2H13
DEPARTMENTAL HUMAN RESOURCES MANAGER 3

This is second supervisory level generalist personnel work, directing a comprehensive personnel program for a major City department. An employee in this class directs diverse personnel functions, but may share responsibility for training, and/or occupational safety and/or other functions in the larger departments. Supervising a large staff of personnel specialists, personnel assistants, operational personnel and clerical employees, through subordinate supervisors, is an important aspect of the work. Employees regularly participate in projects addressing City-wide personnel issues, and develop procedures and policies to respond to those issues. An employee in this class reports directly to a department commissioner or director, or to an appointed deputy commissioner or director, with responsibility for direct participation in the development and implementation of all personnel related department policy.

ALLOCATING FACTORS: (The following conditions must be met for a position to be allocated to this class.)

1. Must report to a department director or commissioner or exempt deputy.
AND
2. Must supervise a large staff of personnel specialists, personnel assistants, operational personnel and clerical employees, through subordinate supervisors.
AND

1. Must have responsibility for most, and involvement in all, personnel functions in departments with at least 1,000 full time equivalent employees;
OR
2. Must have responsibility for all personnel functions, including responsibility for directing all safety and training activities, directing at least some of the personnel functions through subordinate supervisors, in departments with at least 500 full time equivalent employees;
AND

4. Must regularly participate in projects addressing City-wide personnel issues, and developing procedures and policies to respond to those issues.

FUNCTIONAL RESPONSIBILITY (Depending on Departmental Assignment)

LABOR RELATIONS

• Maintains contacts with union officials; meets with union officials; enters into binding agreements with union for the department; conducts disciplinary hearings for departmental employees; participates in preparation of department case; attends and testifies at disciplinary hearings; determines or recommends disciplinary actions; recommends remedial action prior to or in lieu of hearing; conducts, attends or testifies at grievance hearings; participates in preparation of department case; enters into binding agreements with union when appropriate; attends and testifies at grievance arbitration; participates in preparation of City case; proposes or accepts settlement on behalf of department; attends and testifies at Act 111 interest arbitration; participates in preparation of City case; represents department at Civil Service Commission hearings; trains or advises department managers in terms of contracts, strategies for working with union representatives, and disciplinary techniques and strategies.

SAFETY - RISK MANAGEMENT - BENEFITS

• Purchases or provides input in purchase of safety equipment; evaluates equipment; visits manufacturer; observes field tests of equipment; conducts training sessions; arranges for technical experts to conduct training; assists technical expert in conducting training; purchases safety training programs and services; evaluates effectiveness of safety training; attends or testifies at unemployment compensation hearings; participates in preparation of City case; inspects work sites; orders or recommends changes to processes or practices to correct hazards; investigates accidents; visits accident sites; interviews witnesses; observes and records data; recommends disciplinary actions; testifies at hearings and court cases; directs injury control program; conducts disability review hearings; directs oversight of medical treatment for injured employees; coordinates placement of disabled employees in secondary employment; directs sick leave control program; develops or participates in the development of departmental policy and procedures; may provide input in the administration of the components of the safety program affecting uniformed employees.

CLASSIFICATION AND COMPENSATION

• Assesses staffing needs and analyzes organizational structure; develops or participates in development of hiring and succession plans; writes draft class specifications and assists managers in writing class specifications; discusses class specifications with Personnel Department and resolves differences; reviews draft class specifications that have been prepared by the Personnel Department; sends class specification to appropriate manager for review; approves class specifications for department; reviews requests from managers for new positions and promotions; disapproves unjustified requests; advises managers of the appropriate class for positions; determines or recommends method to fill positions; prepares documents requesting position authorization and sends to central review agencies; tracks progress of requests; discusses allocation of positions with Personnel Department; makes and attends presentations to pay evaluation committees; conducts salary surveys; discusses pay rates with Personnel Department; discusses and participates in the development of regulations to authorize pay differentials, bonuses, and other alternatives to base compensation; directs departmental administration of alternative compensation initiatives.

SELECTION

• Requests examination announcement; requests type of test and basis of competition; reviews test content or secures departmental subject matter experts to review test content; assists Personnel Department in review of applications; may administer examinations; rates candidates; arranges certification of eligible candidates; schedules or conducts interviews of candidates; selects candidate to be hired or provides input for selection decision.

PAYROLL

• Supervises preparation of payroll; provides direction on policy and problems involved in payroll preparation and administration of payroll, including contractual issues and other issues such as relief appointments, shift differentials, out-of-class appointments, on-call or standby time, seasonal and part time appointments, bonuses and special pay categories; directs maintenance of leave balances and authorization of leave requests, i.e. vacation, sick leave, FMLA; develops and interprets leave policies; provides training and information on leave procedures and policies; counsels individual employees on leave problems.

RECRUITMENT

• Maintains contacts with professional associations, colleges, universities and technical schools; attends conferences or job fairs; visits colleges; may administer examinations during recruitment visit; develops advertisements; determines advertising strategy; places advertisement; contacts candidates for employment by written correspondence and telephone; administers intern program.

AFFIRMATIVE ACTION

• Investigates complaints of charges of discrimination or sexual harassment; conducts investigation; recommends actions; may refer case to Personnel Department; maintains affirmative action plan for department; develops and updates plan; develops policies and communicates policies to employees; ensures compliance with laws and regulations such as ADA, FMLA, EEO; conducts investigations and recommends corrective action; arranges accommodations for employees; recruits women and minorities; identifies opportunities for women or minorities to advance; monitors statistics concerning hiring or promotion rates for women and minorities; recommends actions to improve affirmative action hiring and promotion.

TRAINING

• Conducts training programs in such areas as department operations, department policies and procedures, department personnel policies and procedures, employee orientation, supervision, City laws, contracts, etc. and other topics as required; assesses training needs of department employees; develops assessment methodology; develops or revises programs in response to needs assessment; researches topic; interviews technical expert; purchases training programs or services; visits vendor; observes training; evaluates program or service; provides input in purchase decision; maintains records of employee training history; schedules training for employees; approves or disapproves requests; provides input and direction concerning the administration of the training program in the largest departments.

OTHER FUNCTIONS

• Directs maintenance of computer and manual employee information systems for department.
• Directs employee assistance programs.
• Prepares and revises employee orientation manuals, employee newsletters and other informational material.
• Disseminates information on benefits and other issues to employees.
• Investigates allegations of criminal activity, misconduct, inappropriate outside employment, residency violations, inappropriate use of City vehicles, and other ethics issues.
• Researches federal, state and local legislation and regulation affecting employment; provides interpretation of legislation and regulations and guidance to managers.
• Directs reductions in workforce for department; counsels employees; participates in the placement of employees displaced through workforce reduction; presents evidence and testimony at Civil Service Commission hearings.
• Directs purchase of contracted personnel services for department.
• Performs related work as required.

SUPERVISORY RESPONSIBILITY

• Depending on department organization, directly supervises, or supervises through subordinate supervisors, employees allocated to all or some of the following classes:
• Personnel Assistant 3
• Personnel Assistant 2
• Training and Development Officer 1
• Occupational Safety Administrator 1
• Administrative Officer
• Administrative Services Supervisor
• Administrative Technician
• Clerical Supervisor
• Departmental Payroll Supervisor
• Various Clerical Classes
• Various Operational Classes
• Consultants and contracted employees
• Directly, or through subordinate supervisors, assigns and reviews work, evaluates performance, trains and develops employees; makes or reviews decisions to hire, promote, discipline or terminate Personnel Office employees.

INTERDEPARTMENTAL RESPONSIBILITIES AND CONTACTS

• Contacts officials of central agencies to secure services; discusses issues with other Personnel Officers; participates in initiatives developed by the central personnel agency; participates in investigations conducted by other City agencies; works with consultants on assignments; discusses issues with representatives of state and federal government, including regulatory agencies; participates, as a member of a project team, group, or task force, in conducting studies of issues that have an impact on other City departments; participates in the development of recommended changes to policy and procedures; participates in the preparation of reports; may chair project team, group, or task force.

REPORTING RELATIONSHIP - DEPARTMENTAL MANAGEMENT RESPONSIBILITIES

• Reports directly to a department commissioner or director, or to an appointed deputy commissioner or director; serves as member of senior management team for the department; represents department head in all meetings and discussions with senior management of the department concerning organizational structure, organizational planning, and all personnel policies and procedures; participates in the development and implementation of all personnel related department policy; must approve all department requests for changes to personnel policies and procedures.

KNOWLEDGE OF:

• Supervisory principles and practices
• Civil Service Regulations applicable to the various personnel functions
• Labor contracts applicable to department employees
• State labor laws applicable to department employees
• Laws, regulations, procedures, policies and precedents governing various hearings, disciplinary actions, grievance arbitration and interest arbitration
• Federal laws affecting employment, including Title VII of the Civil Rights Act, FMLA, ADA, ADEA, HIPPA, FLSA
• Labor relations
• Occupational safety
• Accident investigation methods and techniques
• Risk management principles and programs, such as injury control, sick leave control, disability control
• Organizational analysis
• Classification and compensation
• Training principles and techniques
• Recruitment practices and resources
• City, state and federal laws and regulations governing equal employment opportunity, discrimination and sexual harassment
• City processes and regulations required to fill positions, administer examinations, and complete a variety of personnel transactions
• City payroll process
• Contract management

ABILITY TO:

• Supervise a large staff of personnel specialists and assistants, administrative support staff, clerical staff, and consultants
• Negotiate agreements
• Conduct a variety of investigations
• Conduct a variety of hearings
• Interview
• Use a personal computer and the appropriate software packages
• Communicate effectively, both orally and in writing
• Develop and revise polices and procedures
• Work effectively as a part of a team on a project basis
• Successfully complete assignments in accordance with schedules
• Develop and maintain effective working relationships with department managers and employees, subordinates, central agency officials, and union representatives

EDUCATION

• Completion of a bachelor’s degree program at an accredited college or university.
AND


GENERAL EXPERIENCE

• Four years of public personnel experience, two years of which shall have been at the full performance level with responsibility for providing technical personnel services either as a specialist in one of the major personnel functions or as a generalist in several of these functions.
AND


SPECIFIC EXPERIENCE

• Two years of supervisory level generalist personnel experience, directing the personnel program for a city department.
OR
• Four years of supervisory level personnel experience serving as principal assistant to a departmental personnel officer, or providing personnel specialist services on a department - wide basis.

OR

Any equivalent combination of education and experience that has included the education and specific experience described above and that has been determined to be acceptable by the Personnel Department.

PHYSICAL AND MEDICAL REQUIREMENTS

• Ability to physically perform the duties and to work in the environmental conditions required of a position in this class.