Human Resources Manager (Assessor)

Tulsa County

10d•Hybrid

About The Position

This is a newly established, dedicated Human Resources Manager position serving the Assessor's Office's 84 full-time and 2 part-time employees, reporting directly to the Chief of Staff. Under general direction, this HR generalist position manages, develops, and maintains the Assessor's Office's HR system and day-to-day HR functions, exercising independent judgment and discretion on significant matters. This position combines routine administrative HR work, personnel recordkeeping, and data entry with higher-level HR responsibilities. These include labor need projection, position control, recruitment and hiring coordination, onboarding and separation, employee relations, employee benefits and leave guidance, payroll and compensation support, training and certification tracking, and personnel policy administration. This position advises the County Assessor and Executive Staff on HR matters, and serves as a discreet, professional point of contact for employees seeking guidance on workplace matters and career development. It handles executive, and personnel information with strict confidentiality and ensures consistent and effective HR practices office-wide in accordance with applicable federal and state employment statutes and Assessor Office policies. This job description may be updated at any time to accommodate evolving requirements and responsibilities of the Assessor's Office. All Job Descriptions are approved as final by the Assessor or his designee, as of the listed revision date above. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions of the position. All offers for employment are contingent upon a background check as applicable laws allow. All Assessor Employees are expected to: • work independently and in a team with tact, support, and cooperation for customers, co-workers, and supervisors. • be capable of effectively using Microsoft suite of office software. • perform other duties as assigned, assist in all functions of the office, and train co-workers. • be aware that work may occasionally be required outside normal business hours, and time off may be discouraged during certain customer-support periods. As this is a public office, and due to conflict-of-interest concerns, all employees of the Tulsa County Assessor's Office must place any real estate license in an INACTIVE status upon employment here, or as soon as any current transactions are completed.

Requirements

Ability to interact with all employees and supervisors in a confidential or discreet manner, as the situation requires, and in a tactful, supportive, and professional way.
Comprehensive working knowledge of human resource principles, employment law, and personnel administration across the full range of HR functions: recruitment and retention, employee relations, benefits, leave, compensation, training, separation, and compliance.
Working knowledge of FMLA, ADA, workers' compensation, EEO requirements, and the Oklahoma Open Records Act as they apply to personnel matters.
Ability to perform routine administrative and clerical HR tasks (filing, data entry, correspondence, and records maintenance) accurately and consistently.
Working knowledge of county-administered employee benefits programs sufficient to advise and guide staff, in coordination with the County HR Division.
Upon hire, gain proficiency with HR information systems (currently Workday) and other office and records-management software.
Ability to maintain strict confidentiality of personnel and payroll information, and to exercise sound judgment in sensitive personnel matters, including workplace investigations.
Ability to maintain confidentiality in all other matters to the extent possible, consistent with the obligation to act on reports of harassment, discrimination, or misconduct.
Ability to serve as a discreet listening resource and provide career counseling to employees at all levels of the office.
Strong organizational skills and attention to detail in maintaining secure personnel records and tracking compliance and training deadlines.
Ability to develop, interpret, and apply office policy and procedure consistently across departments.
Bachelor's degree in HR, business administration, or a related field (HR preferred), OR an equivalent combination of education and progressively responsible human resource generalist experience.
Minimum of five (5) years of broad-based HR generalist experience spanning recruitment, employee relations, benefits administration, compliance, and personnel recordkeeping; public-sector experience preferred.
Ability to apply fundamentals of budgeting and basic statistical measures to workforce and benefits data.
Ability to interpret headcount, compensation, and benefits data, estimate fiscal load, project labor needs, and draw appropriate conclusions.
Ability to read, analyze, and interpret employment law, policy documents, and governmental regulations.
Ability to effectively present information and respond to questions from employees and supervisors.
Ability to write effective business correspondence, policy documents, and procedures with proper grammar.
Ability to handle sensitive conversations with tact, discretion, and professionalism.
Ability to apply critical thinking to personnel matters to produce fair, consistent, and legally sound outcomes.
Ability to solve practical problems and deal with a variety of variables in situations with limited standardization or precedent.
Ability to interpret a variety of instructions and policy furnished in written, oral, statutory, or regulatory form.
Employee is regularly required to use arms, hands, and fingers to handle, feel, or reach, and is required to speak and listen. Regularly required to sit, and must be able to move about independently within the office and other work locations. Specific vision abilities include close, distance, peripheral, depth perception, and ability to adjust focus. May occasionally lift and/or move up to 25 pounds.
Upon hire, attain Certificate of Advanced Accreditation as provided in Title 68 O.S. §2816, and maintain CEUs to retain certification. All required training is accomplished at office expense.

Nice To Haves

Workday familiarity and proficiency is a plus.
PHR, SHRM-CP, or equivalent HR certification a plus, but not required; demonstrated, hands-on generalist experience across the full range of HR functions will be weighted at least as heavily as formal certification.
PHR, SHRM-CP, or equivalent HR certification preferred, but not required.

Responsibilities

Coordinate full-cycle recruitment and hiring for Assessor's Office positions in partnership with hiring supervisors and managers. This includes updating job descriptions, posting positions, screening applications, scheduling interviews, and communicating with candidates.
Administer new employee onboarding and orientation, including background checks and preparation of new-hire orientation materials. Coordinate drug and alcohol testing where required for specific positions.
Administer employee offboarding, including exit interviews, return of keys, badges, and equipment, and coordination of system access removal.
Respond to unemployment claims in coordination with County HR.
Process new-hire, status-change, and termination paperwork. Maintain accurate, complete, secure, and compliant personnel files (physical and electronic), including data entry into HR systems.
Prepare, distribute, file, destroy, or archive routine HR correspondence, forms, and reports in compliance with applicable records retention schedules.
Respond to relevant Open Records requests, employment verification, and reference requests.
Advise employees on benefits programs purchased by the County Budget Board and administered by the County HR Division. Maintain current working knowledge of plan offerings, eligibility, and open enrollment timelines.
Coordinate FMLA, leaves of absence, short- and long-term disability, and work visa matters with County HR.
Coordinate workers' compensation claims, injury reports, and return-to-work with County HR.
Process ADA accommodation requests through the interactive process.
Support retirement processing and provide pre-retirement guidance in coordination with County HR.
Collaborate with the Finance and Business Services Manager regarding payroll development matters.
Perform compensation review, including salary comparisons with other county offices.
Serve as the first point of contact for day-to-day employee questions on policies and benefits, escalating more complex matters as needed.
Serve as a secondary point of contact for employee relations matters. Work with supervisors, managers, and the Chief of Staff to address and resolve personnel issues.
Serve as a discreet listening resource for employees on workplace concerns, provide career counseling and development guidance.
Administer the office's complaint, dispute, and appeal process.
Conduct or coordinate workplace investigations, including harassment and misconduct complaints.
Coordinate employee recognition, including service awards and milestones.
Track training completion and certification renewal deadlines, coordinating with the Center for Local Government Technology (CLGT), IAAO, and other training entities.
Coordinate required training, including harassment prevention, ethics, safety, and cybersecurity.
Support performance review processes. Coach supervisors on documentation, feedback, and the graduated discipline process.
Develop, routinely update, and help implement office HR policies and procedures in coordination with Executive Staff.
Monitor compliance with applicable federal, state, and county employment laws and regulations.
Keep required labor law and EEO postings current.
Collect employee handbook and other policy acknowledgment signatures.
Assist Executive Staff with organizational planning, labor need forecasting, job description maintenance, current personnel issues, and workforce data reporting.
Maintain the organizational chart and position control (authorized vs. filled positions).
Support succession planning and cross-training for critical positions.
Develop key HR measures, identify their value, and report results to Executive Staff as appropriate.
Serve as the primary liaison between Assessor employees and the BOCC Human Resources Department on all HR functions and issues.
Communicate management expectations and decisions to staff, and convey staff concerns and needs to management.