BARGAINING UNIT / LEVEL: Executive Level Non- Bargaining Unit Position - Level EX_06
GENERAL STATEMENT OF DUTIES: This leadership role involves developing and managing a comprehensive human resource program, deploying creative and contemporary solutions. Key responsibilities include policy implementation, labor negotiations, fair employment practices, workforce planning, recruitment, training and development (including staff development), performance management, employee engagement, risk management, safety and rewards (compensation and fringe benefits including retirement).
SUPERVISION RECEIVED: This position operates under the general guidance of the Chief Executive Officer (CEO). It requires working independently and making judicious decisions regarding human resources and labor relations practice.
SUPERVISION EXERCISED: Manages and develops Human Resources Department staff.
ESSENTIAL DUTIES: The list below is intended to describe the general nature of duties only. The incumbent will perform other duties as assigned.
Human Resources Management Duties
Analyze the human resource needs and challenges of the Authority, consulting with the CEO, Chief Operating Officer (COO), Executive Level Chiefs, District Park Superintendents, and Department Heads concerning human resource needs and opportunities.
Investigate other sources of information regarding human resource practices and procedures, make recommendations concerning policies to be followed, and establish procedures to implement such policies.
Establish and implement succession and workforce plans to predict and ensure appropriate staffing levels to facilitate the effective operation of Metroparks departments and support the strategic plan.
Recruit, interview, select and on-board employees to fill vacant positions upon approval of the CEO and COO.
Redesign, where appropriate, and oversee the implementation of HCMA's compensation, incentive, benefits, retirement, engagement, performance appraisal and other programs and policies to attract and retain top talent.
Consult with management and supervisory personnel to determine training and development needs and formulate training and development policies.
Consult legal staff to ensure that policies comply with federal and state law.
Prepare and deliver presentations to the HCMA Board of Commissioners regarding human resource policies, practices, and medical/risk insurance renewals.
Review and discuss human resource policies and procedures with employee groups.
Confer with employees and supervisory personnel on matters such as job evaluations and ways to improve work operations.
Review disciplinary actions for fairness and consistency in application.
Develop guidelines for non-discriminatory employment practices and investigate existing employment practices to ensure fair and equal employment opportunity.
Labor Relations and Risk Management Duties
Present Management's position during labor negotiation proceedings and research data on the effect of proposed contracts.
Review and administer employees' grievances through standard grievance procedures established by labor contracts.
Plan, implement, and coordinate loss control programs to reduce or eliminate occupational and public injuries, illnesses, deaths, and financial losses.
Serve as the Metroparks risk manager and risk insurance member representative.
MINIMUM QUALIFICATIONS:
Bachelor's Degree from Accredited Institution of Higher Education required: concentration in human resources or a related field preferred.
Minimum of ten years of demonstrated experience in all phases of Human Resources, including contract negotiation and grievance administration, with at least five years in a senior management capacity is required.
Extensive experience and understanding of HR functions, including policy implementation, labor negotiations, fair employment practices, workforce planning, recruitment, training and development, performance management, employee engagement, risk management, safety and rewards (compensation and fringe benefits including retirement), position classification, and employee relations.
Experience working with attorneys and handling legal cases involving various government agencies, civil cases, and employee issues.
Comprehensive knowledge of administrative and clerical procedures, filing and record management systems, computer applications such as word processing, database programs, and spreadsheets, as well as other office procedures.
Ability to work under stressful conditions and varied hours, including weekends and holidays, depending upon marketing events and programs.
Willingness to travel locally and statewide.
May be required to adjust schedule to meet organizational needs, including special events, evenings, weekends, and holidays.
PREFERRED QUALIFICATIONS:
Relevant Post-Graduate Degree from Accredited Institution of Higher Education (e.g. Master's in Human Resources Management; Master's in Business Administration).
Relevant Certification(s) from Reputable/Recognized Program(s) (e.g., HCRI; SHRM; or other equivalent).
REQUIRED COMPETENCIES:
Human Resources Knowledge and Capability: Broad knowledge and understanding of all aspects of Human Resources practice.
Labor Relations and Negotiation Skill: Broad knowledge and understanding of labor relations and effective negotiation practices.
Strategic Thinking: Skilled in making strategic decisions pertaining to staff and procedures.
Relationship Management/Collaboration: Demonstrated capacity to establish and maintain positive, collaborative working relationships with the Board, the public, outside agencies and employees.
Communication: Ability to leverage robust communication skills, including listening, to achieve results.
Financial Acumen: Proven ability to effectively develop and manage budgets.
Risk Management and Safety Leadership: Demonstrated competence in risk management and safety program development and management.
Creativity: Ability to envision and apply contemporary human resources tools, approaches and techniques to the needs of the Authority.
Policy Development: Proven ability to formulate and implement policies.
Leadership: Proficient in delegating authority and responsibility while maintaining appropriate levels of operational control.
PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations will be made to enable individuals with disabilities to perform the essential functions.
Employee generally performs work within an office environment. Occasionally, the employee will be required to work in outdoor environments and will be subject to weather conditions to include heat, rain, and snow.
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