There is currently ONE , PERMANENT FULL-TIME position open in Human Resources with the Oregon Department of Forestry located in Salem. This recruitment will be used to establish a list of qualified candidates for this Human Resource Analyst 3 position and may be used to fill future vacancies as they occur. If you are hired, you will become part of the State's management team. For specific questions regarding this position, please contact Krista Fegley, Human Resources Director at 503-945-7296.
The Oregon Department of Forestry’s (ODF) Mission is – To serve the people of Oregon through the protection, management, and promotion of a healthy forest environment, which will enhance Oregon’s livability and economy for today and tomorrow. ODF is a multi-programmed, multi-funded public agency chartered and structured to administer the forest laws and policies of the State of Oregon, within the framework of sustainable forests, for the benefit of all Oregonians.
This position provides leadership, consultation and technical assistance to agency managers, supervisors, and bargaining unit employees on matters regarding personnel administration and management. This position also determines and recommends agency action on disciplinary matters, grievance resolutions and other personnel related matters and acts as the agency Affirmative Action Officer and ADA Coordinator.
The Oregon Department of Forestry: Serving Oregonians by protecting Oregon’s forests.
Duties & Responsibilities:
Provides leadership, consultation and technical assistance to all levels of agency management and bargaining unit members in interpretation and application of personnel rules, merit system pay, collective bargaining agreements, EEO/AA/ADA laws and practices, safety standards and practices, policies, and procedures.
Advises managers on developing and communicating performance expectations and on appropriate courses of action to take when employees do not meet expectations.
Investigates disciplinary issues, work related issues and complaints. Interviews witnesses and prepares reports of findings. Writes formal disciplinary actions and assists with and attends pre-dismissal meetings.
Works with all levels of agency staff on progressive discipline, grievance and complaint processes. Investigates employee performance or behavior issues, complaints or grievance facts. Advises and assists agency managers and employees to settle grievances. Responds to agency level grievances in coordination with the Department of Justice, Department of Administrative Services Labor Relations Division, and union representatives.
Coordinates and investigates discrimination and harassment complaints and prepares responses as needed. Investigates and responds to third party complaints or employment discrimination (i.e. BOLI or EEOC complaints, Notices of Tort Claims, etc.).
Researches and analyzes Federal Statutes, Oregon Revised Statutes, Administrative Rules, DAS HRSD Personnel Rules, Equal Employment Opportunity (EEO) Laws and Collective Bargaining Agreements (SEIU, AEE), and/or past practices and policies to respond to issues, advise agency staff and interpret, write and/or revise the agency directives, policies and/or procedures. Ensures compliance with Federal/State EEO Laws, Affirmative Action, American's with Disabilities Act (ADA), FMLA/OFLA, Military Leave, etc.
Participates as a member of the State Management Collective Bargaining Negotiation Team as designated.
Affirmative Action (AA) Officer and American's with Disability Act (ADA) Coordinator
Analyzes quarterly Affirmative Action (AA) information, presents AA trends and information to Executive and Leadership Teams, develops the biennial AA Plan, attends monthly AA meetings, and advocates diversity initiatives.
Agency liaison for American's with Disability Act (ADA) reasonable accommodation requests.
Family Medical Leave Act and Oregon Family Leave Act (FMLA/OFLA)
Coordinates with the agency's FMLA/OFLA Specialist on employee FMLA/OFLA and sick child requests. Reviews and confirms eligibility and works collaboratively to resolve complex leave scenarios.
Performs desk audits, position analysis, and other reviews to determine appropriate position relationships and class allocations. Coordinates and prepares reclassification packages and budget requests. Reviews proposed new statewide classes, participates in and/or develops agency specific specifications and allocates positions to proposed classifications. May lead classification studies as needed.
Provides technical assistance to hiring managers regarding position management, career development and succession planning.
Collaborates with hiring managers to plan recruitment strategies for a variety of complex managerial, professional, technical, administrative, and difficult to fill positions.
Promotes recruitment/outreach strategies in the Department's effort to increase diversity and facilitate the Department's meeting Affirmative Action goals.
Develops and conducts training and training materials to managers and employees on all aspects of human resource management and labor relations (i.e. contract training, performance management, discipline/grievances, recruitment, EEO/AA, FMLA/OFLA, etc.).
The Department's highest priority work is responding to forest fire emergencies; therefore, this position may be utilized during those emergencies to provide assistance in a variety of ways. This assistance may be in direct support of the emergency effort in the field or provide backup support to fill in for another position that is being used in direct aid to the emergency. Or it may be in performing an essential function in some other capacity, either within this program or elsewhere.
Qualifications & Desired Attributes:
A bachelor's degree in Human Resource Management, Organizational Behavior or Development, Business or Public Administration, the Applied Behavioral Sciences, Industrial Relations; and three years of Human Resource professional-level experience related to the position. OR
Valid certification as a Professional in Human Resource awarded by the Human Resource Certification Institute and four years Human Resource professional-level experience related to the position. OR
Six years Human Resource experience related to the position. Four of the six years must have been at the professional-level.
Note: A master's degree in any of the above listed courses of study may substitute for one year of professional-level experience.
Knowledge and skills demonstrated in the areas below are strongly desired:
Experience with disciplinary actions, grievance and complaint processes and resolution.
Knowledge of collective bargaining and labor relations processes.
Experience working with managers on position management and developing recruitment/outreach strategies.
Knowledge of civil rights, affirmative action, and diversity laws.
Experience with position classification.
Experience working with managers and employees providing training, planning and coordination in the areas of human resource management and labor relations.
Experience working with employees on employee development.
Assisting with the development of action plans and strategies to achieve agency goals and objectives.
Strong commitment to customer service and the ability to provide customer service oriented advice to all levels of the organization.
Knowledge of laws, rules, regulations, policies and procedures including new statutory and regulatory requirements affecting Human Resource programs.
Skill in communicating effectively, orally and in writing, with staff at all levels of the organization.
To improve communication with all applicants the State of Oregon now requires an e-mail address be provided on all applications. If you do not currently have an e-mail address and do not know where to go to get one, please refer to our Applicant Frequently Asked Questions web page, scroll down to the 'How to apply for a job' section, question #14 to view several links to internet providers where you can get a free e-mail account. The State of Oregon does not endorse any particular provider.
To insure clear communication, please unfilter emails from neogov.com and governmentjobs.com.
Due to budgetary shortfalls, this position may be required to take furlough days (mandatory unpaid days off) during the 2011-2013 biennium. Pay and benefits on all job announcements may change without further notice.
If you require an alternate format in order to complete the employment process, you may call ODF Human Resources at 503-945-7200.
Only complete applications will be considered. Your answers to the supplemental questions must be reflected in the work experience section of your application. Be sure to answer all supplemental questions and attach all required documents. Responses to the supplemental questions will determine if you meet the minimum qualifications, any special qualifications and/or desired attributes for the position. Do not submit a resume in place of completing the Supplemental Questionnaire or the Work Experience section of the application.
Qualified applicants whose responses most closely match the requirements for this position will be invited to interview. Transcripts must be submitted to receive credit for education coursework at the time of application.
Veterans - If you are an eligible veteran and you meet the minimum qualifications, veterans’ preference points will be added to your score. To receive veterans’ preference points you MUST attach to your electronic application the following required documentation:
A copy of the DD214/215 for the five (5) point preference;
OR A copy of the DD214/215; AND a veteran's disability preference letter from the United States Department of Veterans’ Affairs for the ten (10) point preference.
For more information on veterans’ preference points visit www.oregonjobs.org , and select veterans’ preference.
PLEASE NOTE: The Oregon Department of Forestry does not offer visa sponsorships. Within three days of hire, all applicants will be required to complete U.S. Department of Homeland Security form I-9, confirming authorization to work in the United States.
THE OREGON DEPARTMENT OF FORESTRY IS AN EQUAL OPPORTUNITY, AFFIRMATIVE ACTION EMPLOYER COMMITTED TO WORK FORCE DIVERSITY
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