2H58
HUMAN RESOURCES ASSOCIATE 3

This is public human resources work at the supervisory level planning, implementing and administering a variety of programs for a large operating department. An employee in this class supervises human resources professionals and clerical employees providing support services for a comprehensive departmental human resources program. Employees function as the primary assistant for a Departmental Human Resources Manager. Conferring with department administrators, union officials, Central Personnel representatives, Law Department representatives, and departmental employees is a significant aspect of this work. Work is performed under the direction of a higher level personnel manager.

• Employees in this class must supervise a staff of full performance personnel performing human resources generalist work.

OR

• Employees in this class must be responsible for supervising the administration of a specialized department-wide program, such as discipline, for a large operating department.

• Supervises a professional staff engaged in public human resources work including recruitment, workforce planning and staffing, labor relations, safety administration, employee discipline, training, regulatory compliance, employee selection and placement programs for a large operating department; provides technical guidance to lower level associates; supervises clerical personnel engaged in support activities for human resources programs.
• Develops and administers department-wide programs for employee development, performance management and discipline; develops and recommends policies and objectives; informs managers and employees of policies and procedures; advises managers of course of action; prepares reports detailing findings.
• Conducts EEO investigations in response to complaints of discrimination and sexual harassment; makes inquiries; determines just cause; prepares written documentation detailing findings; notifies division head and officials in centralized agency; makes recommendations for corrective action.
• Advises managers on courses of action affecting unions and employees; directs the establishment of disciplinary hearing boards and conducts hearings; reviews recommendations for action and determines appropriateness; prepares and presents cases heard before appeal and review bodies; confers with supervisory personnel to discuss cases and to advise and assist in their preparation; trains managerial personnel to avoid discriminatory actions; discusses progress and policy implications for the disciplinary program; oversees employee grievance processing; represents department at administrative, legal or union hearings; prepares settlement and last chance agreements.
• Administers performance appraisal program for departmental personnel; conducts training for supervisors and managers on performance appraisals; monitors employee assistance program; ensures that departmental recruitment program is in accord with the department's affirmative action goals; advises supervisory personnel of departmental policies and prepares reports detailing actions taken.
• Performs related work as required.

KNOWLEDGE OF:
• city policies, practices and Civil Service Regulations affecting the certification, selection, probation and rejection of employees
• city and departmental policies, procedures and past practices relating to employee rights, benefits, privileges and obligations
• practices and procedures of employee workers’ or unemployment compensation in a civil service system
• Civil Service Regulations, union contract provisions and prevailing practices used in the administration of a disciplinary program
• interviewing methods and practices
• practices and procedures as they relate to selection and classification
• current best practices in human resources management
• English grammar, spelling and punctuation
• federal laws and regulations, such as ADA, EEO and FMLA
• uses and applications of personal computers and current standard software packages used for word processing, database manipulation and preparation of spreadsheets
• computerized systems used to manage the department’s workforce planning
• City’s payroll process
SKILL IN:
• eliciting information
• report writing
ABILITY TO:
• explain and interpret Civil Service Regulations, departmental procedures and policies in the various personnel functions
• plan, direct and evaluate the work of subordinate staff members engaged in the administration of a departmental personnel program
• organize work and coordinate activities
• implement human resources programs
• conduct investigations
• communicate effectively, both orally and in writing
• manage and resolve conflict
• establish and maintain effective working relationships with union officials, employees, department officials, supervisors and central agencies
• identify problems and generate appropriate solutions

EDUCATION
• Completion of a bachelor's degree program at an accredited college or university.
AND
GENERAL EXPERIENCE
• Two years of human resources work.
AND
SPECIFIC EXPERIENCE
• Two years of public human resources work at the level of Human Resources Associate 2 in a departmental personnel program.

NOTE:

A master's degree in human resources management or PHR certification may be substituted for one year of the required General Experience.

OR

Any equivalent combination of acceptable education and experience determined to be acceptable by the Personnel Department, which includes possession of a bachelor's degree from an accredited college or university as an educational minimum.

PHYSICAL AND MEDICAL REQUIREMENTS

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