$68,055 – $105,483
- Revises and updates personnel policies and procedures as needed or requested; advises departmental managers/supervisors and County administrators regarding human resource practices and issues; recommends and enforces personnel policies; and resolves and recommends solutions to sensitive human resource issues.
- Ensures compliance with all applicable laws and ordinances; reads, assimilates and disseminates information on changes in laws and regulations; analyzes impact of changes on County policies and procedures; recommends compliance processes or procedures; and responds to internal and external requests for information regarding local, state, and federal personnel laws and ordinances; maintains HRIS and other employee record systems to meet operating, legal and compliance standards.
- Coordinates quarterly HR Policy Council meetings which provides feedback on the effectiveness of HR policies and services.
- Supports department and County’s strategic objectives; plans and manages operational activities and resources for assigned division that help drive positive outcomes, which align with County objectives: determines division priorities, goals and objectives; assists in strategic planning; designs division programs and processes, and evaluates their effectiveness; and provides program updates to director.
- Assists in developing short- and long-term goals, plans, and objectives for the department; researches and assesses current and future human resource needs to support the department’s strategic plan as assigned; and makes appropriate recommendations.
- Implements process improvements and leverage cutting-edge technology to assist HR in becoming less transactional, and more efficient in delivering information to internal and external customers; manages the maintenance and implementation of guidelines for employee transactions, such as hires, promotions, transfers, performance reviews and terminations; maintains related documentation; and ensures accurate salary changes in department systems and databases.
- Maintains comprehensive knowledge of applicable laws/regulations, new products, methods, trends and advances in the profession, professional affiliations, and attends workshops.
Bachelor’s degree in Human Resources or a related field required; Master’s degree preferred; six years of progressively responsible experience in human resources in one or more of the following disciplines: employee relations, classification and compensation, employee development, strategic planning/policy, and HRIS; lead or supervisory experience preferred; or any equivalent combination of education, training, and experience which provides the requisite knowledge, skills, and abilities for this job.
Specific License or Certification Required: PHR/SPHR certification from HRCI or CCP (Certified Compensation Professional) required, or attain PHR/SPHR certification within one year of employment in this classification.
How to Apply
Interested applicants can send resumes to firstname.lastname@example.org.