Human Resources Manager

Human Resources is seeking two managers experienced in supervising and leading up to 5 direct reports and up to 15 indirect reports in operationalizing process improvements in the areas of 1. employee leaves and ADA accommodations or 2. talent attraction, retention, and organizational development. 

Ideal candidates will also have demonstrated experience developing and delivering training to leaders.

1. The Leaves and Accommodations Manager will be responsible for leading the implementation of the Minnesota Paid Family and Medical Leave law by 1/1/26 which will include building a new team to administer all employee leaves and support Title 1 ADA accommodations. 
2. The Talent Manager will lead a team of recently consolidated Business Partner and Talent Acquisition staff in operationalizing strategies to attract, develop and retain a quality workforce and support department leaders in improving employee relations, performance and workplace culture. 

The current vacancies are in the Human Resources department. The eligibility list created by this vacancy may be used to hire other vacancies in the department or County.

1. Promote a diverse, culturally competent, and respectful workplace.
2. Lead a division of the department and participate in management of the Human Resources department as part of the Human Resources’ management team. Responsible for setting the goals and objectives of the division of the department; developing, recommending, and implementing new and revised policies; implementing, monitoring and evaluating established programs; and managing the determination and reporting of the department’s performance indicators.
3. Participate on countywide teams and task forces to provide HR guidance in the planning, development, coordination and delivery of services; represent the department in service team meetings to identify priority work, solve problems, explain policy decisions and recommend changes to enhance services. Conduct special assignments relating to human resources management as directed.
4. Coach, manage, direct, and supervise HR division staff in the provision of comprehensive human resource services to service teams; provide consultation, performance management and professional development to staff.
5. Develop and recommend budget and manage expenditures and transfers for program areas.
6. Advise departments of state and federal laws and human resources rules and policies for the administration of appropriate and consistent human resources practices for the county and methods and options for resolving employee or work unit problems.
7. Analyze state and federal legislation and regulatory changes to determine effect on Ramsey County and prepare recommendations to the Director of Human Resources.
8. Prepare County Board agenda items and provide justification and written reports as required; represent the department at agenda review.
9. Ensure proactive, effective communication with the County Manager, Deputy County Managers, county department heads, managers and supervisors to identify service needs.
10. Represent the Deputy Director of Human Resources for the Talent Team or Enterprise Team in the Deputy Director's absence.

Talent Services

• Partner with business leaders to develop and implement talent strategies that align with county strategic priorities and improve employee engagement, retention and overall organizational culture.
• Develop strategies that establish Ramsey County as a public sector employer-of-choice in the Twin Cities and attract and retain a talented and diverse workforce. 
• Collaborate with hiring managers to understand staffing needs and develop talent acquisition strategies and hiring process improvements. 
• Procure and manage talent related vendor contracts in compliance with public procurement laws and county policies and procedures.
• Ensure compliance with Federal and State labor laws and MN Statute 383A and the consistent application of the county’s Personnel Rules, Benefits Policies and Human Resources Administrative Policies. 
• Monitor the impact of salary setting practices for pay equity compliance and propose changes as needed to the county’s Personnel Rules and classification and compensation systems to ensure market competitiveness. 
• Provide policy interpretations to employees and supervisors in collaboration with legal counsel. 
• Support employee orientation programs to ensure a smooth transition for new hires.
• Educate supervisors on related policies and procedures and their rights and responsibilities.
• Develop, administer and continuously improve a training strategy for new supervisors.
• Support the ongoing development of supervisors with training programs that improve employee relations, performance and workplace culture. 
• Analyze workforce data and trends to identify areas for improvement and develop strategies and solutions. Partner with leaders in succession planning.
• Ensure continued knowledge and learning of all talent staff regarding best practices
• Respond to information requests, investigate and respond to employment related complaints, and engage in problem resolution.
• Partner with Labor Relations as needed in grievances and arbitration, as well as represent the county or provide information at Personnel Review Board hearings and meetings; establish positive working relationships with union representatives. 
• Participate in bargaining labor contracts as requested.

 Leaves and Accommodations

• Develop, administer and support all employee leave and Title 1 ADA accommodation programs, ensuring compliance with Federal and State law and county policies and labor contracts.
• Lead the implementation and ongoing administration of the State of Minnesota Paid Family and Medical Leave Law in collaboration with county leadership. 
• Lead the Ramsey County’s ADA Title I Coordinator in making reasonable accommodations for qualified employees and candidates and responding to inquiries about accommodations.
• Procure and administer contracts for insurance policies and/or third party administration of employee leave benefits or Title 1 ADA accommodations. Maintain good working relationships with contracted vendors.
• Coordinate with payroll and other HR and department staff to ensure accurate leave processing and reporting.
• Facilitate the return-to-work process for employees returning from leave.
• Develop and provide training, instruction and subject matter expertise in the administration of employee leaves and accommodations to ensure consistent application of processes and timely administration of benefits.
• Provide policy interpretations to employees and supervisors in collaboration with legal counsel. 
• Educate employees and supervisors on related policies and procedures and their rights and responsibilities.
• Ensure the confidentiality of sensitive and protected leave and accommodation information.
• Collaborate with system administrators and consultants to continuously improve the tracking of meaningful and accurate leave and accommodation data and ensure data security.
• Analyze data to ensure compliance and inform process and strategic program improvements. Provide reports and recommendations to county leadership and Labor Relations based on data analysis.
• Participate in bargaining labor contracts as requested.
• Review, evaluate and address employee inquiries and concerns related to leave and accommodation policies and procedures.  

Education: Bachelor's Degree in Human Resources Management, Psychology, Industrial Relations, Business Administration, Public Administration or a related area.

Experience: Five years of progressive and professional level human resources or human resources related experience with an emphasis in the area assigned, including at least two years working in a supervisory capacity.

Substitution: Any combination of education and experience can be substituted for bachelor’s degree and required experience.

Certification/Licensure: None.

The examination process will consist of the following section with each section weighted as indicated:

• Training and Experience Rating = 100%

The examination for the Human Resources Manager will consist of a training and experience rating, comprised of the questions in the attached supplemental questionnaire. Not all applicants who meet the minimum qualifications will pass the training and experience rating.  The rating on this supplemental questionnaire will depend on your answers to the questions –do not mark “see resume” or “see work history” as a response. Please answer all your questions clearly and completely.  Failure to respond could affect your score and final rank on this examination.

Eligible List:  The names of all applicants who filed a properly completed application and passed the examination/screening process shall be placed on the eligible list for an employment opportunity as a Human Resources Manager. This list will be certified to the appointing authority which may use this list to conduct interviews to fill a vacancy. Candidates will remain on the list for one month or until hired, whichever occurs first. A notice will be sent to applicants at the time the eligible list is posted, informing them that the list has been posted and their rank on the list.

Veteran's Preference: This is a classified position requiring an open, competitive selection process.  Veteran's Preference points will be applied after a candidate passes the examination process.  Applicants who are eligible for veteran's preference should update their veteran's DD214, and other supporting documents, and submit them as an attachment at the time of application.

Criminal Background Checks:  All employment offers are conditioned upon the applicant passing a criminal background check. Convictions are not an automatic bar to employment. Each case is considered on its individual merits and the type of work sought. However, making false statements or withholding information will cause you to be barred from employment, or removed from employment.

E-Verify Participation:  Ramsey County participates in the federal E-Verify program. This means that Ramsey County will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Ramsey County is required to give you written instructions and an opportunity to contact DHS and/or the SSA before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9.

Equal Opportunity Employer:  Ramsey County provides equal access to employment, programs, and services without regard to race, color, creed, religion, age, sex (except when sex is a Bona Fide Occupational Qualification), disability, familial or marital status, sexual orientation or gender identity, public assistance status, place of residence, political affiliation, or national origin. Ramsey County is deeply committed to advancing racial equity and promoting diversity and inclusion within all areas of our workforce.

Ramsey County is deeply committed to advancing racial equity and promoting diversity and inclusion within all areas of its workforce. The county strives being equitable, inclusive, transparent, respectful, and impactful in how we serve and engage with residents, as well as Ramsey County employees. Advancing racial equity ensures all people who need access to opportunities and services we provide, will receive them. Racial equity is achieved when race can no longer be used to predict life outcomes, and outcomes for all are improved. 

To print a paper application for this posting click Paper Application. You will need to print this posting and answer the supplemental questions associated with this exam and submit them with your completed paper application.

Salary : $92,958 - $138,163