Human Resources Administrator - Controller's Office

Under the direction of the Controller/Administrator and the Deputy Administrator, administers the County’s human resources and employee relations program. Coordinates the preparation for the County in the collective bargaining process and is responsible for assisting in the administration of the County’s labor agreements. Represents the county in administrative forums related to employee relations. Coordinates the County’s various employment programs, administers the wage and salary program, assures all statutory reporting and oversees all other components of the personnel and human relations programs. Direct supervisor to the Payroll and Benefits Manager.

Starting pay is dependent on an applicant's relevant experience.  

**Applications are accepted until there are sufficient numbers of qualified applications or a qualified candidate is identified.  This position could close at any time.**

1. Assists in the planning, organizing, and directing of all aspects of departmental operations, including personnel management, planning, and general administration.

2. Develops and implements departmental policies, procedures and regulations.

3. Represents and acts for the County in various dispute resolution forums related to employee relations, includes responding to employee grievances.

4. Investigates and advises County elected officials and department heads on matters such as employee disciplinary issues, sexual harassment issues and other employee relations issues.

5. Coordinates the preparation for collective bargaining by conducting surveys and gathering data on wages, benefits, conditions of employment, and developing the County’s bargaining position.

6. Assists in the interpretation and administration of the County’s labor agreements.

7. Responsible for developing and maintaining an employee and citizen complaint process related to non-elected offices, not covered under the County’s Personnel Rules.

8. Serves as Safety Coordinator for the County. Oversees loss control visits to determine risk factors and recommend corrective action. Initiates training programs related to loss control and coordinates related activities.

9. Administers the County’s wage and salary program, including conducting salary surveys and researching and developing policies and procedures related to the pay programs and other employee incentives.

10. Oversees the preparation of job descriptions, makes recommendations on requests for job reclassification and evaluates new and existing jobs.

11. Direct supervisor to the Payroll and Benefits Manager in the execution of the County’s benefits and payroll administrative functions. This includes managing attendance, approval of timecards, approval of leave requests, performance management and the development of and delivery of disciplinary actions, if necessary.

12. As directed represents the County with outside legal counsel at administrative hearings related to the personnel and labor relations function. This includes providing research and other support to the legal counsel as necessary.

13. Researches personnel laws and regulations to determine the implications for the County’s personnel programs. Recommends changes in County forms, procedures and policies in order to ensure compliance and implements changes adopted by the Board.

14. Responds to the more difficult or technical inquiries or problems of employees and managers related to County operations and policies. This includes interpreting and explaining County policies and procedures to employees and management and using conflict resolution skills to resolve differences.

15. Oversees the County’s employment program, which includes responsibility for ensuring the preparation of job advertisements, screening applications, overseeing the testing of applicants, and referring qualified candidates to the hiring department. Participates in employment interviews at the request of the department head.

16. Develops and maintains the creation of an employee and citizen complaint process related to non-elected offices.

17. Participates in the planning and implementation of major changes to the employee benefits program.

18. Plays a leading role in evaluating potential settlements or solutions to personnel problems. This includes working with the Finance Director on benefit issues as appropriate and reporting on the financial and personnel merits of a proposed path.

19. Responsible for developing, delivering, and overseeing the County’s employee training programs related to human resources, employee relations and related management issues.

20. Represents the County at a variety of meetings related to human resources.

21. Works with the Controller’s Office Executive Team in the development of requests-for-proposals for insurances and various contractual services.

22. Oversees the centralized maintenance of the personnel records and administration of human resource information systems in accordance with legal requirements. Assures all statutory requirements and required reporting.

23. Responsible for developing materials, coordinating work related to Human Resources, and as directed attends meetings and provides reports to the Board of Commissioners and the Ways and Means Committee on personnel and benefits related developments.

OTHER FUNCTIONS:

24. Performs other duties as assigned.

This list may not be inclusive of the total scope of job functions to be performed duties and responsibilities may be added, deleted or modified at any time.Minimum Education and Experience
Must meet at least one of the following combinations of education in human resources management, labor relations, public administration, business administration or a related field and/or relevant experience and meet the other criteria:

• Master’s degree and four years of experience working in progressively more responsible human resources/personnel administration.
• Bachelor’s degree with six years of experience working in progressively more responsible human resources/personnel administration.
• Associate’s degree with eight years of experience working in progressively more responsible human resources/personnel administration.

Other Requirements

• Michigan Vehicle Operator’s License.
• Must have at least three years of experience working in a unionized environment, managing grievances, interpreting contracts and directly serving as chair or co-chair in collective bargaining.
• Must be proficient in the use of office equipment and technology, including Microsoft Suite applications, and the ability to master software utilized in personnel management.
• Must be able to assemble and analyze data, prepare comprehensive and accurate reports, and formulate policy and service recommendations.
• Must be able to use critical thinking when dealing with complex problems and demonstrate this when articulating proposed solutions.
• Employment is contingent upon the successful completion of a background check. This may include verification of employment history, education, professional licenses, and a review of criminal records, consistent with applicable laws. Background checks are conducted only after a conditional offer of employment has been made, and all information will be handled confidentially and in compliance with federal and state regulations.

Preferred Education, Certification, or Experience

• Experience managing human resources/personnel administration in the public sector preferred.
• Certification(s) through the Society for Human Resource Management or similar designations preferred but not required.

 The qualifications listed above are intended to represent the minimum skills and experience levels associated with performing the duties and responsibilities contained in this job description. The qualifications should not be viewed as expressing absolute employment or promotional standards, but as general guidelines that should be considered along with other job-related selection or promotional criteria.Physical Requirements: {This job requires the ability to perform the essential functions contained in this description. These include, but are not limited to, the following requirements. Reasonable accommodations will be made for otherwise qualified applicants unable to fulfill one or more of these requirements}:

• While performing the duties of this job, the employee is regularly required to communicate in person and by telephone, read regular and small print, view and produce written and electronic documents, and enter data on a computer keyboard with repetitive keystrokes.  
• The employee must be mobile in an office setting, stand, sit, stoop and kneel, use hands to finger, handle, or feel and reach with hands and arms. The employee must lift or push/pull objects of up to 20 lbs. without assistance.
• Must be able to be both resilient and adaptable when having difficult conversations or navigating situations of high stress.
• The employee may be required to perform public speaking, such as leading training, facilitate meetings, contract bargaining, such instances may last for multiple hours at a time.
• Ability to attend evening meetings.

Working Conditions:

• The typical work environment of this job is a business office setting where the noise level is quiet and sometimes moderate.
• The employee may be called to walk outdoors and offsite visits to auxiliary office or other County facilities.
• Ability to attend meetings scheduled at times other than normal business hours.