Job Descriptions & Pay
Current as of: 3/10/2014 10:32:15 AM
HUMAN RESOURCES MANAGER
|Class Title:||HUMAN RESOURCES MANAGER|
|Salary Schedule:||Approved Arizona Law Enforcement Merit System Council Salary Schedule|
|Summary Statement:||The Human Resources Manager oversees the human resources functions and serves as the strategic leader of the HR Team. Human Resources functions include talent acquisition, classification/compensation, employee benefits, employee assistance programs and data management. This classification serves as the subject matter expert and provides advice on Department employment policies and procedures that comply with federal and state laws, as well as Agency General Orders and Law Enforcement Merit System Council Rules.|
|Essential Functions:||(not intended to be all inclusive)
1. Assumes full leadership responsibility for all functions, activities and staff of the Human Resources Bureau.
2. Leads the development and implementation of the Human Resources Bureau and establishes goals, objectives, policies and priorities for each function including talent acquisition, benefits and leave administration, classification/compensation, data management and employee assistance programs. Directs research efforts to refine existing human resources processes and practices or to develop new initiatives in the areas of benefits, performance management, employee relations, talent acquisition, and classification/compensation analyses.
3. Oversees the revision of human resources policies and ensures compliance with federal and state laws and Law Enforcement Merit System Council rules.
4. Interprets and explains Personnel Rules and Federal and State regulations to Department heads, managers, supervisors and other employees.
5. Develops and maintains a strong HR presence by proactively reaching out and partnering with Division and Bureau heads regarding employment activities.
6. Prepares and administers the human resources budget and exercises control over expenditures.
7. Attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of human resources management.
8. Responds to, and resolves sensitive personnel management issues.
9. Consults with the Attorney General's Office regarding employment law related issues.
10. Supervises the maintenance, confidentiality, and legal retention of personnel records, statistics and files.
11. Reviews State and Federal legislation, court decisions, administrative rulings and related matters to determine if Department human resources practices and policies are in compliance with relevant laws.
12. Reviews and approves personnel actions.
13. Ensures that personnel policies and actions comply with the Department's equal employment opportunity policy.
14. Consults with Department heads on a variety of issues and assists in their resolutions.
15. Identifies opportunities for technological advancement and implements any changes to enhance the applications managed by Human Resources.
16. Reviews and analyzes reports, legislation, court cases, and related personnel matters; prepares the initial responses for legal actions.
|Knowledge, Skills, & Abilities Required:||Knowledge of:
1. principles and practices of human resources management.
2. consultative supervision and evaluation techniques.
3. proven talent acquisition methods including recruiting, staffing and selection best practices.
4. federal, state and local regulations governing human resources, including EEO/Affirmative Action, Fair Labor Standards Act, Americans with Disabilities Act, Family and Medical Leave Act, Age Discrimination in Employment Act.
5. computer software programs required to operate effectively (Microsoft Word PowerPoint, Excel and Human Resource Information Systems).
6. classification, compensation and salary administration principles.
7. current trends in employee relations and human resources administration.
1. the interpretation and application of rules, regulations, and policies.
2. influencing leaders to align people processes and practices with business objectives.
3. effectively communicating with all levels of staff and the general public.
4. effectively developing and providing leadership for multiple projects simultaneously.
5. establishing and maintaining effective working relationships with other employees, supervisory personnel, public safety entities and the public.
1. manage and lead a multi-disciplined staff.
2. work effectively at multiple levels of the organization and with multiple project teams as well as external stakeholders.
3. supervise and evaluate the work of subordinate personnel.
4. work in a fast paced environment with multiple, concurrent priorities with many needing immediate resolution.
5. review and evaluate programs and policies, and develop and implement new processes.
6. perform research and make sound recommendations.
7. properly utilize human capital, financial resources and information in a manner that instills public trust and accomplishes the organization's mission; demonstrated ability to take advantage of new technologies to enhance the effectiveness of decision making.
8. formulate reports, compose correspondence.
9. provide feedback effectively, hold courageous conversations, foster a transparent environment, communicate difficult messages and yet be sensitive and supportive.
10. use logical and creative thought processes to develop solutions according to written specifications and/or oral instructions.
11. demonstrate strong business acumen and maintain an ongoing process and customer focus.
12. analyze problems, identify alternative solutions, project consequences of proposed actions and implement recommendations in support of goals.
13. communicate clearly and concisely, both orally and in writing.
WORKING CONDITIONS/PHYSICAL REQUIREMENTS:
May be required to travel to perform certain work functions. May be required to possess and maintain a valid Arizona driver license.
|Minimum Qualifications:||A minimum of a Bachelor's Degree is required. Advanced Degree and PHR certification preferred. Minimum ten (10) years of progressively responsible experience within human resources field including at least five (5) years medium/large organization/agency (500+ employees) HR manager or director-level experience OR ten (10) years of progressively responsible experience in governmental human resources with a minimum of seven (7) years in a supervisory/managerial role in one or more of the following areas: organizational development, talent acquisition, benefits administration, performance management, employee relations, compensation.
Must successfully complete the examination process.
FLSA Status: Exempt
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