Talent Acquisition & Compensation Manager

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

Job Information

Title:

Talent Acquisition & Compensation Manager

Market Range:

MR22

Approved Date:

12/15/2020 11:03:06 AM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

M2

Career Level Description:

Management Level 2

Job Code:

100707

Job Family:

Human Resources

Sub Family:

Compensation & Recruitment

Primary Purpose

Plans, directs, and manages talent acquisition, classification, position management, and compensation systems for the County. Supervises Talent Acquisition and Compensation staff. Serves as a member of the Human Resources leadership team.

•

Oversees the design, administration and maintenance of the County's classification and compensation system. Analyzes data, presents findings, and makes recommendations to senior leadership for changes to structure and pay ranges

1

10%

•

Consults with senior leadership and hiring managers on classification, compensation, and organization structure best practices, policy exceptions, and non-routine/sensitive issues. Serves as approver for all classification determinations and reorganizations. Coordinates classification phase of position expansion process. Counsels and advises on all salary administration and policy exceptions

2

30%

•

Manages and directs the County's talent acquisition strategy and process. Ensures employment laws are upheld. Coaches and counsels hiring managers on policy interpretation and exceptions

3

15%

•

Consults and advises employees, hiring managers, and senior leadership on County policies, procedures and best practices. Develops and updates policies and recommends revisions to associated forms and procedures as needed. Oversee training and communication of unit's policies and procedures

4

15%

•

Creates and oversees team’s workflow and required tasks. Defines goals, communicates objectives and monitors team performance. Manages all onboarding activities, professional development, performance, discipline, work schedules, and timesheet approvals

5

10%

•

Participates in and leads special projects as assigned

6

10%

•

Serves on Human Resources leadership team

7

5%

•

Maintains professional and technical knowledge of the field through professional development

8

5%

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

*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:

M2

Career Level Description:

Management Level 2

•

Fully accountable for implementing operational plans for a Work Group with measurable contribution on Division results.

•

May have budget accountability.

•

Responsible for making moderate improvements of processes, systems or standards to enhance performance of the Work Group.

•

Supports and utilizes the innovations of others to improve on solutions, approaches and technologies.

•

Communicates within and outside the Work Group, and may communicate with other parties within the Division.

•

Sometimes requires ability to influence others outside of own job area on policies, practices and procedures.

•

Manages professionals. Leads, directs and reviews the work of team members in order to accomplish operational plans and results.

•

Has hiring, firing, promotion, performance and reward authority for direct reports.

•

Requires practical knowledge in leading and managing the execution of processes, projects and tactics within one job area. Typically has advanced knowledge and skills within a specific technical or professional discipline with understanding of the impact of work on other areas of the organization.

Qualifications

•

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

•

Five years of experience in human resources administration directly related to the position’s functional area, including at least one year of human resources management experience

•

Equivalent education and experience are accepted

•

Detailed knowledge of local, state and federal laws and regulations governing position classification, salary administration and general employment standards

•

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

•

Ability to manage and lead special projects

•

Ability to demonstrate initiative and independent judgment in dealing effectively with ambiguity, recognizing trends, identifying approaches and offering a variety of options and solutions to solve problems

•

Ability to work independently to analyze, develop and present analytical studies and provide constructive recommendations

•

Exceptional oral/public speaking and written communication skills

•

Ability to handle confidential matters with discretion

•

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.

Coaching & Mentoring

Works to improve and reinforce performance of others. Facilitates their skill development by providing clear, behaviorally specific performance feedback, and making or eliciting specific suggestions for improvement in a manner that builds confidence and maintains self-esteem.

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.

Relationship Building

Builds constructive working relationships characterized by a high level of acceptance, cooperation, and mutual respect.

Team Leadership

Willingly cooperates and works collaboratively toward solutions that generally benefit all involved parties; works cooperatively with others to accomplish organizational objectives. Manages staff in ways that improve their ability to succeed on the job.

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