Human Resource Manager

Human Resource Manager
DEPARTMENT: ADMINISTRATION
JOB CLASSIFICATION: FULL TIME
Hourly Min - $32.41 Mid -$40.51 Max - $48.62
Annual Min -$67,416 Mid -$84,270 Max -$101,125

GENERAL PURPOSE
Performs a variety of complex administrative, managerial and professional duties related to planning, organizing, directing and coordinating the human resource system, including job valuation, compensation, recruitment, selection, employee relations, benefits, training, worker compensation, performance management. Monitors compliance with established policies and procedures and State and Federal Labor Laws and Regulations

SUPERVISION RECEIVED
Works under the policy guidance and general direction of the City Administrator.

ESSENTIAL FUNCTIONS

Management Team
:
Serves as member of City executive staff; contributes to strategic planning and policy development to further the mission of the city; plans, coordinates, oversees and evaluates city-wide HR operations; reviews, interprets and establishes policy, goals and objectives for HR in order to implement directives from the City Administrator, Mayor and City Council. Serves as a link between management and the employees in resolving conflict and implementation of personnel related policy.
Manages the day-to-day HR functions; determines project priorities; monitors decisions of department directors and staff impacting job retention, advancement and termination, etc. assures completeness and confidentiality of HR records; monitors and assures city-wide compliance with federal and state statutes.

Budget
:
Recommends annual budget and ensures HR compliance and adherence to established fiscal constraints.

HR Operations
:
Coordinates city-wide program for human resource management; recommends and implements operating practices, policies and procedures; explains and interprets policy, implements guidelines and practices to enhance efficiency, i.e., recruitment, selection, integration, maintenance, compensation, classification, training, career development, performance management, incentive systems and employee relations; researches law, codes, statutes, solicits legal opinions and recommends new procedures as necessary.
Coordinates regular meetings to address employee needs, interests, workplace events, morale and related issues; coordinates committee selections for annual awards; negotiate and coordinate with vendors for plaques, awards and certificates; makes presentations to administration and/or city council to inform and apprise of employee related successes, accomplishments and issues.
Monitors and advises department heads and supervisors relative to actions involving the status of an employee, i.e., discipline, discharge, promotions, pay raises, terminations, leaves, evaluations and grievance procedures; coordinates with finance to ensure approved compensation is applied; maintains personnel action, training, and employment records;; advise and assist in organizational design and efficiency; ; presents to Council employee achievements and personnel issues.
Conducts periodic review and update of handbooks, manuals, job descriptions, classifications, salary and benefits; apprises city management team on current salary and benefit statistics as needed to maintain a fiscally responsible, yet competitive salary and benefit package; ensures policy manuals are in accordance with local, state and national laws; required through Utah Public Records Act, Right-to-Know, or Utah Transparency portal.
Oversee talent acquisition; conducts formal recruitments for vacant and created positions; determines testing procedures and successive hurdles; provide managers with list of eligible candidates; may verify applicant references, work history, immigration status and qualifications; monitors and verifies appointments are made in accordance with established policies and rules; develops, coordinates and directs onboarding processes to ensure new employees are given necessary tools for employment success.
Investigates incident allegations related to employee involvement or interaction with the public; determines compliance or conformity to established practice, procedure, protocol; makes recommendations for city administrative action, i.e.; no-action, discipline, suspension, etc.; participates in administrative actions; maintain records of all employee disciplinary action; coordinate with legal entities as required to ensure city is accurately represented; coordinate with unemployment offices, workforce and other state agencies through adjudication and hearings;
Works with legal services in investigations as needed; may be required to represent the City in litigation in regards to personnel actions.
Employee Advocation:
Responds to employee concerns; utilizes informal and formal grievance processes to remedy problems; educates employees and managers regarding problem-solving processes and alternatives; coordinates the appeals and grievance hearing processes and procedures; assures timely processing of grievances and…