HUMAN RESOURCES DATA AND TRAINING MANAGER

KEY RESPONSIBILITIES:

A strong candidate will possess the ability to:

• Develop policies to maintain HR data accuracy, security, and compliance through audits and collaboration with IT.

• Analyze HR data to provide insights that drive workforce planning, organizational development, and strategic decisions.

• Assess needs, design training initiatives, and evaluate their effectiveness to enhance employee skills and compliance.

• Streamline HR system functionality, improve data processes, and ensure seamless integration with other platforms.

• Partner with stakeholders to align data and training strategies with business goals while leading process improvements.

EXAMPLES OF TYPICAL JOB FUNCTIONS (Illustrative Only)

Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

• Collaborate with HR leadership and other relevant stakeholders to develop comprehensive data governance policies and procedures aligned with regulatory requirements and industry standards.

• Utilize workforce analytics to help guide strategic HR initiatives, including workforce optimization, succession planning, and organizational development.
• Monitor data collection processes to ensure compliance with data protection regulations and applicable laws. Implement measures to mitigate risks associated with data privacy and security breaches.
• Establish protocols for data quality assurance to ensure accuracy, completeness, and consistency of data. Implement data validation processes and conduct regular audits to identify and rectify data discrepancies.
• Classify data according to its sensitivity level and implement appropriate security measures to safeguard against unauthorized access, disclosure, or alteration. Collaborate with IT teams to deploy encryption, access controls, and other security mechanisms.
• Coordinate with IT teams to ensure seamless integration of data across systems and platforms. Standardize data formats and structures to facilitate interoperability and data exchange.
• Evaluate third-party vendors and service providers involved in data processing to ensure compliance with data protection regulations and contractual obligations. Establish data processing agreements and conduct regular vendor assessments.
• Generate reports and analytics to track key metrics related to data governance, including data quality, compliance status, and incident response. Provide insights and recommendations to HR leadership for continuous improvement.
• Responsible for analyzing legislative changes ensures the company stays compliant by monitoring new laws, assessing their impact, implementing necessary changes, mitigating risks, and keeping stakeholders informed.
• Audits and Monitoring: Conduct regular audits and monitoring of HR practices to ensure compliance and identify areas for improvement.
• Assess Court-wide developmental needs to drive training initiatives and identify training solutions for employees. 
• Conducts follow-up studies of all completed training to evaluate and measure results.
• Plans, manages, and oversees the daily functions, operations, and activities of an assigned division in the Human Resources Department.
• Participates in the development and implementation of goals, objectives, work plans, policies, and priorities for the division; recommends within division policy, appropriate service and staffing levels; recommends and administers policies and procedures.
• Participates in the development, administration, and oversight of the division budget; determines funding needed for staffing, equipment, materials, and supplies; ensures compliance with budgeted funding.
• Develops and standardizes procedures and methods to improve and continuously monitor the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement and makes recommendations to the Head of Human Resources.
• Develops and manages requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals and recommends award; administers contracts to ensure compliance with Court specifications and service quality.
• Provides highly complex staff assistance to the Head of Human Resources; prepares reports and correspondence concerning new or ongoing programs and program effectiveness; prepares statistical reports as required; establishes and maintains of working and official program files; ensures the proper documentation of operations and activities.
• Reviews the work of staff to ensure compliance with applicable federal, state, and local laws, codes, and regulations.
• Represents the Court in meetings with members of other public and private organizations, community groups, vendors, and the public.
• Answers questions and provides information to the public, other departments, and agencies.
• Ensures staff observe and comply with all Court and mandated safety rules, regulations, and protocols.
• Performs other duties as assigned.

Knowledge of:

• Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.

• Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.

• Principles and practices of leadership.

• Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.

• Modern and complex principles, practices, regulations, and techniques in the field of human resources administration, recruitment and selection, classification and compensation, employee and labor relations, employee benefits, payroll administration, and Workers’ compensation laws and claim settlement procedures.

• Court technology systems, including human resources information systems and payroll systems.

• Principles and practices of labor relations, including negotiation and labor agreement administration.

• Court-wide and departmental and divisional administrative procedures, practices, and principles.

• Principles and practices of Superior Court operations.

• Principles and practices of budget development and administration.

• Principles and practices of contract administration and management. 

• Conflict resolution methods and techniques.

• Recent and ongoing developments, current literature, and sources of information related to the operations of the assigned department are included.

• Methods and techniques of preparing technical and administrative reports, and general business correspondence.

• Record keeping principles and procedures.

• Applicable federal, state, and local laws, codes, regulations, industry standards, and best practices pertinent to the assigned area of responsibility.

• Court and mandated safety rules, regulations, and protocols.

• Techniques for providing high level of customer service by effectively dealing with the public, vendors, contractors, and Court staff. 

• The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.

• Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.

Experience:

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education:

• Equivalent to a bachelor’s degree from an accredited college or university with major coursework in human resources management, business information systems, business or public administration, or a related field.

Experience: 

• Six (6) years of increasingly responsible experience in human resources administration, organizational development, data management, or related experience, including two (2) years in a lead or supervisory capacity, preferably in a public agency. Management level preferred in human resources or administration.  

• Extensive experience with HRIS systems, including implementation, maintenance, and optimization, project management, proficiency in database management, data analysis, and generating reports and dashboards.

• Experience in managing training programs, developing curriculum, and facilitation.

Licenses and Certifications:

• Possession of a valid California Driver’s License, a satisfactory driving record, and a properly registered and insured vehicle to be maintained throughout employment.