify completion of and annual budgets Department-level HR transactions > Process centralized HR transactions > Act as liaison and consultant to Auditor-Controller, Information Technology, CAO Budget and Analysis Division and departmental stakeholders > Provide HR information system training as > Assess HR information system transaction completions > Ensure use of HR information systems is in alignment with > Ensure that Department personnel participate in training as Page 2

3 Employee Records > Develop and maintain records management > Provide records management policies and procedure training as >Assess records management implementation and compliance county-wide implementation of records management policies and > Participate in records management training as > Implement County record management policies and participate in training as Compliance > Develop and maintain HR compliance monitoring > Assess compliance to HR policies,, and requirements county-wide > Track issue resolution and maintain confidential assessment records > Provide training on HR compliance policies and as > Implement HR compliance monitoring policies and implementation of HR compliance monitoring policies and > Participate in HR compliance policies and training as participate in training as required Employee and Coaching > Develop and maintain employee and management coaching > Develop and provide training as > Assist Department with the implementation of > Identify suitable coaches and employee and management coaching ensure that they attend the training including how to implement the, > Ensure that coaches have complete the procedure's forms and/or sufficient time to coach assigned assistance with the training materials personnel participate in training as Employee Support Career Counseling > Develop and maintain for career counseling > Provide career counseling training as > Identify suitable career counselors > Support Department-level career counselors in procedure implementation and effective career counseling > Identify suitable career counselors >Ensure career counselors have sufficient time for counseling participate in training as Employee Separation and Exit Processing Completed Employee Evaluations* > Develop and maintain separation and exit procedure > Maintain separation and exit documentation across the County > Assess separation and exit documentation for clarity and compliance county-wide > Develop and provide training as >Central HR collects Department reports quarterly* > May conduct separation exit interviews > May manage the separation and > Process the separation and exit exit according to procedure documentation for Department employees and submit to HR Central >Participate in training as >Provide Central HR quarterly report* Employee Relations > Serves as resource to departments as necessary > Provide employee relation training as > Assess implementation of employee relation policies and county-wide > Implement employee relation policies and > Track Department employee relation issues and complaints to resolution > May consult with Central HR on employee matters as necessary >Address employee issues and complaints, if unable to address then elevate to Field HR participate in training as Issue Investigations > Develop and maintain workplace investigation > Assess implementation of investigation policies and county-wide > Provide investigation policies and training as implementation of investigation policies and > Participate in investigation policies and procedure training as > Participate in training as required Page 3

4 Grievances > Develop and maintain grievance > Provide oversight and support for the category of grievances detailed in MOUs > Support Department with the application of MOU grievance language and the appropriate handling of grievances > Assess implementation of the grievance procedure county-> Monitor and verify Department resolution of wide > Provide grievance policy and procedure training as grievances > Provide HR Central with key grievance data > Participate in employee grievance training as > Address employee grievances > Elevate grievances that can not be resolved at the Department level to HR Central >Implement MOU language and County grievance-related policies and > Ensure Department employees participate in training as Discipline > Develop and maintain employee discipline > Assess implementation of employee discipline policies and > Provide employee discipline policies and procedure training as implementation of employee discipline policies and in the workplace > Participate in employee discipline policies and as > Implement employee discipline policies and participate in training as Training and Development (LOD) > Evaluate professional development needs for County > Submit findings to Department Head Steering Committee for prioritization > Develop and maintain a systematic professional development structure offering programs as prioritized by the Department Head Steering Committee > Monitor training program performance for continuous program improvement >Promote training and development programs to appropriate personnel >Promote training and development programs to appropriate personnel Training HR Professional Development > Evaluate HR professional development needs > Work through Training and Development [LOD] to identify internal capacity to offer training > Prioritize professional development needs not available internally > Budget as funds permit to provide opportunities for external training >Promote training and development programs to appropriate personnel >Promote training and development programs to appropriate HR personnel Performance > Develop and maintain performance management > Assess implementation of performance management policy and county-wide > Provide performance management training to new supervisors and managers > Provide existing managers with re-training and update training as use of performance management materials and > Participate in performance management policy and procedure training as >Implement performance management participate in training as required Support Organizational Development >Support CAO and HR Department organizational development and planning processes > Support Department organizational development and planning processes > Develop Department organizational development and planning process Page 4

5 Workforce/Succession Planning Support >Develop a workforce/succession plan template >Develop workforce/succession plan for HR Department > Develop and provide workforce succession plan training as > Support Department in the development of the workforce/ succession plan > Develop Department workforce/succession plan Labor Relations Reduction in Force > Develop and maintain labor relations that includes identification and monitoring of strengths and implementation of the MOUs in the workplace weaknesses in MOUs for improvement in future negotiations> Participate in MOU training as > Develop labor relations negotiating positions at direction the Board of Supervisors > Identifies common interests with each of the various employee bargaining units to build and sustain a shared vision > Advance the Board's position through collective bargaining > Assess implementation of MOUs across the County > Provide training on MOUs and updates as > Develop and maintain reduction in force [RIF] > Implements RIF as required > Maintain county-wide documentation for each RIF > Assess completion and submission of > Develop and provide policy and procedure training for RIF Department RIF documentation as >Participate in RIF training as > Reviews and approves seniority lists and layoff packets >Implement MOUs participate in training as > Make reduction in force selections > Ensure Department staff participate in RIF training as > May deliver layoff notice to employee(s) Position > Develop and maintain for position > Implement Department position management management >Assess compliance with position management > Participate in position management training > Develop and provide position management training as as > Comply with position management > Participate in position management training as Benefits Leave Manage Human Resources consulting services For Further Discussion: Ergonomics Safety Timekeeper Worker's Compensation > Develop and maintain benefit > Process county-wide benefit enrollments and maintain participation consistent with requirements > Develop and provide benefits training as > Develop and maintain leave managment > Process and monitor leaves county-wide > Notify HR Central of any Department personnel benefit issues >Promote awareness of benefit enrollment > Notify HR Central of any Department leave management issues >Promote awareness of benefit enrollment > Notify HR Central of any Department leave management issues Benefits Page 5

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER

Monterey County DEPARTMENTAL HUMAN RESOURCES MANAGER 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

More information

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS

CLASS SPECIFICATION DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS CLASS SPECIFICATION Class Code: 17225 Date Est: 10/2011 Last Rev: Last Title Chg: FLSA: Exempt DIRECTOR OF HUMAN RESOURCES/LABOR RELATIONS DEFINITION Under administrative direction, plans, directs and

More information

City of Moreno Valley Date Adopted: April 6, 2007 CLASS SPECIFICATION Senior Human Resources Analyst

City of Moreno Valley Date Adopted: April 6, 2007 CLASS SPECIFICATION Senior Human Resources Analyst City of Moreno Valley Date Adopted: April 6, 2007 CLASS SPECIFICATION Senior Human Resources Analyst GENERAL PURPOSE Under direction, performs a variety of highly responsible professional, technical and

More information

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION

DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION DESERT COMMUNITY COLLEGE DISTRICT DIRECTOR OF TUTORING AND ACADEMIC SKILLS CENTER (TASC) AND SUPPLEMENTAL INSTRUCTION (SI) BASIC FUNCTION Under the direction of the Executive Dean of Institutional Effectiveness,

More information

College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION

College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION College Human Resources Manager Bakersfield College~Cerro Coso College~Porterville College Kern Community College District JOB DESCRIPTION Definition Under the direction of the Vice Chancellor, Human Resources,

More information

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service

CLASS SPECIFICATION Human Resources Director. Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from Civil Service City of Portland Job Code: 30000409 CLASS SPECIFICATION Human Resources Director FLSA Status: Union Representation: Exempt Nonrepresented/All Bureau Directors hired after December 31, 2000 are exempt from

More information

Senior Human Resources Professional

Senior Human Resources Professional Career Service Authority Senior Human Resources Professional Page 1 of 8 GENERAL STATEMENT OF CLASS DUTIES Performs full performance level professional, technical, and administrative human resources work

More information

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING,

DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, Page 1 of 6 DIRECTOR OF HUMAN RESOURCES & EMPLOYER-EMPLOYEE RELATIONS-EEO, DIVERSITY COMPLIANCE & TRAINING, JC #676 - Classified Management - Integrated Academic Administrator and Classified Manager Salary

More information

- 143 - Human Resources

- 143 - Human Resources Mission The mission of is to serve our community by attracting and retaining a highly qualified workforce and creating a work environment for them that supports their commitment to public service, reflects

More information

Department of Human Resources. 2016 Budget Presentation

Department of Human Resources. 2016 Budget Presentation Department of Human Resources 2016 Budget Presentation Human Resources Department Proposed Operating Budget Line Item Supplement Page 40 Proposed Operating Budget Page 73 Who We Serve: 16 City Offices

More information

DISTINGUISHING CHARACTERISTICS:

DISTINGUISHING CHARACTERISTICS: OCCUPATIONAL GROUP: Human Resources CLASS FAMILY: Central Human Resources CLASS FAMILY DESCRIPTION: This family of positions include those positions which are located in the Division of Personnel. They

More information

RIO HONDO COMMUNITY COLLEGE DISTRICT

RIO HONDO COMMUNITY COLLEGE DISTRICT RIO HONDO COMMUNITY COLLEGE DISTRICT DIRECTOR OF HUMAN RESOURCES DEFINITION Under general administrative direction, to provide leadership and direction; to plan, manage, and oversee the activities and

More information

Human Resources FY 2014-16 Performance Plan

Human Resources FY 2014-16 Performance Plan Contents I. Mission Statement... 1 II. Department Overview... 1 III. Program Description and Responsibilities... 2 Administration... 2 Organization Development and Training... 2 Staffing and Recruitment...

More information

POSITION ANNOUNCEMENT

POSITION ANNOUNCEMENT POSITION ANNOUNCEMENT Director of Human Resources General Purpose The Director of Human Resources and Leadership Development provides leadership and day-to-day management of the human resource services,

More information

OPERATIONAL PLAN 2008-2014

OPERATIONAL PLAN 2008-2014 OPERATIONAL PLAN 2008-2014 Updated March 2013 Table of Contents Purpose and Use of the Operational Plan... 1 Mission, Vision and Values of Alameda County... 2 Mission, Vision and Values... 3 Human Resource

More information

OPERATIONAL PLAN 2008-2016

OPERATIONAL PLAN 2008-2016 OPERATIONAL PLAN 2008-2016 Updated April 2015 Table of Contents Purpose and Use of the Operational Plan... 1 Mission, Vision and Values of Alameda County... 2 Mission, Vision and Values... 3 Human Resource

More information

Long Beach Community College District Date Adopted: January 30, 2006. CLASS SPECIFICATION Director, Classified Human Resources

Long Beach Community College District Date Adopted: January 30, 2006. CLASS SPECIFICATION Director, Classified Human Resources Long Beach Community College District Date Adopted: January 30, 2006 GENERAL PURPOSE CLASS SPECIFICATION Director, Classified Human Resources Under the direction of the chief human resources officer for

More information

UNIVERSITY OF SOUTHERN CALIFORNIA. Executive Director, Human Resources (Centralized)

UNIVERSITY OF SOUTHERN CALIFORNIA. Executive Director, Human Resources (Centralized) UNIVERSITY OF SOUTHERN CALIFORNIA Executive Director, Human Resources (Centralized) Job Code: 117024 Grade: OT Eligible: Comp Approval: N No 4/7/2015 JOB SUMMARY: Oversees, directs and provides strategic

More information

HRCI Recertification Credits

HRCI Recertification Credits HRCI Recertification Credits last updated: November 2013 SkillSoft is an HR Certification Institute Approved Provider. Being an HR Certification Institute Approved Provider gives recertification candidates

More information

M E D I C AL D I AG N O S T I C S P E C I AL I S T Schematic Code 14251 (31000081)

M E D I C AL D I AG N O S T I C S P E C I AL I S T Schematic Code 14251 (31000081) I. DESCRIPTION OF WORK M E D I C AL D I AG N O S T I C S P E C I AL I S T Schematic Code 14251 (31000081) Positions in this banded class perform skilled technical work in the administration of specialized

More information

Revised Body of Knowledge And Required Professional Capabilities (RPCs)

Revised Body of Knowledge And Required Professional Capabilities (RPCs) Revised Body of Knowledge And Required Professional Capabilities (RPCs) PROFESSIONAL PRACTICE Strategic contribution to organizational success RPC:1 Contributes to the development of the organization s

More information

CLASS SPECIFICATION Human Resources Site Team Manager

CLASS SPECIFICATION Human Resources Site Team Manager City of Portland Job Code: 30000524 CLASS SPECIFICATION Human Resources Site Team Manager FLSA Status: Union Representation: Exempt Nonrepresented GENERAL PURPOSE Under general direction, serves on the

More information

HUMAN RESOURCES. City of Minneapolis - Human Resources H77 2013 Council Adopted Budget

HUMAN RESOURCES. City of Minneapolis - Human Resources H77 2013 Council Adopted Budget HUMAN RESOURCES MISSION The mission of the Human Resources (HR) Department is to strategically partner with departments to implement a comprehensive, competency-based talent management strategy so that

More information

Training and Human Resources Manager

Training and Human Resources Manager UNITED STATES BANKRUPTCY COURT SOUTHERN DISTRICT OF CALIFORNIA Training and Human Resources Manager Job Summary This position is located in the Administrative Section of the United States Bankruptcy Court

More information

COUNTY OF NORTHAMPTON DEPARTMENT OF HUMAN RESOURCES EASTON, PA JOB DESCRIPTION LABOR RELATIONS OFFICER

COUNTY OF NORTHAMPTON DEPARTMENT OF HUMAN RESOURCES EASTON, PA JOB DESCRIPTION LABOR RELATIONS OFFICER 1 of 6 GENERAL PURPOSE The Labor Relations Officer is responsible for overseeing a range of functions related to human resource management in a union and non-union environment, including but not limited

More information

HUMAN RESOURCES ANALYST 3 1322

HUMAN RESOURCES ANALYST 3 1322 HUMAN RESOURCES ANALYST 3 1322 GENERAL DESCRIPTION OF CLASS Human Resource Analysts do strategic and operational management activities related to the performance of Human Resource in State agencies. Human

More information

Defining Human Resources Moving to Strategic HR

Defining Human Resources Moving to Strategic HR Defining Human Resources Moving to Strategic HR P r e s e n t e d b y : S a s k a t c h e w a n S c h o o l B o a r d s A s s o c i a t i o n S c h o o l F o r T r u s t e e s - J a n u a r y 1 7, 1 8,

More information

Dean of Academics and Workforce (Chief Academic Officer)

Dean of Academics and Workforce (Chief Academic Officer) Dean of Academics and Workforce (Chief Academic Officer) Location: Employee Classification: Position Status: Employment Opportunity Main Campus - Newport Management Full-time 12 month Starting Salary Range:

More information

Certificate Program Course Summary and Assessment Sample

Certificate Program Course Summary and Assessment Sample Certificate Program Course Summary and Assessment Sample Section I: Identification Certificate Program: SDC MDC HRC X. Participant: Wanta Graduate Employee ID#: XXXXXX Course title: HR Basics Date(s) course

More information

DIRECTIVE TRANSMITTAL

DIRECTIVE TRANSMITTAL U.S. NUCLEAR REGULATORY COMMISSION DIRECTIVE TRANSMITTAL TN: DT-04-10 To: Subject: NRC Management Directives Custodians Transmittal of Management Directive 9.25, Organization and Functions, Purpose: Directive

More information

DoDEA Personnel Center HR Competency Definitions

DoDEA Personnel Center HR Competency Definitions DoDEA Personnel Center HR Competency Definitions ATTACHMENT 10 Business Management Competencies Business Process Reengineering Applies business process reengineering principles and techniques to reengineer

More information

Department of Human Resources Strategic Plan

Department of Human Resources Strategic Plan Department of Human Resources Strategic Plan Planning Period: 2011-2015 State of Vermont Department Strategic Plan Page 1 Table of Contents Message from the Commissioner... 3 Department Overview... 3 Department

More information

POSITION DESCRIPTION

POSITION DESCRIPTION POSITION DESCRIPTION TITLE: - (Exempt) Collective Bargaining - Ineligible Managerial Definition - The Board approved definition of a managerial employee is an employee who is engaged predominantly in executive

More information

Stanislaus County Supervisor Training Academy Training Catalog 2016

Stanislaus County Supervisor Training Academy Training Catalog 2016 Stanislaus County Supervisor Training Academy Training Catalog 2016 Training Courses Budgeting/Financial Overview Compliance/Payroll Regulations Conducting a Recruitment Disability Management Employee

More information

HUMAN RESOURCES. Management & Employee Services Organizational Development

HUMAN RESOURCES. Management & Employee Services Organizational Development Management & Employee Services Organizational Development Human Resources Department FY 2014-15 BUDGETED POSITIONS DIRECTOR.90 FTE * Human Resources Business Partner 1 FTE Human Resources Business Partner

More information

DISTRICT SCHOOL BOARD OF PASCO COUNTY JOB DESCRIPTION ASSISTANT SUPERINTENDENT FOR ADMINISTRATION

DISTRICT SCHOOL BOARD OF PASCO COUNTY JOB DESCRIPTION ASSISTANT SUPERINTENDENT FOR ADMINISTRATION DISTRICT SCHOOL BOARD OF PASCO COUNTY JOB DESCRIPTION ASSISTANT SUPERINTENDENT FOR ADMINISTRATION QUALIFICATIONS: (1) Master s Degree from an accredited educational institution. (2) Certification in Educational

More information

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary

DEPT: Human Resources UNIT NO. 1140 FUND: General - 0001. Budget Summary Budget Summary Category 2014 Budget 2014 Actual 2015 Budget 2016 Budget 2016/2015 Variance Expenditures Personnel Costs $5,710,284 $5,581,227 $5,982,709 $6,342,873 $360,164 Operation Costs $284,245 $256,846

More information

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver

JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS. LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB DESCRIPTION DIRECTOR, HUMAN RESOURCES & COMMUNICATIONS LOCATION: Vancouver Native Housing Society Head Office, Vancouver JOB GOAL: The Director, Human Resources & Communications plans, directs and

More information

EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT

EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT EQUAL EMPLOYMENT OPPORTUNITY PLAN POLICIES AND PROCEDURES KERN COUNTY PERSONNEL DEPARTMENT APPROVED BY KERN COUNTY BOARD OF SUPERVISORS April 14, 2015 RESOLUTION WHEREAS: (a) Equal opportunity for all

More information

Jackson Community College Job Description

Jackson Community College Job Description Jackson Community College Job Description Job Title: Director of Human Resources Department: Human Resources Reports to: Executive Director, Human Resources FLSA Status: Exempt Updated By: Bill Hendry,

More information

Director. Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training

Director. Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training Director Benefits Safety Administrative Program Training/Development Employee/Employer Relations Workers Compensation Recruitment Classifications & Compensation Youth Job Training Description of the Service

More information

SAMPLE HR AUDIT CHECKLIST

SAMPLE HR AUDIT CHECKLIST There is so much that can be done to create a dynamic and effective human resources function whether you have an in-house HR professional or not. Ideally, it would be best to gather all the information

More information

MANAGER OF HUMAN RESOURCES CORPORATE SERVICES

MANAGER OF HUMAN RESOURCES CORPORATE SERVICES MANAGER OF HUMAN RESOURCES CORPORATE SERVICES GENERAL PURPOSE The Manager of Human Resources is responsible for the overall management and support provided through the County s Human Resources unit. The

More information

HUMAN RESOURCES ADMINISTRATOR (PS100828) This position is located in San Rafael, CA

HUMAN RESOURCES ADMINISTRATOR (PS100828) This position is located in San Rafael, CA POSITION: HUMAN RESOURCES ADMINISTRATOR () This position is located in San Rafael, CA SALARY RANGE: $80,281.50 to $97,051.50 Annual Salary + Benefits (37.5 hour workweek) (Employee pays up to 8% of salary/wage

More information

Department of Human Resources

Department of Human Resources Department of Human Resources FY 15-16 Proposed Requirements: $2,126,670 FY 15-16 Requirements by Division FY 15-16 Requirements by Fund Marsha Edwards Human Resources Director 541-682-3689 Department

More information

JOB DESCRIPTION HUMAN RESOURCES GENERALIST

JOB DESCRIPTION HUMAN RESOURCES GENERALIST JOB DESCRIPTION HUMAN RESOURCES GENERALIST 1 Human Resources Generalist I. POSITION DESCRIPTION: The Human Resources Generalist manages the day-to-day operations of the Human Resource Department. The HR

More information

Contact Center Operations Manager

Contact Center Operations Manager Career Service Authority Contact Center Operations Manager Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Supervises customer service agents working in a contact center environment while managing continuous

More information

COUNTY OF LOS ANGELES Human Resources Countywide Exams. Supplemental Questionnaire: Senior Human Resources Manager

COUNTY OF LOS ANGELES Human Resources Countywide Exams. Supplemental Questionnaire: Senior Human Resources Manager COUNTY OF LOS ANGELES Human Resources Countywide Exams Supplemental Questionnaire: Senior Human Resources Manager General Information This Supplemental Questionnaire is designed to assess your experience

More information

HRBP Human Resource business professional HRBP SM

HRBP Human Resource business professional HRBP SM certification in human resourcesĀ» HRBP Human Resource business professional HRBP SM body OF KNOWLEGE HR certification institute hrci.org HR Certification Institute 1 HRBP BODY OF KNOWLEDGE AT-A-GLANCE

More information

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition

HRM. Human Resource Management Rapid Assessment Tool. A Guide for Strengthening HRM Systems. for Health Organizations. 3rd edition HRM Human Resource Management Rapid Assessment Tool for Health Organizations A Guide for Strengthening HRM Systems 3rd edition . Human Resource Management Rapid Assessment Tool Copyright 2005, renewed

More information

Human Resources Competency Model

Human Resources Competency Model Human Resources Competency Model A ONE-SIZE-FITS-ALL MODEL DEVELOPED FOR A COMPANY IN A SERVICES INDUSTRY HR COMPETENCIES* STRATEGIC Business Partnering: Business and internal customer orientation; forecasting,

More information

HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD

HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD HUMAN RESOURCES DIRECTOR TOWN OF MANSFIELD The Town of Mansfield, MA seeks a Human Resources professional to provide HR services to approximately 800 full-time and seasonal staff for both the municipal

More information

of independent decisionmaking.

of independent decisionmaking. UNIVERSITY OF NORTH CAROLINA WILMINGTON University Program Manager DESCRIPTION OF WORK: Positions in this class manage and direct a university program of considerable scope and complexity, requiring specialized

More information

Human Resources and Organizational Services

Human Resources and Organizational Services Human Resources and Organizational Services Martha Wilson - Director FY 13/14 FY 14/15 Adopted CAO 101-0300 Budget Recommended Change EXPENDITURES Salaries and Benefits 817,457 927,591 110,134 Services

More information

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule

SBBC: JJ-002 FL: 28 THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION. Approved School-based Administrators Salary Schedule THE SCHOOL BOARD OF BROWARD COUNTY, FLORIDA JOB DESCRIPTION POSITION TITLE: CONTRACT YEAR: PAY GRADE: School Assistant Principal Eleven Months* Approved School-based Administrators Salary Schedule QUALIFICATIONS:

More information

ACCOUNT CODE: 8000-000-6000 SUPERVISOR:

ACCOUNT CODE: 8000-000-6000 SUPERVISOR: Shoshone-Paiute Tribes, P.O. Box 219, Owyhee, Nevada 89832, PH: (208) 759-3100, Fax: (888) 476-7269 E-Mail Address: hr@shopai.org, Website: www.shopaitribes.org JOB ANNOUNCEMENT POSITION: Human Resources

More information

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management

Recognition of Prior Learning (RPL) Kit. BSB50607 Diploma of Human Resources Management Recognition of Prior Learning (RPL) Kit BSB50607 Diploma of Human Resources Management Applicant: Date: Diploma of Human Resources Management RPL Kit 1 Applicant declaration: I have completed the following

More information

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes

B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes B408 Human Resource Management MTCU code - 70223 Program Learning Outcomes Synopsis of the Vocational Learning Outcomes* The graduate has reliably demonstrated the ability to 1. contribute to the development,

More information

P&C Coordinator - Doolow South Central

P&C Coordinator - Doolow South Central P&C Coordinator - Doolow South Central Location: [Africa] [Somalia] [Doolow] Category: Human Resources Job Type: Fixed term, Full-time Purpose of the position: The People & Culture Coordinator will provide

More information

ASAE s Job Task Analysis Strategic Level Competencies

ASAE s Job Task Analysis Strategic Level Competencies ASAE s Job Task Analysis Strategic Level Competencies During 2013, ASAE funded an extensive, psychometrically valid study to document the competencies essential to the practice of association management

More information

Human Resources Manager, Temporary Full-Time Competition No. 15-16

Human Resources Manager, Temporary Full-Time Competition No. 15-16 Human Resources Manager, Temporary Full-Time Competition No. 15-16 Temporary Opportunity anticipated length to be up to twelve (12) months Anticipated start date: August 2015 Located adjacent to downtown

More information

Workers Compensation Claims Supervisor

Workers Compensation Claims Supervisor Career Service Authority Workers Compensation Claims Supervisor Page 1 of 6 GENERAL STATEMENT OF CLASS DUTIES Supervises and directs the work of a unit of claims adjusters. DISTINGUISHING CHARACTERISTICS

More information

DRAFT - UMHS HR Business Unit Team - Service Level Agreement

DRAFT - UMHS HR Business Unit Team - Service Level Agreement The UMHS Service Level Agreement describes and helps define the working partnership between the and DEPARTMENT. In order to streamline our working partnership and processes, UMHS encourages the development

More information

Succession Planning Process

Succession Planning Process Planning Process INTRODUCTION planning is a systematic approach to: Building a leadership pipeline/talent pool to ensure leadership continuity Developing potential successors in ways that best fit their

More information

DATE: December 11, 2013 REPORT NO. CS2013-145 1.0 TYPE OF REPORT CONSENT ITEM [ ] ITEM FOR CONSIDERATION [ X ]

DATE: December 11, 2013 REPORT NO. CS2013-145 1.0 TYPE OF REPORT CONSENT ITEM [ ] ITEM FOR CONSIDERATION [ X ] CORPORATE SERVICES COMMISSION DATE: December 11, 2013 REPORT NO. CS2013-145 TO: FROM: Chair and Members Human Resources Committee Darryl Lee, General Manager Corporate Services 1.0 TYPE OF REPORT CONSENT

More information

Government of Trinidad and Tobago

Government of Trinidad and Tobago Ref #: A007 Government of Trinidad and Tobago JOB DESCRIPTION CONTRACTUAL POSITION JOB TITLE: HEAD HUMAN RESOURCE JOB SUMMARY: The incumbent is required to provide overall management and coordination of

More information

Human Resources. General Government 209. Prince William County FY 2014 Budget MISSION STATEMENT. Human Resources; 3.7%

Human Resources. General Government 209. Prince William County FY 2014 Budget MISSION STATEMENT. Human Resources; 3.7% Prince William Self- Insurance Group; 8.6% General Registrar; 2.5% Unemployment Insurance Reserve; 0.1% Board of County Supervisors; 4.4% Executive Management; 3.9% Audit Services; 1.0% County Attorney;

More information

Creating Success Through Leadership OPPORTUNITY PROFILE. Director, Human Resources

Creating Success Through Leadership OPPORTUNITY PROFILE. Director, Human Resources Creating Success Through Leadership OPPORTUNITY PROFILE Director, Human Resources July 2014 OPPORTUNITY PROFILE About Concordia University College Concordia s history has been marked by steady growth and

More information

HUMAN RESOURCES MANAGEMENT KSA Ranking Survey: Personal Perspective 1. VISION AND PURPOSE

HUMAN RESOURCES MANAGEMENT KSA Ranking Survey: Personal Perspective 1. VISION AND PURPOSE 1. VSON N PURPOS ourts that are managed effectively have a strategic vision that reflects enduring purposes and responsibilities. The s strategic vision should resonate in uman Resources Management and

More information

HUMAN RESOURCES ANALYST, GENERALIST, Req. #:PS100516 (Location: San Rafael, CA)

HUMAN RESOURCES ANALYST, GENERALIST, Req. #:PS100516 (Location: San Rafael, CA) POSITION: CLASS CODE: HUMAN RESOURCES ANALYST, GENERALIST, Req. #:PS100516 (Location: San Rafael, CA) 91148/Exempt SALARY RANGE: $62, 653.50- $ 75,699.00 annually, plus excellent benefits (37.5 hour workweek)

More information

CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES

CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES CLERK & COMPTROLLER, PALM BEACH COUNTY CLASS DESCRIPTION CLASSIFICATION TITLE: MANAGER HUMAN RESOURCES GENERAL DESCRIPTION OF DUTIES Under general direction, employees in this classification are responsible

More information

HRM. Human Resource. Health Organizations. A Guide for Strengthening HRM Systems. Management Rapid Assessment Tool for

HRM. Human Resource. Health Organizations. A Guide for Strengthening HRM Systems. Management Rapid Assessment Tool for HRM Human Resource Management Rapid Assessment Tool for Public- and Private-Sector Health Organizations A Guide for Strengthening HRM Systems All rights reserved. Management Sciences for Health Telephone:

More information

BSB50607 Diploma of Human Resources Management. Course Overview

BSB50607 Diploma of Human Resources Management. Course Overview BSB50607 Diploma of Human Resources Management Course Overview Table of Contents Table of Contents... 1 1. Welcome... 2 1.1 VECCI Team... 2 2. BSB50607 Diploma of Human Resources Management... 2 2.1 Program

More information

BUSINESS PLAN: Human Resources

BUSINESS PLAN: Human Resources BUSINESS PLAN: Human Resources How does this service contribute to the results identified in the City of London Strategic Plan? A strong economy A vibrant and diverse community A green and growing City

More information

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008

State of Washington. Guide to Developing Strategic Workforce Plans. Updated December 2008 State of Washington Guide to Developing Strategic Workforce Plans Updated December 2008 Table of Contents Introduction... 3 What Is Workforce Planning?... 3 Workforce Planning Strategy Areas... 4 Strategic

More information

HUMAN RESOURCES OFFICE (CAJQ)

HUMAN RESOURCES OFFICE (CAJQ) HUMAN RESOURCES OFFICE (CAJQ) (1) Provides leadership, policy formation, oversight, guidance, service, and advisory support and assistance to the Centers for Disease Control and Prevention (CDC) and the

More information

HR WSQ Qualifications. Certified HR Professional Programmes

HR WSQ Qualifications. Certified HR Professional Programmes Human Resource WSQ HR WSQ Qualifications WSQ ADVANCED CERTIFICATE IN HUMAN RESOURCES 4 core + 4 Elective Units CORE UNITS Analyse and present research information (Level 3) Ensure compliance with relevant

More information

City of Portland Job Code: 30000537. CLASS SPECIFICATION Labor/Employee Relations Manager

City of Portland Job Code: 30000537. CLASS SPECIFICATION Labor/Employee Relations Manager City of Portland Job Code: 30000537 CLASS SPECIFICATION Labor/Employee Relations Manager FLSA Status: Exempt Union Representation: Nonrepresented/Incumbents hired after May 25, 2011 are exempt from Civil

More information

SANTA PAULA UNIFIED SCHOOL DISTRICT

SANTA PAULA UNIFIED SCHOOL DISTRICT SANTA PAULA UNIFIED SCHOOL DISTRICT CLASS TITLE: DIRECTOR-HUMAN RESOURCES-CLASSIFIED BASIC FUNCTION: Under the direction of the Personnel Commission, plan, organize, control and direct the Classified Human

More information

HUMAN RESOURCES (1140)

HUMAN RESOURCES (1140) HUMAN RESOURCES (1140) Pension Board County Executive Civil Service Commission Department of Human Resources Director's Office HR Partners Employment & Staffing Employee Relations, Training & Diversity

More information

Online Training. Training Categories: Page 2. Workplace Wellness (6 videos) Health and Safety (17 videos) Page 3. Page 6. Leadership (7 videos) Page 7

Online Training. Training Categories: Page 2. Workplace Wellness (6 videos) Health and Safety (17 videos) Page 3. Page 6. Leadership (7 videos) Page 7 Training Categories: Page 2 Workplace Wellness (6 videos) Our employee wellness training videos on topics such as Respect in the Workplace, Stress Management, Ergonomics and Substance Abuse are intended

More information

DIRECTOR OF HUMAN RESOURCES

DIRECTOR OF HUMAN RESOURCES DIRECTOR OF HUMAN RESOURCES Thriving non profit healthcare organization is seeking a dynamic individual for Director of Human Resources. We are a team oriented, fast paced, forward thinking organization.

More information

HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Knowledge Professional and Organizational. Leadership/Human Resources Management. Program Management

HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Knowledge Professional and Organizational. Leadership/Human Resources Management. Program Management HUMAN RESOURCES MANAGER DESCRIPTION OF WORK: Employees in this banded class provide leadership and supervision to professional/technical staff in the delivery of a contemporary human resources program(s)

More information

HR SERVICE DELIVERY STAFFING WORKGROUP #1 TASK DESCRIPTIONS BY ROLE

HR SERVICE DELIVERY STAFFING WORKGROUP #1 TASK DESCRIPTIONS BY ROLE RECRUITING & STAFFING HR SERVICE DIVERY STAFFING WORKGROUP #1 TASK DESCRIPTIONS BY ROLE HR ASSISTANT The HR Assistant handles general support and many of the transactional and logistical elements of human

More information

HUMAN RESOURCES DEPARTMENT

HUMAN RESOURCES DEPARTMENT Director: Steve McLain Mission: The Department administers activities, and Employee Training and Development Services for 21 County offices and departments which employ 1,129 employees. The department

More information

Program Performance Review

Program Performance Review Program Performance Review Human Resources Division of the Finance and Administrative Services Department September 9, 2009 Report No. 09-19 Office of the County Auditor Evan A. Lukic, CPA County Auditor

More information

Engineering/Architectural Manager Competency Profile

Engineering/Architectural Manager Competency Profile Description of Work: Employees in this banded class manage an engineering or architect program. They are typically responsible for serving as a manager and/or program authority in an organization or major

More information

Human Resource Management

Human Resource Management Human Resource Management Module 18 Participate in this seminar to learn more about the board of education s role as an employer. Module 18 workshop and resource materials include these important topics:

More information

Workforce Management Office (WFMO) Functional Statements

Workforce Management Office (WFMO) Functional Statements Workforce Management Office (WFMO) Functional Statements WORKFORCE MANAGEMENT OFFICE The Workforce Management Office (WFMO) is the servicing Human Resource Organization for NOAA and is the principal contact

More information

Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07

Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07 All photographs courtesy of Mark Bright and used by permission. COUNTY OF SANTA BARBARA Assistant Director of Alcohol, Drug, and Mental Health Services Clinical Operations Job Bulletin #13-8004-07 The

More information

DEPARTMENT OF EDUCATION STATE OF HAWAII

DEPARTMENT OF EDUCATION STATE OF HAWAII Class code: 56716 DEPARTMENT OF EDUCATION STATE OF HAWAII PERSONNEL SPECIALIST II, E0-07 DUTIES SUMMARY: Has immediate responsibility for providing the full range of technical services on a statewide level

More information

Mississippi State Personnel Board Human Resources Certification Program. Program Policies. 210 East Capitol Street, Suite 250 Jackson, MS 39201

Mississippi State Personnel Board Human Resources Certification Program. Program Policies. 210 East Capitol Street, Suite 250 Jackson, MS 39201 Mississippi State Personnel Board Human Resources Certification Program Program Policies 210 East Capitol Street, Suite 250 Jackson, MS 39201 Jan Sims, CPLP Workforce Development Director 601-359-2718

More information

Service Level Agreement

Service Level Agreement Service Level Agreement Human Resources September 2015 CONTENTS 1.0 General Overview... 2 2.0 Mission Statement... 2 3.0 Description of Services... 2 3.1 Compensation... 2 3.2 Training and Development...

More information

Human Resources Department Strategic Plan

Human Resources Department Strategic Plan Human Resources Department Strategic Plan 2010-2014 Human Resources Department Table of Contents Executive Summary... 3 Strategic Context University of Regina Planning Framework... 4 Strategic Planning

More information

ACCOUNTANT COMPETENCY PROFILE

ACCOUNTANT COMPETENCY PROFILE Description of Work: This is professional accounting work with responsibility for accounting and/or budgeting accounting functions, and which applies knowledge of the theory and practice of recording,

More information

Division of Human Resources. Strategic Plan For a Culture of Excellence

Division of Human Resources. Strategic Plan For a Culture of Excellence Division of Human Resources Strategic Plan For a Culture of Excellence TABLE OF CONTENTS INTRODUCTION... 2 DEPARTMENTAL MISSION STATEMENT ALIGNMENT... 4 HUMAN RESOURCES STRATEGIC DIRECTIONS... 5 HR STRATEGIC

More information

CITY OF KENT invites applications for the position of: Recruitment Specialist

CITY OF KENT invites applications for the position of: Recruitment Specialist SALARY: CITY OF KENT invites applications for the position of: Recruitment Specialist $4,109.00 - $5,002.00 Monthly $49,308.00 - $60,024.00 Annually OPENING DATE: 06/26/15 CLOSING DATE: 07/06/15 05:05

More information

GUILFORD COUNTY SCHOOLS JOB DESCRIPTION JOB TITLE: CHIEF HUMAN RESOURCES OFFICER HUMAN RESOURCES DIVISION GENERAL STATEMENT OF JOB

GUILFORD COUNTY SCHOOLS JOB DESCRIPTION JOB TITLE: CHIEF HUMAN RESOURCES OFFICER HUMAN RESOURCES DIVISION GENERAL STATEMENT OF JOB GUILFORD COUNTY SCHOOLS JOB DESCRIPTION JOB TITLE: CHIEF HUMAN RESOURCES OFFICER HUMAN RESOURCES DIVISION GENERAL STATEMENT OF JOB Develops the vision, mission, goals and objectives for human resources

More information

DEPARTMENT OF DEFENSE IMPLEMENTING GUIDANCE FOR THE PATHWAYS PROGRAMS

DEPARTMENT OF DEFENSE IMPLEMENTING GUIDANCE FOR THE PATHWAYS PROGRAMS DEPARTMENT OF DEFENSE IMPLEMENTING GUIDANCE FOR THE PATHWAYS PROGRAMS 1. PURPOSE. This provides the Department of Defense (DoD) guidance on the implementation of the Pathways Programs (PP). 2. AUTHORITY.

More information