Human Resources Director
GovernmentJobs.com, Claremont, NH, United States
Human Resources Director
Plans, directs, organizes, and controls the operations of the Human Resources Department, including employment processes, compensation and benefits programs, performance management, employee records, employee training, and employee counseling on rights and human resources matters within both unionized and non-unionized environments. Examples of duties include: Providing leadership for the department and managing all aspects of staff development, including training, mentoring, counseling, and organizational/process improvement. Maintaining effective employee relations by regularly conferring with employees, employee representatives, and management for the purpose of developing and implementing programs to enhance and improve employee morale as well as working to resolve work grievances and employee concerns. Negotiating with employee representatives relative to implementation of the provisions of collective bargaining agreements, and serving as a member of the County's team for collective bargaining agreements. Overseeing and ensuring that payroll activities are implemented in a timely and accurate manner in compliance with federal, state, and local laws, providing assistance and coordination as necessary to staff and other organizations. Reviewing departmental staffing levels and advising and/or conducting recruitment processes with department directors or designees. Developing training and educational programs for supervisory and non-supervisory employees, including succession planning and development in order to ensure that staffing requirements are effectively addressed and recruitment/retention of qualified personnel is positively impacted. Developing and recommending annual department goals and objectives, including development of departmental budget to reflect the financial requirements of these goals and objectives; monitoring and administering approved budget. Monitoring human resources and benefits trends to enable the recommendation of cost-savings or efficiencies, where implementation would favorably affect attraction, retention and employee relations of the workforce. Advising the County Manager, County department managers, the Commissioners and other elected county officials on Human Resources matters, organizational structure, development and administration, maintaining an objective and professional position in presenting such advice and recommendations. Work in collaboration with department directors to review and recommend countywide policies for capital planning, financial management, human resources management, etc. Planning long-range goals, objectives, organizational structure, and overall direction for the department. Ensuring that the county complies with all applicable federal, state, and county codes related to human resource administration. Managing all aspects of the county's classification and compensation system to ensure both internal and external equity; keeps statistics; recommends changes and estimates costs. Managing most aspects of the county's employee benefit programs; ensuring that the programs remain cost-effective while meeting the needs of the employee population and county management. Developing and implementing comprehensive rules and regulations for human resources administration, including but not limited to policies and procedures addressing equal employment opportunity, sexual harassment, American with Disabilities Act, Family Medical Leave Act, Fair Labor Standards Act, leaves of absence, classification and compensation systems, hours of work, employee selection and retention, corrective counseling, performance management, training, grievance and discrimination complaint procedures, records management, benefits, and collective bargaining. Carrying out supervisory responsibilities in accordance with County policies, procedures, and applicable laws, including interviewing, hiring, appraising performance, rewarding, addressing complaints, resolving problems, and planning, assigning, and directing work; establishing and monitoring workforce and staff policies and procedures. Supervising the maintenance and integrity of county human resources records. Preparing and presenting agenda items to County Commissioners Performing all other related duties as assigned. Typical qualifications include a Bachelor's Degree (Master's Degree preferred) from an accredited college or university in the field of human resource administration, public administration, or business administration or other related field, at least five (5) years of experience of progressively responsible human resources experience, including labor relations; or any combination of education, training and progressively responsible work experience as would demonstrate possession of the required knowledge, skills and abilities to perform the work. Principles and practices of public human resource administration. Principles and practices of labor contract negotiation and administration. Principles and practices of strategic planning. Principles and practices of budgeting. Principles and practices of risk management. Fringe benefit program design and administration. Pension plan design and administration. County human resource programs, rules, and regulations. Public budgeting procedures and multi-funded financing operations. Administrative principles and practices, including goal setting and program budget development and implementation. Administration of staff and activities, either directly or through subordinate supervision. Methods and techniques of research, statistical analysis, and report presentation. Computer applications related to the work.
Plans, directs, organizes, and controls the operations of the Human Resources Department, including employment processes, compensation and benefits programs, performance management, employee records, employee training, and employee counseling on rights and human resources matters within both unionized and non-unionized environments. Examples of duties include: Providing leadership for the department and managing all aspects of staff development, including training, mentoring, counseling, and organizational/process improvement. Maintaining effective employee relations by regularly conferring with employees, employee representatives, and management for the purpose of developing and implementing programs to enhance and improve employee morale as well as working to resolve work grievances and employee concerns. Negotiating with employee representatives relative to implementation of the provisions of collective bargaining agreements, and serving as a member of the County's team for collective bargaining agreements. Overseeing and ensuring that payroll activities are implemented in a timely and accurate manner in compliance with federal, state, and local laws, providing assistance and coordination as necessary to staff and other organizations. Reviewing departmental staffing levels and advising and/or conducting recruitment processes with department directors or designees. Developing training and educational programs for supervisory and non-supervisory employees, including succession planning and development in order to ensure that staffing requirements are effectively addressed and recruitment/retention of qualified personnel is positively impacted. Developing and recommending annual department goals and objectives, including development of departmental budget to reflect the financial requirements of these goals and objectives; monitoring and administering approved budget. Monitoring human resources and benefits trends to enable the recommendation of cost-savings or efficiencies, where implementation would favorably affect attraction, retention and employee relations of the workforce. Advising the County Manager, County department managers, the Commissioners and other elected county officials on Human Resources matters, organizational structure, development and administration, maintaining an objective and professional position in presenting such advice and recommendations. Work in collaboration with department directors to review and recommend countywide policies for capital planning, financial management, human resources management, etc. Planning long-range goals, objectives, organizational structure, and overall direction for the department. Ensuring that the county complies with all applicable federal, state, and county codes related to human resource administration. Managing all aspects of the county's classification and compensation system to ensure both internal and external equity; keeps statistics; recommends changes and estimates costs. Managing most aspects of the county's employee benefit programs; ensuring that the programs remain cost-effective while meeting the needs of the employee population and county management. Developing and implementing comprehensive rules and regulations for human resources administration, including but not limited to policies and procedures addressing equal employment opportunity, sexual harassment, American with Disabilities Act, Family Medical Leave Act, Fair Labor Standards Act, leaves of absence, classification and compensation systems, hours of work, employee selection and retention, corrective counseling, performance management, training, grievance and discrimination complaint procedures, records management, benefits, and collective bargaining. Carrying out supervisory responsibilities in accordance with County policies, procedures, and applicable laws, including interviewing, hiring, appraising performance, rewarding, addressing complaints, resolving problems, and planning, assigning, and directing work; establishing and monitoring workforce and staff policies and procedures. Supervising the maintenance and integrity of county human resources records. Preparing and presenting agenda items to County Commissioners Performing all other related duties as assigned. Typical qualifications include a Bachelor's Degree (Master's Degree preferred) from an accredited college or university in the field of human resource administration, public administration, or business administration or other related field, at least five (5) years of experience of progressively responsible human resources experience, including labor relations; or any combination of education, training and progressively responsible work experience as would demonstrate possession of the required knowledge, skills and abilities to perform the work. Principles and practices of public human resource administration. Principles and practices of labor contract negotiation and administration. Principles and practices of strategic planning. Principles and practices of budgeting. Principles and practices of risk management. Fringe benefit program design and administration. Pension plan design and administration. County human resource programs, rules, and regulations. Public budgeting procedures and multi-funded financing operations. Administrative principles and practices, including goal setting and program budget development and implementation. Administration of staff and activities, either directly or through subordinate supervision. Methods and techniques of research, statistical analysis, and report presentation. Computer applications related to the work.