DIRECTOR OF HUMAN RESOURCES

Jackson County, Missouri•Kansas City, MO

About The Position

It's fun to work in a company where people truly BELIEVE in what they're doing! We're committed to bringing passion and customer focus to the business. Department: Human Resources Grade: 360NM Salary: DOQ GENERAL PURPOSE This position is responsible for the formulation, implementation, and administration of human resource and personnel policies and procedures for the County's Merit System associates. The associate interprets, administers, and ensures County compliance with Federal, State, and County legislation relating to personnel administration; advises the County Legislature, County Executive, and the Merit System Commission (MSC) the impact of legislation, required changes in policy, and the need for new or revised procedures; and provides department directors and other supervisory staff the training to effectively administer personnel rules and programs. The associate is also responsible for the delivery of personnel services: recruitment, testing, orientation, training, benefits administration, safety, associate relations, personnel records maintenance, classification and compensation recommendations, salaries, and merit system staff administration. The associate administers a staff of nine clerical and paraprofessionals, and a budget of more than $740,000.

Requirements

Bachelor’s Degree from an accredited college or university, in Business or Public Administration, Human Resources Management or Personnel or related field.
Six (6) years of progressively responsible supervisory experience in Personnel or Human Resources Management.
Must submit to/pass pre-employment background and drug screen.
Knowledge of department policies and procedures.
Knowledge of modern management principles, practices, and techniques: motivation, planning, directing, organizing, coordinating, and delegation of authority and assignments.
Knowledge of the philosophy of human resource and personnel planning and administration in providing service to management in attaining program goals and objectives.
Knowledge of County program systems, responsibilities, inter-County relationships, policies, objectives, managerial styles, modes of operations and other organizational characteristics necessary to formulate and deliver needed personnel systems support activities; and operation and function of the MSC and pension plan.
Knowledge of Federal, State, and County laws, ordinances, County charter mandates, and other related requirements for the implementation and administration of human resources, personnel policies, and benefits administration.
Knowledge of Merit System Commission principles, objectives, rules, and procedures.
Knowledge of the principles and techniques of counseling and progressive discipline.
Knowledge of effective verbal and written communications to accurately convey knowledge or instructions to or requesting information from others.
Knowledge of the solicitation and administration of grants.
Knowledge of administrative budget systems.
Knowledge of statistical techniques in evaluating personnel programs.
Knowledge of and skill in the use of personal computers and their associated word processing, spreadsheet, and Mangrove HR/Payroll/ Applicant software.
Knowledge of labor management, collective bargaining contract negotiation and administration, and associate relations.
Knowledge of County nepotism requirements, rules, and procedures.
Knowledge of Associate group benefits administration.
Knowledge of County bid requirements.
Knowledge of federal employment, benefit, and privacy laws.
Skill in communicating instructions and information to large groups of appointed and elected officials, associates, and the general public.
Skill in administering a diversified personnel program, and in detecting personnel problems and in initiating action to resolve issues in their formative stages.
Skill in communicating with print and broadcast media.
Climbing/Balancing – Must be able to balance oneself sufficiently to maintain body equilibrium and prevent falling while moving up and down ladders, stairs, scaffolding, ramps, poles and the like, to complete various assigned tasks.
Crawling - Must be able to move about on hands and knees or hands and feet, to complete various assigned tasks.
Crouching/Kneeling – Must be able to crouch and/or kneel sufficiently to complete various assigned tasks.
Grasping/Handling – Must be able to extend arm(s) and hand(s) in any direction sufficiently to pick up, hold, and/or otherwise work with an object, using one’s hands to complete assigned tasks.
Hearing – Must be able to have normal conversations and two-way radio/telephone communications; must be able to receive detailed information through oral communication, and to make the discrimination in sound, to complete various assigned tasks.
Lifting - Must be able to occasionally lift up to 10 pounds of equipment and supplies, to complete various assigned tasks.
Mental Acuity - Must be able to make rational decisions through sound logic and deductive processes, to complete various assigned tasks.
Pushing/Pulling – Must be able to sufficiently haul, tug and/or push objects weighing 50 pounds, using one’s arms, to complete assigned tasks.
Repetitive Motion - Must be able to repetitively move and/or motion using one’s wrists, hands, and/or fingers, to complete various assigned tasks.
Sitting – 90% of the time – Must be able to sit for long periods of time to complete various assigned tasks.
Speaking/Talking – Must be able to speak English clearly to convey detailed or important spoken instructions to other workers accurately and concisely.
Standing –5% of the time – Must be able to stand while completing various assigned tasks. Particularly for sustained periods of time.
Stooping – Must be able to sufficiently bend one’s body down and forward, requiring full motion of the lower extremities and back muscles, to complete various assigned tasks.
Visual Acuity – Must be able to sufficiently to operate motor vehicles, heavy equipment, miscellaneous handheld tools, to complete various assigned tasks.
Walking –5% of the time – Must be able to walk between workstations and to wait on the general public.

Nice To Haves

Workday Experience is highly preferred.
Workday Experience is highly preferred.

Responsibilities

Assigns, directs, and reviews the work of one (1) Deputy Director, and, indirectly, a staff of eight (8), establishing long-range schedules, priorities, and deadlines.
Delegates the authority and responsibility for administering day-to-day functions.
Performs a variety of personnel administrative functions; interviews, selects, counsels, performs evaluations, initiates promotion actions, schedules, and approves leave, enforces rules, etc.
Prepares, submits, defends, and justifies annual budget recommendations.
Ensures the Human Resources Department is delivering leading edge programs and services in functional areas of responsibility, such as: compensation, benefits, labor/associate relations, recruiting, etc.
Determines the credibility of the personnel programs through meetings and discussions with associates, supervisors, and managers on personnel service and support provided by the personnel staff, the adequacy of administrative policies and procedures, the degree of expertise demonstrated by the personnel staff in resolving personnel problems, backlogs of personnel actions, etc.
Attends meetings with Department heads and Division managers to provide expertise in evaluating the implications of proposed internal policies and procedures, reorganizations, projected programs, contemplated personnel actions, etc.
Initiates and recommends to the MSC personnel policies and procedures to implement a system of personnel administration for the County; serves as Secretary to the Commission and attends all Commission meetings and hearings; serves as an intermediary between County officials and the MSC for the interpretation of merit rules and procedures; and assists associates in preparing MSC appeal forms and, if requested, advises the associate on procedural matters.
Interacts with various County Boards and Commissions serving as consultant regarding County personnel programs and benefits administration; serves as Secretary to the Pension Plan Administration Committee.
Participates in collective bargaining contract negotiations by providing advice and counsel relating to the County Counselor's office regarding personnel issues.
Serves as County representative at labor negotiations and as corporate representative in legal proceedings.
Meets with representatives of various labor unions, County Counselor's office, and County Executive's office to discuss union and management personnel proposals; interprets regulatory requirements and definitions; advises on proposals and arguments, items of issue, and analyzes proposal content, phrasing, and conflicts with mandatory requirements.
Recommends to County officials highly sensitive personnel actions, such as appointments subject to public exposure which do not conform to normal administrative processing, or which may challenge regulatory requirements, or which may be subject to court action or which may result in mass appeals or grievances or which may affect large groups of associates through loss of pay, demotions, etc.
Addresses professional personnel groups about the County's program; attends seminars, discussion groups, and other presentations to gain insight into changes in the field, screening those that may become part of the County's personnel program.
Supervises new associate orientations, the County's benefit packages, and personnel policies.
Leads conferences and discussions with County staff on personnel related matters; informs new associates of their rights and restrictions under the MSC as soon as practicable, or within six months of the associate's date of employment.
Reviews probationary terminations with former associates and the appointing authority; may seek reinstatement or recommend associate for reemployment in another department.
Supervises and often conducts County training for supervisory associates.
Develops, maintains, and improves HR, and County-wide policies, procedures, and rules to ensure county compliance with Fed, State and local legislation.
Drafts new policy or revises existing policies to conform to new legislation or new theories in the field.
Responsible for assuring that the County meets Affirmative Action and Equal Employment Opportunity goals and objectives, and informs appointing authorities of the applicable local, state, and federal requirements.
Acts as program officer for the County's Affirmative Action Task Force.
Performs special personnel related assignments requested by the County Executive.
Recommends and participates in the decision making process regarding new policy with the County Executive, Administration, and other staff.
Performs other related duties as required/assigned.