Human Resources Supervisor

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

Job Information

Title:

Human Resources Supervisor

Market Range:

MR19

Approved Date:

9/8/2021 10:07:29 AM

FLSA:

Non-Exempt

EEO Code:

PARAPROFESSIONALS

Career Level:

M1

Career Level Description:

Management Level 1

Job Code:

100806

Job Family:

Human Resources

Sub Family:

General Human Resources

Primary Purpose

Plans and manages the County's HR operations programs. Oversees position management, employee action processing, records and retention. Supervises Human Resources Operations support staff.

•

Oversees position and employee action management including action processing approvals, verifying supporting documents, and salary verification. Serves as point of escalation for complex actions and approvals. Reviews and evaluates for process enhancements and efficiencies. Troubleshoots and resolves issues in response to personnel and position actions in HRIS system.

1

25%

•

Trains direct staff and department HR representatives on processes and procedures related to position and employee action processing. Creates and updates procedure documentation for processing HRIS personnel and position actions. Participates in HRIS testing for system upgrades and general issue maintenance.

2

10%

•

Serves as lead in generating reports for HR department. Complies and validates recurring reports including child support garnishments, terminations, and hires. Responds to public records requests. Generates reports as requested for external departments. Collaborates with HRIS team to generate and submit biennial EEO-4 report. Generate Operational Supports’ year-end reports for submission to HR Director.

3

20%

•

Oversees management of employee files including filing, compliance and quality assurance. Trains support staff on procedures for properly researching files, maintaining file organization, and locating missing files. Serves as department's records and retention liaison. Ensures department adheres to County policy regarding record and retention requirements. Audits records and retention-related processes and procedures as needed.

4

10%

•

Manages and processes all position-related actions in HRIS system. Updates and creates new titles and subtitles on specified HRIS tables. Participates in annual fiscal year rollover of validating positions in upload and entering manual position changes. Researches and resolves any position record issues.

5

10%

•

Consults and advises employees, hiring managers, and senior leadership on County policies, procedures and best practices. Recommends policy updates and process changes as needed. Oversee training and communication of unit's policies and procedures.

6

10%

•

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.

7

10%

•

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.

•

Participates in special projects and other duties as assigned.

*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:

M1

Career Level Description:

Management Level 1

•

Plans and establishes operational objectives for a team of support employees within a Work Group.

•

Typically does not have budget accountability but may manage day-to-day elements of the budget (e.g., overtime for staff).

•

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

•

Communicates within and outside the Work Group.

•

Explains policies, practices, and procedures and may justify and gain cooperation of other parties.

•

Supervises support roles. Leads, directs and reviews the work of team members in order to accomplish operational plans and results.

•

Has hiring, firing, promotion, performance and rewards decisions for direct reports.

•

Understands basic management approaches such as work scheduling, prioritizing, coaching and process execution. Typically requires advanced knowledge of job area typically obtained through advanced experience.

Qualifications

•

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

•

Four years of experience in administrative work and records management, including one year of supervisory experience

•

Equivalent education and experience are accepted

•

Detailed knowledge of human resource-related state and federal policy 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

•

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 plan work assignments to assure exemplary customer service and mutually beneficial results. Ability to make logical adjustments in methods or procedures

•

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

Good Judgment

Makes decisions authoritatively and wisely, after adequately contemplating various available courses of action.

Problem Solving

Builds a logical approach to address problems or opportunities or manage the situation at hand by drawing on one's knowledge and experience base, and calling on other references and resources as necessary.

Quality Assurance

Produces results or provides service that meets or exceeds organizational standards. May audit the work of others to ensure quality standards are met.

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.

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.

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