What are the responsibilities and job description for the Human Resources Program Leader position at City of Santa Maria, CA?
OPPORTUNITY
Human Resources leads the City in positive employee relations, talent management, succession planning and employee engagement while protecting employee health and supporting workplace safety protocols. We strive to recruit, develop, and retain a diverse, well-qualified and professional workforce that reflects the high standards of the community we serve.
An exciting opportunity, join our team!
THE POSITION
We are looking for a well-rounded, service oriented professional to become a part of our team as Human Resources Program Leader. This position will be pivotal in administering and enhancing HR Services to our valued employees. The Human Resources Program Leader is a generalist role, with a lead assignment in Benefits and Leave administration for all aspects of benefits enrollment, benefits administration, wellness efforts and have frequent interaction with employees and third-party administrators and service providers. Experience in public sector benefits administration, retirement benefits, strong data analysis and thorough knowledge of retirement (CALPERS) and 457 deferred compensation programs, as well as other ancillary services is highly preferred.
The City will soon launch a new ERP (Workday), and the HR Program Leader will lead many aspects of implementing the change. This position is expected to perform complex, technical and professional level work requiring a high degree of initiative, critical thinking/analysis, and oral and written communication skills and discretion, acting independently as the resident expert and responsible for major Human Resources projects, assigned contract review, analysis, and administration and advanced negotiation skills.
IDEAL CANDIDATE
The ideal candidate has a comprehensive knowledge of Human Resources operations and benefits practices, procedures, laws, and trends as well as strong organizational, communication, and technical skills with the ability to multi-task and complete tasks within tight time constraints are required. In addition:
- Experienced in complex, public-sector Human Resources organizations and benefits programs.
- Highly motivated and detail oriented Human Resources professional with a background in supporting employees.
- An excellent communicator and a collaborative team member.
- A crucial part in ensuring the City’s Human Resources programs are handled efficiently, effectively, and incompliance with all relevant laws, regulations, and current City policy.
- Engage in problem-solving within policy and contract parameters.
DUTIES
The following describes the essential duties and responsibilities. The duties as shown below are not intended to show every job duty of the classification and instead are focused on the key concepts for the work at this level.
- Performing management-level staff work including conducting research and performing complex analysis and modeling providing advice and recommendations to departmental leadership.
- Functioning as a team member on significant projects producing high level analytic and support work related to the project;
- Taking the lead on important projects that do not include a project team;
- Leading the efforts of project sub-committees;
- Providing direct customer support (internal or external);
- Recommending project outcomes;
- Preparing and monitoring budgets and performance measures; possessing technical expertise in a specific discipline(s);
- May perform a wide range of administrative, research and technical work supporting departmental functions supporting one or more core administrative functions or programs.
- Participates in the development and implementation of a wide range of departmental and Citywide policies related to benefits, wellness and employee leaves.
MINIMUM QUALIFICATIONS
Depending on the level of the assignment incumbents may be required to possess some or all the following:
- Current technical/professional knowledge of the complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession,
- Possession of license(s) and/or certifications associated with the assignment,
- Educational degree in a specific area of study; and
- Mastery of some or all core competencies described, including those of Individual Contributor and Front-line Supervisor, depending on the assignment
Middle Manager: Incumbents should have a solid foundation of Individual Contributor and Front-line Supervisor core competencies identified by the organization, as well as the following core competencies identified as essential for Middle Manager (click the hyperlink to see the full definition Middle Manager Competencies):
Talent Development - Effective performers keep a continual eye on the talent pool to monitor skills and needs of team members. They expand staff skills through training, coaching, and development. They evaluate and articulate present performance and future potential.
Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient, manage time wisely, and effectively prioritize multiple competing tasks.
Organization Knowledge - Effective performers understand the workings of a municipal organization, formal and informal policies, and structures, and know "how the place works."
Relationship Building - Effective performers understand that a primary factor in success is establishing and maintaining productive relationships. They interact with people and are good at it. They devote appropriate time and energy to establishing and maintaining networks.
Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments, are motivated by achievement, and persist until the goal is reached.
Industry Knowledge - Effective performers understand the general workings of local government within which the organization functions and maintain a current knowledge base.
Written Communication - Effective performers write clearly and concisely, composing informative and convincing documents. They use written language to convey substance and intent with simplicity, accuracy, and clarity.
Financial Acumen - Effective performers understand the financial framework of the organization. They are cost conscious and fiscally responsible and use financial data to make informed business decisions.
Change Agility - Effective performers are adaptable, are effective in the face of ambiguity, and support an orientation for change.
Technology Savvy - Effective performers use technology to be successful in their organizational role. They value technology and leverage existing and new technology to achieve efficiency.
SELECTION PROCESS
The completed electronic application packet will include the online application and electronic attachments of a cover letter and resume. If a cover letter and resume are not attached, your application will be considered incomplete.
Application Ranking:
Application, including resume and cover letter, will be evaluated and scored. Candidates' final score and rank will be determined by their complete application packet upon meeting the employment standards of the position and be certified to the Eligibility List.
The most qualified applicants will be screened and invited to the Departmental selection interviews with the hiring department once a candidate has been certified to the Eligibility List. Note: only those applicants who best fit the needs of the Hiring Department will be invited to the interview process.
Prior to an offer of employment, applicants must pass a background check to the satisfaction of the City.
If you are experiencing any technical (computer related) difficulties or need help with attaching documents to your application, please call the NEOGOV help line for assistance at 1-855-524-5627.
The following benefits vary by bargaining unit. For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at https://www.cityofsantamaria.org/services/departments/human-resources/salary-group-agreements.
Retirement
The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary.
Retirement
The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary.
Health Insurance
Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS). There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from. The benefit amount varies per bargaining unit. See Memorandum of Understanding for eligibility requirements.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment.
Dental Insurance
Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per
bargaining unit.
Vision Insurance
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment.
Dental Insurance
Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per
bargaining unit.
Vision Insurance
Vision Insurance is available to employees and eligible dependents. Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses. The benefit amount varies per bargaining unit.
Life Insurance and AD&D Coverage
All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage. Supplemental life, spousal and dependent child options are also available. The benefit amount varies per bargaining unit.
Short-Term & Long-Term Disability
All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary. Sworn Police and Fire are covered through their respective bargaining unit.
Flexible Spending Accounts (FSA)
The City offers a flexible spending account option for Dependent Care and Health Care Expenses. With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis. Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program
The City provides an Employee Assistance Program (EAP) through AETNA for all full and part time employees and their eligible dependents. The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services.
Wellness Program
Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being. The City's Wellness Program includes ergonomic evaluations, flu shots, and Wellness Workshops during lunch and after work.
Access to the Paul Nelson Aquatics Center for employee and immediate family members.Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.
Access to the Paul Nelson Aquatics Center for employee and immediate family members.Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.
Mentorship Program
This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth.
Succession Planning
The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.
Succession Planning
The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.
Deferred Compensation
Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income. The plan enables employees to save salary and earn interest on a tax-deferred basis. A City match is available based upon representation.
The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC).
Post Employment Health Plan (PEHP)
Based upon your bargaining unit the City may participate in a PEHP plan that will provide reimbursement for out-of-pocket cost of qualified medical expenses such as prescription drugs, doctor co-pays, eyeglasses and cover the reimbursement of medical insurance premiums upon separation or retirement.
Holidays
The City offers seven (7) paid holidays per year. In addition, based upon your bargaining unit a bank of floating holiday hours is available to be used at the employee's discretion.
Vacation
The City initially offers two weeks of paid vacation per calendar year for all full time employees. Accrual rates increase thereafter based upon your bargaining unit.
Sick Leave
Sick leave shall accrue a rate of eight hours for each month of continuous service, or approximately two weeks per year for all full time employees. Employees may use up to half of their annually accrued sick leave for family illness and up to five days (40 hours) per calendar year for bereavement leave.
Management Leave
Management level employees may receive a prorated amount of management leave time each new calendar year.
Educational Incentive Program
In addition to regular pay when education is in addition to the regular requirements of the job specifications and is work related.
Tuition Reimbursement
Based on your bargaining unit, you may be reimbursed for tuition and book costs of approved job related courses. The maximum amount of tuition reimbursement in any calendar year will vary based upon your bargaining unit.
Auto Allowance
Management level employees may receive auto allowance based upon the need of the position.
Telephone/PDA Stipend
Management level employees may receive a telephone and/or PDA stipend based upon the need of the position.
Bilingual Pay
Bilingual pay is provided to employees who are required by their department head to use both English and Spanish in communicating with the public while performing the duties of his/her position and who demonstrate appropriate skills in both speaking and understanding the Spanish language shall receive compensation. The benefit amount varies per bargaining unit.
