~~ H an Resources -Director Position Description: The Human Resources Director guides and manages the overall provision ofi Human Resources services, policies, and programs for the entire County. The major areas directed are: • Recruiting and staffing; • Organizational and space planning; • Performance management and improvement systems; • Organization development; • May facilitate and assist in financial management; • Employment and compliance to regulatory concerns; • Employee orientation, development, and training; • Policy development and documentation; • Employee relations; • County-wide committee facilitation; • County employee and community communication; • Compensation and benefits administration; • May prepare budget estimates and fiscal notes; • Provides direction for the Risk Management Program, which includes activities for safety, Workers' Compensation, and property/casualty insurance; • Employee safety, welfare, wellness and health; • Employee services and counseling; and • The Director of Human Resources may supervise several departments, each headed by an experienced manager who most likely specializes in one activity. The Human Resources Director originates and leads Human Resources practices and objectives that will provide an employee-oriented, high performance culture that emphasizes empowerment, quality, productivity and standards, goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Director coordinates implementation of services, policies, and programs through Human Resources staff; reports to the Commissioners' Court and serves on the executive management team; and assists and advises County Elected Officials and Department Heads about Human Resources issues. Primary Objectives: • Safety of the workforce. • Development of a superior workforce. • Development of the Human Resources department. • Development of an employee-oriented County work culture that emphasizes quality, continuous improvement, and high performance. ~ izrr~T • Personal ongoing development. Essential Functions of the Human Resources Director Development of the Human Resources Department • Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration to established standards and procedures. Identifies opportunities for improvement and resolves any discrepancies. • Oversees and manages the work of reporting Human Resources staff. Encourages the ongoing development of the Human Resources staff. • Develops and monitors an annual budget that includes Human Resources services, employee recognition, employee support, and administration. • Seiects and supervises Human Resources consultants, attorneys, and training specialists, and coordinates County use of insurance brokers, insurance carriers, pension administrators, and other outside sources. • Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of new developments. • Leads the development of department goals, objectives, and systems. • Establishes departmental measurements that support the accomplishment of the County's strategic goals. • Directs the preparation and maintenance of such reports as are necessary to carry out the functions of the department. • Prepares periodic reports for management, as necessary or requested, to track strategic goal accomplishment. • Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the County. • Participates in executive, management, and County staff meetings and attends other meetings and seminars. Human Resources information Systems HRIS Manages the development and maintenance of the Human Resources sections of both the Internet, particularly recruiting, culture, and County information; and Intranet sites. • Utilizes InCode software to the County's advantage. Training and Development Defines all Human Resources training programs, and assigns the authority / responsibility of Human Resources and managers within those programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports. D~~ • Leads the implementation of the performance management system that includes performance development plans (PDPs) and employee development programs. • Establishes an in-house employee training system that addresses County training needs including training needs assessment, new employee orientation or onboarding, management development, production cross- training, the measurement of training impact, and training transfer. • Assists managers with the selection and contracting of external training programs and consultants. • Assists with the development of and monitors the spending of the County training budget. Employment Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce. Interviews management- and executive-level candidates; serves as interviewer for position finalists. Chairs any employee selection committees or meetings. Employee Relations • Formulates and recommends Human Resources policies and objectives for the County with regard to employee relations. • Collaborates with management to communicate Human Resources policies, procedures, programs, and laws. • Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. • Conducts investigations when employee complaints or concerns are brought forth. • Monitors and advises managers and supervisors in the progressive discipline system of the County. Monitors the implementation of a performance improvement process with non-performing employees. • Reviews, guides, and approves management recommendations for employment terminations. • Leads the implementation of County safety and health programs. Monitors the tracking of OSHA-required data. • Reviews employee appeals through the County complaint procedure. Compensation Establishes the County wage and salary structure, pay policies, and oversees the variable pay systems within the County including merit increases and raises. D~~ Leads competitive market research to establish pay practices and pay bands that help to recruit and retain superior staff. Monitors all pay practices and systems for effectiveness and cost containment. Leads participation in at least one salary survey per year. Benefits With the assistance of the Commissioners' Court, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings. Leads the development of benefit orientations and other benefit training. Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention. Law Leads County compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (FRIBA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal County exposure to lawsuits. Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the County Attorney and outside govemment agencies. Protects the interests of employees and the County in accordance with County Human Resources policies and governmental laws and regulations. Organization Development Designs, directs, and manages aCounty-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management. Manages employee communication and feedback through such avenues as Commissioners' Court, Workshops, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and Intranet use. Directs a process of organizational planning that evaluates County structure, job design, and personnel forecasting. Evaluates plans and changes to plans. Makes recommendations to Commissioners' Court. o~~ Identifies and monitors the organization's culture so that i# supports the attainment of the County's goals and promotes employee satisfaction. • Leads a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the County. • Manages the County-Wide Committees including the wellness, training, environmental health and safety, activity, and culture and communications. • Keeps the Commissioners' Court, Elected Officials, and Department Heads informed of significant problems that jeopardize the achievement of County goals, and those that are not being addressed adequately. The Human Resources Director assumes other responsibilities as assigned by the Commissioners' Court. Required Knowledge, Skills, and Abilities for the HR Director To perform the Human Resources Director job successfully, an individual must be able to perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skill, and ability required to lead as the County Human Resources Director. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Human Resources Director Requirements • Broad knowledge and experience in employment law, compensation, organizational planning, organization development, employee relations, safety, and training and development. • Above average oral and written communication skills. • Excellent interpersonal and coaching skills. • Demonstrated ability to lead and develop Human Resources staff members, • Demonstrated ability to serve as a successful participant on the executive management team that provides County leadership and direction. Demonstrated ability to interact effectively with the County Commissioners', Elected OfFcials, and Department Heads. • Demonstrated ability with regards to financial accounting, audi#ing, and - cash management. • Excellent computer skills in a Microsoft Windows environment. • Must include Excel and skills in database management and record keeping. • General knowledge of various employment laws and practices. • Experience in the administration of benefits and compensation programs and other Human Resources programs. • Evidence of the practice of a high level of confidentiality. • Excellent organizational skills. ~~~~ Education and Experience • Minimum of a Bachelor's degree or equivalent in Human Resources, Business, Organization Development. • Ten plus years of progressive leadership experience in Human Resources. • Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred. • Active affiliation with appropriate Human Resources networks and organizations and ongoing community involvement, preferred. • Possess ongoing affiliations with leaders in successful companies and organizations that practice effective Human Resources Management. Physical Demands These physical demands are representative of the physical requirements necessary to successfully perform the essential functions of the Human Resources Director's job. Reasonable accommodation can be made to enable people with disabilities to perform the described essential functions of the Human Resources Director's job. While performing the responsibilities of the Human Resources Director's job, the employee is required to talk and hear, is often required to sit and use their hands and fingers, to handle or feel, is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl, Vision abilities required include close vision. Work Environment While performing the responsibilities of the Human Resources Director's job, these work environment characteristics are representative of the environment the Human Resources Director will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the Human Resources Director's job. While performing the duties of this job, the employee is occasionally exposed to moving mechanical parts and vehicles. The noise level in the work environment is usually quiet to moderate. Conclusion This job description is intended to convey information essential to understanding the scope of the Human Resources Director's position and it is not intended to be an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with the position.