Washington County is seeking an experienced and dedicated human resources professional to join our team. The new deputy director will assist in the continued transformation of our already high-performing, small-size department that is moving from a predominantly manual and transactional service provider to a strategic business partner. Staff development and mentorship will be a priority for the person in this position. We have an exciting and challenging agenda that includes the realignment of our classification and compensation systems; implementation of improved HR technology solutions; development and implementation of workforce strategies; partnerships with county departments; and labor-management collaborations. Washington County HR is ready and willing to accomplish our goals. We are eager to work with someone who has a strong foundation and understanding of strategic human resources operations, is able to solve problems in a creative and collaborative manner, and who continuously looks for ways to improve HR service delivery. Excellent oral and written communication skills and strong analytical skills are critical to success in this position.
The Deputy Director performs management-level work and will play a key leadership role in department operations and in implementing new services and organizational models. The Deputy Director will support and assist in setting direction and executing quality human resources services in a wide variety of the county’s HR functions including but not limited to talent management, labor and employee relations, classification, compensation, salary administration, risk management, learning and development, organizational development, employee benefits administration, performance management and HR technology solutions. The Deputy Director serves as expert consultant and advisor to departmental managers, supervisors, employees, and the public with the ability to independently and collaboratively solve difficult and complex human resources problems and issues.
KNOWLEDGE, SKILLS & ABILITIES:
Education and Experience:
Bachelor’s degree in Business Administration, Industrial Relations, Human Resources, or Public Administration
Four years of increasingly responsible public sector HR experience in employee and labor relations and designing and administering a variety of Human Resources programs
Two years of supervisory or lead work experience
A combination of education and experience will be considered
In addition, the following knowledge, skills and abilities will be critical to the success of this position:
Work with leaders to achieve business results with excellent business acumen, judgment and discretion.
Establish and maintain productive working relationships with all levels of employees through the utilization of strong collaboration, facilitation, and leadership skills.
Assess employee and organizational needs and develop plans to meet those needs.
Communicate successfully, verbally and in writing, be an active listener, customer-focused, and demonstrate unquestionable ethics and values.
Research information and analyze data to arrive at valid conclusions, present facts and ideas clearly and concisely, both orally and in writing, make recommendations effectively, and execute plans of action.
Develop programs and policies through an interactive process with affected stakeholders
Excellent organizational skills with an emphasis on attention to detail and accurate recordkeeping.
Strong knowledge of federal and state laws. IPMA-HR and/or SHRM certification is desirable.
Proficient in MS Word, Excel, and experienced with HRMS systems.
As a member of county management, the incumbent is responsible and accountable for knowing and following all county policies.
Must have own means of reliable transportation for business purposes. Individuals operating a motor vehicle for county business must possess a valid driver's license. The finalist for a position vacancy will be required to pass a drug test at County expense prior to beginning employment with Washington County.
EXAMPLES OF WORK:
PRIMARY RESPONSIBILITIES INCLUDE: 1. Leadership
Manage and provide administrative direction for assigned human resources functions including classification and compensation, employee and labor relations, and HR technology solutions.
Participate in the establishment of strategic short-term and long-range business planning and implementation.
Research latest techniques in management, leadership and organization development areas and keep abreast to serve as a subject matter expert and consultant to the organization regarding critical people issues.
Prepare effective written communications and oral presentations designed to educate, explain, and/or persuade.
Serve as acting department head as assigned. 2. Program Management
Manage assigned programs; develop, plan and evaluate countywide HR programs.
Administer the county’s classification and compensation systems; administer classification programs and the development and maintenance of job descriptions; manage the County's comparable worth function to ensure that appropriate internal relationships are maintained among all job classifications.
Evaluate and make recommendations that align the county’s compensation programs with the overall strategic plan.
Assist with the implementation of HR technology solutions. 3. Labor Relations
In conjunction with the HR Director, participate in setting the strategy for the negotiation process with collective bargaining units and administer labor contracts.
Participate in the negotiation, execution, implementation and evaluation of labor and meet-and-confer agreements on a countywide basis; participate in costing out all labor settlements to meet the goals of the County Board; serve on labor-management committees as assigned.
Consult with attorneys and consultants to prepare the county’s position in lawsuits, discrimination complaints, and arbitrations; as assigned, coordinate human resource litigation with legal staff and affected departments; research and prepare case material; testify as county representative. 4. Business Partner Support
Provide HR Business partner support to county departments, including leadership, support and coaching to internal customers.
Collaborate with department leadership & HR director to drive and implement strategic talent management initiatives; provide organization change support.
Participate in the internal and customer department management teams, employee teams, labor relations consultants and other governmental agencies as assigned. 5. Organization Effectiveness
Execute a thoughtful, thorough, and focused process in order to determine and support the organizational development needs across departments.
Identify and analyze organization effectiveness opportunities and make recommendations for initiatives that address opportunities based on business strategy.
Work in tandem with the Director of Human Resources to support organizational development and change initiatives. 6. Department Operations
Provide supervision, advice and assistance to HR generalist teams and other assigned HR staff regarding human resources issues, management practices, team training, and other related areas; establish clear performance expectations and implement development processes designed to support a continuous learning environment.
Assure compliance with federal, state and local standards in all areas related to Human Resources; investigate allegations of policy violation; remain current on legislative changes.
Coordinate the development of the annual department budget with recommendations to the Director; analyze information to project revenues and expenses.
Manage contractual services activities; develop requests for proposals, review proposals, prepare contracts, and monitor contractor performance.
Review and recommend streamlining and/or updating of policies, procedures, and practices; understand and use technology to continuously improve HR services.
Oversee the maintenance of personnel records. Prepare, recommend and maintain records and procedures for controlling personnel transactions and reporting personnel data. This position is periodically required to work evenings and weekends. Work is performed independently with minimal supervision from the department director, within departmental policy and procedure limitations, and in accordance with federal and state guidelines. Work is reviewed through periodic conferences and on the basis of results achieved.
ESSENTIAL FUNCTIONS: The essential functions for this classification are the 6 categories as stated above.
WORK ENVIRONMENT: Semi-sedentary involving primarily office work. Lifting requirement may include occasional lifting up to 15 pounds. Use of general office equipment. Additional physical/mental requirements that occur may not be listed above, but are inherent in performing the position’s essential functions.
TITLE OF IMMEDIATE SUPERVISOR: Director of Human Resources
This description is intended to describe the kinds of tasks and level of work difficulty being performed by persons assigned to this classification. The list of responsibilities is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified.
Washington County, MN - 2 years ago