Deputy Director of Human Resources

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Deputy Director of Human Resources

Market Range:

MR23

Approved Date:

10/17/2024 1:37:22 PM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

M5

Career Level Description:

Management Level 5

Job Code:

100212

Job Family:

Human Resources

Sub Family:

General Human Resources

Primary Purpose

Plans, directs, and manages the Employee Relations, Benefits and Wellness, Payroll, Operations, HRIS and HR Connect divisions of the Human Resources Department. In collaboration with the CHRO, plans, forecasts, and develops strategies for cost containment of the health and wellness budget. Serves as member of the Human Resources leadership team. Serves as a backup to the CHRO when requested. Makes recommendations to and collaborates with the CHRO on all initiatives or strategies before acting. 

•

Plans, directs and manages staff, projects and initiatives for assigned Human Resources divisions in collaboration with CHRO. Establishes expectations and provides leadership and clear direction to meet goals and objectives

1

15%

•

Provides project and program oversight, guidance, and feedback to division managers. Evaluates project and program performance through metrics, deliverables, and timelines. Supports functional managers in determining goals, objectives, and resource allocations

2

20%

•

Evaluates department's policies and processes. Conducts compliance audits and recommends solutions to adhere to federal and state laws, regulations, and best practices

3

10%

•

Participates in development, implementation, and evaluation of department goals, objectives, and systems. Recommends new approaches and innovative solutions to the CHRO to ensure continuous improvement and efficiencies within the department

4

10%

•

Maintains Benefits and Wellness budgets to ensure proper fund management and competitiveness with benefits funds. Serves as key member of request for proposal committee for HR programs and systems

5

10%

•

Develops and presents key human resource initiatives, projects, and policy updates to senior and extended leaders throughout the organization when requested by the CHRO

6

5%

•

Participates in and leads special projects as assigned

7

10%

•

Creates and oversees team’s workflow and required tasks. Defines goals, communicates objectives and monitors team performance. Manages work schedules, and timesheet approvals

8

10%

•

Serves on Human Resources leadership team

9

5%

•

Maintains professional and technical knowledge of the field through professional development

10

5%

Position(s) may perform other duties in addition to the above as assigned by management.

•

Serves as backup to the CHRO as needed

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

M5

Career Level Description:

Management Level 5

•

Directs multiple Divisions within a Department and/or manages a complex business oversight program with significant County-wide impact. Creates strategies for Divisions and has significant influence on overall Department budget.

•

Responsible for identifying and directing implementation of changes to processes, systems or standards to enhance improvement of Department(s).

•

Communicates within and outside the Department(s). Has significant influence with regard to the County or Department's practices and approaches.

•

Achieves goals through Division heads and/or Directors in areas of responsibility. Serves as an extension of the Department Head by holding other teams accountable for delivery.

•

Creates staffing plans for Department. Has hiring, firing, promotion and reward authority for direct reports.

•

Requires advanced management and leadership knowledge to oversee diverse programs. Has master-level knowledge and skills within a specific technical or professional discipline with strong understanding of other areas within the Department or across the County.

Qualifications

•

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or related field

•

Six years of experience in human resources administration, including at least three years of supervisory experience

•

Equivalent education and experience are accepted

•

Extensive knowledge of human resource-related state, federal, and local policies, procedures and HR best practices

•

Supervision skills with ability to provide guidance and professional support to staff, offer regular feedback, hold staff accountable, and serve as a mentor

•

Demonstrated ability to move projects forward and successfully implement comprehensive change to HR policies, procedures, and systems

•

Exceptional critical thinking ability with demonstrated troubleshooting and problem-solving skills

•

Superior customer service skills, integrity, and commitment to collaboration and forward-thinking efficiency

•

Ability to identify, analyze and solve complex/technical problems

•

Exceptional oral/public speaking and written communication skills

•

Ability to handle confidential matters with discretion

•

Ability to manage and lead special projects

•

Ability to interact and communicate effectively with individuals at all levels of the organization with tact and diplomacy

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Change Management

Initiates and/or manages the change process and energizes it on an ongoing basis, taking steps to remove barriers or accelerate its pace.

Conflict Management

Brings substantial conflicts and disagreements into the open and attempts to manage them collaboratively, building consensus, keeping the best interests of the organization in mind, not only one's own interest.

Human Resource Management

Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering performance management, training, organizational development, and career development initiatives.

Influence

Asserts own ideas and persuades others, gaining support and commitment from others; mobilizes people to take action, using creative approaches to motivate others to meet organizational goals.

Strategic Vision

Sees the big, long-range picture and leads others accordingly.

Organizational Alignment

Ensures the organization’s goals and objectives align with the County’s mission and vision.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize the work schedules of others to manage multiple tasks and/or projects

Decision Making

Make decisions that have significant impact on a department's credibility, operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X