Job Description
Overview: The Human Resources Manager provides appropriate human resources services including talent acquisition, compensation and benefits management, payroll processing, HRIS administration, leadership strategy, solid HR infrastructure, and customer service to Douglas County Libraries (DCL) employees. This role collaborates with the Senior Leadership Team to create an annual workforce strategy, convert strategy to a work plan, and make incremental progress executing that plan.
Douglas County Libraries Brand, Culture and Values: It is an expectation of each employee that you will live and exemplify Douglas County Libraries, Brand, Culture and Values.
Essential Duties and Accountabilities:
Operations:
- Ensures appropriate systems are in place, documented, and utilized for all functions within Human Resources.
- Oversees all aspects of Human Resources including, but not limited to: payroll, benefits, recruitment, safety, employee relations, and talent management.
- Prepares an annual operations budget in accordance with DCL policies and with guidance from the Finance Department.
- Develops best practices, methods, and guidelines in compensation, benefits, employment, payroll, employee relations, performance management, and HR systems.
- Administers employee benefits plans.
- Responds to requests in order to support management and staff and satisfy compliance requirements.
Employee Relations:
- Ensures the HR department is creating and maintaining positive relationships with employees.
- Oversees all employee relations ensuring timely response and compliance with DCL policies, federal, state, and local laws.
- Trains DCL leaders to manage employee relations with their direct reports, as appropriate.
- Creates, applies, and enforces procedures that are fair and consistent to everyone in the workplace.
Supervisory Responsibilities:
- Recruits, interviews, hires, and trains new department staff.
- Oversees and manages the priorities and work activities of assigned area.
- Monitors and develops employee performance, including delivering recognition and constructive and timely evaluations.
- Recommends salary increases, promotions, transfers or terminations.
- Handles discipline and terminations in accordance with practice.
- On-call in crisis situations.
Leadership:
- Exercises professionalism with a high degree of polish and strong communication skills befitting of a key leadership role within DCL.
- Serves as a role model and mentor for DCL cultural values.
- Exercises transparency with a high degree of discretion and confidentiality.
- Manages, mentors, trains, and develops department staff to deliver premium service to DCL internal and external customers.
- Creates an annual work plan to ensure the Human Resource department is running well, following current best practice.
- Identifies and measures key performance indicators within the department and continually improve performance, such as, time to fill in recruitment, productive vs. unproductive turn over, and response time for requests.
- Stays up-to-date, strategizes, is influential, and makes changes around trends in the major HR areas.
- Sets goals for district project(s), establishes implementation team(s) and timelines for completion by utilizing the organization’s project management process.
- Collaborates effectively with other managers to achieve desired outputs and outcomes for the organization.
- Ensures that all HR procedural changes are documented, communicated, and rolled out to staff responsibly and with a focus on how individuals and the organization are affected.
- Contributes to the development and implementation of District strategies and goals. Coordinates with teams at the District level.
Talent Management:
- Ensures DCL maintains modern best practices for recruiting and retaining the finest talent for DCL.
- Identifies opportunities to improve productivity or capture savings through hiring and staffing.
- Creates a welcoming environment that encourages interaction with the talent community and attracts a robust and diverse talent pool to DCL.
- Performs other work duties as assigned.
Technical Performance:
- Maintains expert knowledge and use of computers, Microsoft Office Products, HRIS/Payroll/ATS systems. Learns new technology that is introduced to the industry and the organization, as needed.
Minimum Requirements:
- Two or more years of HR management experience, required.
- Minimum 7 years HR functional experience, preferably in local government or a non-profit organization, required.
- Bachelor’s degree in Human Resources, Psychology, or related, required.
- SHRM-CP, required.
- Generalist experience with a working knowledge of multiple human resource disciplines including recruiting, compensation, benefits administration, performance management, federal and state employment laws such as FLSA, FMLA, ADA, and COBRA, required.
Physical Requirements: Must have the physical ability, stamina, mobility and manual dexterity to support a 7-day a week operation. Work at computer work-stations repetitively and for extended periods. Participate in meetings and events at various locations and at varied times throughout the day. Ability to read as small as 8pt font.