: 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