Human Resources Manager

Class Title: Human Resources Manager

Class Code: HR MANAGER

Hourly: $52.84 - $74.47 | Monthly: $9160.13 - $12907.99 | Annually: $109921.57 - $154895.93

Benefits: Full-time

OVERVIEW:

This classification is responsible for managing all aspects of the Human Resources Division, including compliance with regulations, wage and salary administration, employee benefits, recruitment, employee relations, workers compensation, overseeing studies and projects, training and development, and personnel policy development. Provides counsel to managers and supervisors on employee performance, disciplinary, discharge and rewards programs.

SUPERVISION RECEIVED:

Receives general direction and supervision from the Executive Director. Operates independently with the exception of confirming major decisions.

SUPERVISION EXERCISED:

Direct supervision is exercised over Human Resources employees including hiring, training, managing and evaluating performance, developing goals, discipline providing, responding to grievances, and effectively recommending termination.

EXAMPLES OF DUTIES:

The information provided below encompasses the typical duties and capabilities linked with this classification. Duties may include, but are not limited to the following:

• Manages all aspects of human resources; ensures compliance with all Federal, State and Local laws, regulations and district policies; manages and oversees the employee evaluation process; provides advice and counsel to managers and supervisors on employee performance; conducts investigations; manages and oversees discipline and discharge procedures; performance evaluation process, award and recognition programs and districtwide employee training efforts.
• Manages the district’s benefits program; leads the districts Benefits Committee; annually researches cost-saving options to insurance and other benefits, in preparation for development of the district budget; researches and makes recommendations on modifications to benefits; monitors employee eligibility; administers insurance, COBRA, deferred compensation, flexible spending account, medical expense reimbursement plan, employee assistance program, and paid and unpaid leaves.
• Manages the compensation and classification program; conducts compensation and classification studies and ensures the integrity of the pay plans and class specifications; recommends and implements wage changes.
• Manages the district’s personnel policies program; develops and amends policies; leads the Board Policy Committee; provides advice and counsel to supervisors and managers on policies.
• Oversees the district’s recruitment program which includes hiring and onboarding procedures and new supervisor orientation training.
• Conducts environmental scans and investigations into employee allegations, recommends corrective actions and works with supervisory staff on formal disciplinary actions when wrongdoing has been proven or to assist in mediation procedures.
• Partners with the Safety Coordinator to administer the workers’ compensation program, return to work, and Employer-at-Injury Program (EAIP.) In the absence of the Safety Coordinator, responds to employee injuries, ensures claims are filed, work releases received, and return to work is managed.
• Provides advice and counsel to managers and supervisors on employment laws; ensures policies are in compliance; administers and oversees employment law programs, e.g., Paid Leave Oregon (PLO), Family Medical Leave Act (FMLA), Oregon Family Leave Act (OFLA), American with Disabilities Act (ADA), Affordable Care Act (ACA), etc.
• Oversees processing and retention of employee records.
• Oversees employee related supervisory and employment law training; represents district on the Public Sector Training Consortium; identifies employees for leadership and supervisory training; provides advice on Professional Development Plans.
• Serve as a member of the district’s executive team. Participate in executive team discussions and provide analysis and support.
• Acts as a Mandatory Reporter; reports incidents of child abuse/neglect.
• Performs other job-related duties as assigned.

KNOWLEDGE, SKILL, AND ABILITY REQUIREMENTS:

The individual in this classification is expected to possess and exhibit the following knowledge, skills and abilities.

Strong Knowledge of:

• Federal, state, and local employment laws and accepted employment practices;
• Principles and practices of public sector human resources and personnel administration;
• Principles of diversity, equity and inclusion;
• Principles and procedures related to human resources functional area, including recruitment, classification, compensation, benefits administration, employee development, collective bargaining, employee relations, and organizational and workforce development;
• Principles and practices of public administration;
• Methods and techniques for investigations and training.

Skill and Ability to:

• Collect, compile, and analyze complex information;
• Analyze and resolve problems;
• Communicate effectively and persuasively in both verbal and written form to gain compliance and/or buy in;
• Communicate sensitive, delicate, and confidential matters effectively using strong interpersonal skills;
• Investigate, interview, and mediate complaints and concerns;
• Proficiently operate computers, computer programs, and applications;
• Exercise independent judgment and decision making and demonstrate strong negotiation, influence, and conflict resolution skills;
• Apply district rules and policies, employment laws, and human resource practices and principles to difficult and often complex situations;
• Work with confidential information and maintain confidentiality;

QUALIFICATIONS:

The following are minimum qualifications for this classification.

Education, Experience, and Training:

1. 1. Bachelor’s degree required, preferred in human resources, business, administration or other related field; AND
   2. Six (6) years of progressively responsible management experience in human resource administration, preferred in government and union environment; AND
   3. Three (3) years of supervisory experience; OR
   4. Any satisfactory combination of education, experience and training.

Licenses and Certifications:

1. 1. Possession of, or ability to obtain valid Oregon driver’s license within 30 days with an acceptable driving history as defined by district driving policy.
   2. Possession of, or ability to obtain within six months of hire, a current SPHR or SHRM-SCP certification.

WORKING CONDITIONS:

The following are working conditions, including environmental and physical demands, required for this classification.

 

• Work is performed primarily in an office environment and requires the ability to work and maintain focus in a work environment with moderate noise (i.e., working around others making periodic phone calls or having conversations) and with frequent interruptions.
• Remain in a stationary position (sitting or standing) for extended periods of time, move about the office occasionally.
• Ability to maintain sustained concentration on computer screens; use keyboards and a variety of peripherals.
• Ability to have clarity of vision at 20 inches or less.
• Expressing or exchanging ideas by means of the spoken word; those activities where detailed or important spoken instructions must be conveyed to others.
• Perceiving the nature of sounds at normal speaking levels with or without correction and having the ability to receive detailed information through oral communication and making fine discriminations in sound.
• May be required to travel to locations in, around, or outside the greater Bend area.
• The flow of work and character of duties involve normal mental and visual attention much or all of the time.
• Making substantial movements (motions) of the wrists, hands, and/or fingers, while operating computer keyboards, telephone, and standard office equipment.
• Physical exertion includes the ability to lift, carry and push up to 15 pounds for books, files or manuals.
• Requires crouching, bending, kneeling or reaching to perform filing activities.
• Occasional dealing with distraught or difficult individuals.
• Requires attending evening or weekend meetings and providing on-call support on weekends and evenings.

STATUS:

Exempt

Full-Time

Benefits: Full-time

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