Human Resources Manager

The purpose of this classification is to perform skilled, analytical and highly responsible work in the planning, organizing and implementing of the City’s Human Resources programs. Work is performed under the general supervision of the Assistant Director of Human Resources with use of independent judgment and initiative in analyzing and providing recommendations regarding human resources functions. Serves as acting Director or Assistant Director of Human Resources when required. 

The following duties and functions, as outlined herein, is intended to be representative of the type of tasks performed within this classification.  They are not listed in any order of importance.  The omission of specific statements of the duties or functions does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification.  Other duties may be required and assigned.

Assists with managing operations and performs functions in key areas of the Human Resources Department, including recruitment & selection and classification & compensation, with involvement in training & development, HRIS, leave management, benefits administration, employee relations, labor relations, engagement & recognition, and other employment-related activities in collaboration with department leadership as required.

Supervises, directs, engages, and evaluates assigned staff, processing employee concerns and problems, directing work, mentoring, counseling, engaging, disciplining and providing timely performance feedback. 

Coordinates daily work activities; organizes, prioritizes, and assigns work; monitors status of work in progress and inspects completed work; consults with assigned staff, assists with complex situations, and provides technical expertise.

Supervises and coordinates the daily operations of the recruitment, examination and placement functions, including such activities as announcing and publicizing vacancies, scheduling examinations, processing applications, and reviewing unusual application cases under general direction. 

Assists with the maintenance of the classification and compensation program, including any changes in pay policies and position changes; responds to classification studies and salary and total compensation surveys.

Supervises and participates in test construction and validation processes; evaluating test results; counseling employees and other applicants regarding employment status and employment opportunities.

Develops a sustainable candidate lead strategy by evaluating current recruitment processes; identifying areas for improvement; creating new processes, policies and procedures and hiring practices. Coordinates and attends recruitment events such as job fairs, educational career showcase and industry roundtables.

Tracks recruitment metrics (key performance indicators – KPIs), such as time-to-hire.

Confers with department and division heads and employees on recruitment and examination problems and collaborates with departmental stakeholders for recruitment strategies development. 

Reviews monthly vacancy reports; makes recommendations to the Assistant Director and Director regarding criminal background checks and driving records for new hires and promotional candidates.

Conducts compensation review and analysis to verify pay rates for new hires, promotions, transfers, demotions and other direct compensation and makes recommendations to the Assistant Director and Director. 

Evaluates requests for creation of new positions and reclassification of existing positions and makes recommendations to the Assistant Director and Director; reviews for placement within the organizational structure; reviews for position description/essential functions; reviews for FLSA exemption status and accuracy of salary using a point factor system and or market analysis.

Creates new position descriptions or archives positions. Coordinates with Budget on Position Control.

Maintains current knowledge and records on classification and compensation plans and practices and related in accordance with Federal and State of Florida Requirements, ensuring workflows are compliant. Develops best practices and creates guidelines and documentation.

Ensures all Federal, State, and local employment codes and laws are adhered to including Veteran’s Preference, Fair Credit Reporting Act, EEOC and similar.

Drafts, prepares, or assists in the development of RFQs and RFPs in compliance with City policies for vendors and consultant services associated within Human Resources as needed.

Assists in maintaining oversight of recruitment budget including cost for events, registrations, expenditures for advertising and marketing material, etc.

Cross-trains with other personnel to provide primary and/or backup administration of other Human Resources functions.

ADDITIONAL FUNCTIONS

Assists in the absence of the Director and Assistant Director of Human Resources.

Performs other related duties as required.

MINIMUM QUALIFICATIONS

• Bachelor’s degree in human resources, personnel management, business administration, public administration or closely related field; and
• Four (4) years of progressively responsible human resources experience in recruitment & selection and classification & compensation for a municipal or county government; and
• Possess [or obtain within one (1) year of hire] professional certification through PSHRA-HR.
• Possess (or obtain within fourteen (14) days of hire) and maintain a valid Florida driver’s license. 

PREFERRED QUALIFICATIONS

Minimum Qualifications for education and experience must be met before consideration of the following preferred Qualifications:

The ability to clearly communicate Department and City Goals, Policies, Strategic Plans and other key information to employees and peers using multiple communication platforms including e-mail and social media.

Effectively communicates with supervisor, employees, other departments, contractors, vendors, outside agencies, the public, and other individuals as needed to coordinate work activities, review status of work, exchange information, or resolve problems.

Accurately and expeditiously responds to inquiries for information from various individuals.

Ability to prepare accurate and thorough written records and reports.

Ability to exercise independent judgement in interpreting policy and completing complex, time-sensitive assignments with minimal direction, including when serving in an acting capacity.

Ability to exercise sound judgement and strict confidentiality when accessing, handling, and discussing sensitive data in accordance with applicable laws and regulations.

 

KNOWLEDGE, SKILLS AND ABILITIES

Considerable knowledge of the principles and practices of employee selection and screening methodologies.

Knowledge of principles and practices in the administration of recruitment, selection, testing, and classification & compensation.

Considerable knowledge of Equal Opportunity and Affirmative Action Laws and Regulations and bargaining unit contracts as they relate to employee selection.

Knowledge of applicable federal, state and local laws and regulations; including employment and personnel laws and regulations, and the compliance and coordination between all applicable laws and programs.

Ability to read, analyze, interpret and apply City Polices, Collective Bargaining Agreements and Memorandums of Understanding, professional journals, technical publications, government regulations and statistical data.

Knowledge of policies, procedures, guidelines, regulations, compliance and reporting requirements impacted by external sources.

Ability to understand, interpret and apply appropriate laws, regulations, rules and policies.

Considerable knowledge of practices, principles, methods and techniques of tracking, recording and presenting statistical data.

Knowledge of methods for obtaining and evaluation of benchmarking and obtain data as it relates to classification administration, salary and compensation data.

Thorough knowledge of principles and techniques of job analysis, position classification and examination construction.

Ability to conduct and present sound staffing, organizational structure and compensation reports and recommendations based on job analysis, job evaluations and salary analysis.

Ability to lead and develop HR department staff members and to serve as a knowledgeable resource to the City's, management team and supervisors

Ability to plan and supervise the work of subordinate personnel.

Skilled at researching, analyzing and reporting the results of classification and compensation studies.

Skill in effectively managing and completing multiple assignments in a fast-paced environment.

Ability to provide high-quality customer service.

Ability to accurately and consistently interpret personnel policies, procedures and regulations.

Ability to effectively communicate digitally, orally, and in writing.

Ability to quickly adapt to change and keep a flexible approach to work.

Ability to establish and maintain effective and harmonious working relationships during all interactions in the performance of duties.

PHYSICAL AND SENSORY REQUIREMENTS / ENVIRONMENTAL FACTORS

Physical Ability: Tasks require the ability to exert light physical effort in sedentary to light work, but which may involve some lifting, carrying, pushing and/or pulling of objects and materials of light weight (15 pounds). Tasks may involve extended periods of time at a keyboard or work station.

Sensory Requirements: Some tasks require the ability to perceive and discriminate sounds and visual cues or signals. Some tasks require the ability to communicate orally.

Environmental Factors: Essential functions are regularly performed in usual office conditions with rare exposure to adverse environmental conditions.

The City of Boynton Beach, Florida, is an Equal Opportunity Employer (EEO) and Affirmative Action Employer. All applicants receive consideration for employment without regard to race, color, religion, gender (including identity or expression), marital status, sexual orientation, national origin, age, disability or any other protected classification as defined by applicable law (except as limited by Personnel Rules, Collective Bargaining Agreements, or bona fide occupational qualifications).
 
Title I of the Americans with Disabilities Act (ADA) protects qualified individuals with disabilities from employment discrimination. Under the ADA, a person has a disability if he/she has a physical or mental impairment that substantially limits a major life activity. The physical demands described within the job description are representative of those that must be met by an employee to successfully perform the essential functions of this job. In compliance with the ADA, the City of Boynton Beach will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
 
A review of this position has excluded the marginal functions of the position that are incidental to the performance of fundamental job duties. All duties and responsibilities are essential job functions and requirements are subject to possible modifications to reasonably accommodate individuals with disabilities. To perform this job successfully, the incumbent(s) will possess the abilities and aptitudes to perform each duty proficiently. Some requirements may exclude individuals who pose a direct threat of significant risk to the health or safety of themselves or others. Requirements are representative of the minimum level of knowledge, skills, and ability.
 
VETERANS' PREFERENCE:
Certain servicemembers and veterans, and the spouses and family members of such servicemembers and veterans, receive preference and priority in the City’s hiring process. Additionally, certain servicemembers may be eligible to receive waivers for postsecondary educational requirements in employment by the City.