Director of Human Resources

The City of Rawlins is seeking applications for: Human Resource Director

Description of Work

Works under the policy guidance and direction of City Manager

Performs a variety of complex administrative, managerial and professional duties related to planning, organizing, directing and coordinating the human resource system, including job valuation, compensation, recruitment, selection, employee relations, benefits, training, worker compensation, performance evaluation, and risk management. Monitors compliance with establish policies and procedures and State and Federal Labor Laws and Regulations.

ESSENTIAL FUNCTIONS

Management & Administration: Serves as member of City executive staff; contributes to strategic planning and policy development to further the mission of the city; plans, coordinates, oversees and evaluates city-wide HR operations; establishes policy, goals and objectives for HR in order to implement directives from the City Manager and City Council.

Manages the day-to-day HR functions; determines project priorities; delegates work assignments, reviewing performance, makes decisions impacting job retention, advancement and termination, etc.

Budget: Manages HR system budget; recommends annual budget and ensures HR services compliance and adherence to established fiscal constraints.

HR Operations: Coordinates city-wide program for human resource management; recommends and implements operating practices, policies and procedures; explains and interprets policy, implements guidelines and practices to enhance efficiency and effectiveness of HRM programs, i.e., recruitment, selection, integration, maintenance, compensation, classification, training, career development, performance management, incentive systems and employee relations; researches law, codes, statutes, solicits legal opinions and recommends new procedures as necessary; advises city administration and department heads in recognized methods of recruitment; coordinates and participates in the selection process.

Manages city "employee committee", coordinates regular meetings to address employee needs, interests, workplace events, morale and related issues; coordinates committee selections for "employee of the quarter" and annual awards; makes presentations to administration and/or city council to inform and apprise of employee related issues.

Monitors and advises department heads and supervisors relative to actions involving the status of an employee, i.e., discipline, discharge, promotions, pay raises, terminations, leaves, evaluations and grievance procedures; maintains personnel action and employment records.

Conducts periodic review and update of handbooks, manuals, job descriptions, classifications, salary and benefits; apprises city management team on current salary and benefit statistics as needed to maintain a fiscally responsible, yet competitive salary and benefit package.

Conducts formal recruitments for vacant and created positions; determines testing procedures and successive hurdles; prepares eligibility lists and certifies finalists in the recruitment process; may verify applicant references, work history, immigration status and qualifications; monitors and verifies appointments are made in accordance with established policies and rules.

Performs incident allegations related to employee involvement or interaction with the public; determines compliance or conformity to established practice, procedure, protocol; makes recommendations for city administrative action, i.e.; no-action, discipline, suspension, etc.

Employee Advocation: Responds to employee concerns; utilizes informal and formal grievance processes to remedy problems; educates employees and managers regarding problem-solving processes and alternatives; coordinates the appeals and grievance hearing processes and procedures; assures timely processing of grievances and various review levels; coordinates hearing times and locations; sits as member of the review board as needed.

Benefit Administration: Manages benefit programs, negotiates benefit rates; analyzes program options, determines best benefit options and priorities; recommends selection of benefit providers, etc.; orients employees to benefit programs, retirement options, insurance, disability programs, and workers compensation along with eligibility and participation requirements; conducts new hire employment orientations to apprise workers of terms and conditions of employment, policies, procedures, opportunities, benefits and privileges; conducts exit interviews upon termination to apprise employees of benefit continuation rights, obligations and related information; may oversee citywide wellness and health program; plans, promotes, implements and evaluates employee wellness program results.

Employee Assistance & Legal Compliance: Manages or oversees city efforts to maintain a drug-free workplace; promotes drug free lifestyles to assure employee, co-worker and general public safety; performs or directs employee background checking; conducts employment pre-offer and post-offer drug screenings; coordinates and conducts random drug testing of workforce to assure compliance with ordinance and various state and federal regulations.

Directs or performs in the completing of various surveys and reports as required by state and federal agencies in monitoring employment practices and procedures (EEO/AAP).

Risk Management: In cooperation with the city attorney, oversees and manages risk and liability, property, workers compensation, safety and health programs; identifies and quantifies areas of risk; develops and implements safety programs and training to reduce or eliminate risks to the city; manages workers compensation cases; investigates and resolves claims involving the city; serves as a liaison to the city's insurance providers; assists the city attorney in the ensuring compliance with Federal and State laws related to risk, workers compensation, health and safety.

Performs related duties as required.

Minimum Qualifications

Graduation from an accredited college with a Bachelors degree in human resources, public administration or related field;

AND

Five (5) years of experience related to the management of human resources in the public sector, including but not limited to , recruitment and selection activities, benefit program administration and computer -based records management

OR

An equivalent combination of education or experience