HUMAN RESOURCES DIRECTOR

JACKSON COUNTY, GEORGIA CLASSIFICATION SPECIFICATION CLASSIFICATION TITLE

HUMAN

RESOURCES DIRECTOR PURPOSE OF CLASSIFICATION

The purpose of this classification is to perform responsible managerial and personnel administration work planning, directing and carrying out County policies and procedures relating to all phases of human resource programs and activities including the administration of human resource policies, programs, procedures, and practices; implementing and updating the compensation program; developing and maintaining human resources-related policies and procedures; administering the employee benefits, training and development programs, and implementing health and safety programs; addressing employee complaints or concerns; and acting as liaison to outside organizations and agencies involved in Jackson County personnel matters.

ESSENTIAL FUNCTIONS

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned. Manages department staff, including: conducting training; assigning and reviewing work; discussing job performance; and, coordinating the hiring process to fill vacancies. Conducts HR-related research, and develops and administers County personnel policies, programs, rules, and regulations in accordance with applicable federal, state and local laws, ordinances, policies and procedures, including: recommending amendments to existing policies, writing new policies, and submitting recommendations for the consideration and approval of the County Manager and/or County Board of Commissioners; interpreting personnel rules and regulations for department heads and employees; receiving and addressing employee complaints and grievances; and, advising department heads regarding personnel-related matters. Manages the review, preparation, and administration of the wage and salary structure, including; reviewing changes in duties and responsibilities of positions to determine recommendations; reclassifying current positions and establishing pay grades and compensation; overseeing the maintenance of the compensation and classification plan and making recommendations for changes to plan to County Manager; and conducting surveys of competitive labor market entities to determine need for adjustments to County pay plan. Manages all aspects of the HR Information Systems (HRIS), including; representing HR when working with County IT staff and software vendor(s) to upgrade software; reviewing HRIS modules/applications and overseeing the implementation of new functionality; assuring the accuracy, integrity, confidentiality and retention requirements of HR data in accordance with applicable laws and requirements; overseeing HR support staff in HRIS processes and procedures, including training on new software releases; and, creating and distributing ad hoc HRIS reports. Oversees the recruitment program to enhance the attention of qualified applicants for vacant County positions; provides recruitment assistance to County departments; oversees orientation sessions for new employees. Researches, recommends and administers benefits program; collaborates with benefits broker to coordinate benefit programs offered to County employees at each annual renewal; conducts and/or participates in benefit surveys through correspondence or telephone contact, or oversees surveys performed by service vendors; recommends benefits provisions changes to County Manager, as appropriate, to ensure competitiveness of plan; and, oversees annual open enrollment. Advises Department Heads on employee management issues; reviews and assists in preparation of county employee disciplinary actions, such as suspensions, demotions, letter of reprimand and termination. Conducts internal investigations based on claims of harassment, ethics, safety, etc. Develops and presents reports of findings and makes recommendations for disciplinary action(s), as needed. Oversees all grievances, appeals, claims of harassment for all County departments. Monitors appeals process up to and including Personnel Hearing Officer (PHO) hearings, ensuring that the process adheres to County policy. Consults with legal counsel regarding various personnel matters. Directs the facilitation of mandatory compliance training for employees and develops training related to new laws and/or policy and procedure changes. Directs the administration of the County workers' compensation program, including: overseeing claims administration; collaborating with the County's third-party administrator to review claims, manage treatment plans for injured workers, consider settlement offers, etc.; monitoring trends in claims; and, coordinating efforts of the safety committee and loss-prevention initiatives. Advises the County Manager on organizational structure needs and workforce planning. Participates as a member of the executive leadership team. Prepares annual budget proposal for Human Resources Department; administers the approved budget, ensuring expenditures do not exceed budgeted funds. Assists department heads during budget preparation season with projected salary and benefits costs for additional personnel requests. Interacts with Finance staff to ensure proper information is utilized in completing payroll activities. Maintains appropriate internal controls and separation of duties. Oversees the maintenance of County personnel records. Attends County Board of Commissioners meetings as needed and other staff and committee meetings, participating in discussions as requested or otherwise appropriate; prepares oral and written reports and recommendations pertaining to various personnel issues or topics, as requested or otherwise deemed appropriate. Implements new laws, assures compliance and directs required reporting. Serves as the Systematic Alien Verification for Entitlements (SAVE) liaison for the County. Serves as Privacy Officer for employees' Personal Health Information (PHI), including: maintaining compliance with federal and state laws related to the privacy, security and confidentiality of PHI; administering the County HIPAA policy and procedures for the handling and retention of employees' PHI; and, periodically reviewing and recommending revisions to County HIPAA policy and/or practices considering changes in laws or regulations.

ADDITIONAL FUNCTIONS

Performs other related duties as required.

KNOWLEDGE SKILLS AND ABILITIES

Knowledge of Federal, State and local laws (i.e. FLSA, ADA, FMLA, etc.) pertaining to human resources functions. Knowledge of public administration principles. Knowledge of human resources management functions in the areas of staff management; benefits administration, classification and compensation, recruitment and hiring, employee relations and HRIS. Knowledge of grievance processes and procedures that are utilized in local government HR management. Knowledge of organizational development practices, including best management practices and skill in implementing and revising same, as needed. Knowledge of County budget processes and skill in developing and managing the department's budget. Knowledge of applicable HRIS and skill in writing and generating ad hoc reports. Knowledge of analytical methods. Skill in communicating to effectively convey information when managing staff and interacting with employees and stakeholders. Skill in supervising employees, including prioritizing and assigning work. Skill in leadership and strategic thinking and planning to develop and execute HR strategies. Skill in addressing and resolving employee grievances. Skill in developing, evaluating and enacting policies, procedures, plans, etc., to foster a positive work environment and comply with labor laws. Skill in researching analyzing and finding resolutions associated with complex problem-solving. Skill in operating a computer and applicable software.

MINIMUM QUALIFICATIONS

Bachelor's degree in personnel management, business or public administration, or a related field, and a minimum of six to nine years of progressively responsible experience in personnel administration and management, including supervisory experience; or any equivalent combination of training and experience, which provides the required knowledge, skills and abilities.

PHR/SPHR

certifications are preferred.

PERFORMANCE APTITUDES

Data Utilization:

Requires the ability to determine, calculate, tabulate, or summarize data/information. Includes performing subsequent actions in relation to these computational operations.

Human Interaction:

Requires the ability to function in a managerial capacity for a division or organizational unit. Includes the ability to make decisions on procedural and technical levels.

Equipment, Machinery, Tools, and Materials Utilization:

Requires the ability to start, stop, operate and monitor the functioning of equipment, machinery, tools, and/or materials used in performing essential functions.

Verbal Aptitude:

Requires the ability to utilize a wide variety of reference, descriptive, advisory and/or design data and information.

Mathematical Aptitude:

Requires the ability to perform addition, subtraction, multiplication, and division; the ability to calculate decimals and percentages; the ability to utilize principles of fractions; and the ability to interpret graphs.

Functional Reasoning:

Requires the ability to apply principles of rational systems; to interpret instructions furnished in written, oral, diagrammatic, or schedule form; and to exercise independent judgment to adopt or modify methods and standards to meet variations in assigned objectives.

Situational Reasoning:

Requires the ability to exercise judgment, decisiveness and creativity in situations involving evaluation of information against measurable or verifiable criteria.

ADA COMPLIANCE

Physical Ability:

Tasks require the ability to exert very moderate physical effort in light work, typically involving some combination of stooping, kneeling, crouching and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (10-40 pounds).

Sensory Requirements:

Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, depth, texture, and visual cues or signals. Some tasks require the ability to communicate orally.

Environmental Factors:

Essential functions are regularly performed without exposure to adverse environmental conditions. Jackson County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.