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Human Resources Manager

2 months ago

Livermore, United States City of Livermore Full time

Description

The City of Livermore is currently accepting applications for the position of Human Resources Manager. For more information, please refer to the

job brochure . Apply by 5 p.m. on Friday, July 19, 2024. DEFINITION Under general direction, plans, organizes, directs, and supervises the Human Resources Division of the Administrative Services Department; directs and participates in the administration, development and analysis of human resources programs, policies and procedures in support of the City's employee and labor relations, benefits administration, recruitment and selection, classification and compensation, training, and workers' compensation; participates as a member of the Department's management team and on City-wide teams; provides highly responsible and complex administrative support to the Administrative Services Director; and performs other duties as assigned. DISTINGUISHING CHARACTERISTICS

The Human Resources Manager has considerable latitude in the management of human resources programs and staff, within the general guidelines and professional and administrative standards. This classification is distinguished from the Management Analyst (Confidential) in that the Human Resources Manager is the division manager with overall responsibility for the Human Resources Division. It is further distinguished from the Administrative Services Director in that the Director has overall responsibility for the Human Resources Division, as well as the Finance and Information Technology Divisions.

SUPERVISION RECEIVED General direction is provided by the Administrative Services Director. SUPERVISION EXERCISED Provides direct and indirect supervision to managerial, professional, technical, and temporary employees. Examples of Important and Essential Functions

Human Resources Functions

Develops goals, objectives, and performance measures to manage assigned programs; assesses the effectiveness of programs and services provided and seeks ways to improve services and programs; advises Director and managers using sound human resources strategies, practices and techniques to solve complex employee and organizational issues, and effectively plan for and manage the City's workforce; provides high quality information and consultation to staff and managers to address sensitive and controversial issues; ensures human resources programs, policies, and procedures are in accordance with City policies, goals and objectives and state and federal law; fosters teamwork to support the department's mission through leadership, open communication and creative problem solving; interprets labor agreements and other City rules, regulations, policies, and procedures; provides analytical and strategic support for labor relations matters, assists in determining proposal costs, and serves as an active member of the City's negotiation team, as assigned; administers the City's Equal Employment Opportunity programs; conducts investigations, such as grievances, employee misconduct, and claims of discrimination and sexual harassment; represents the City to regulatory agencies to address formal complaints and prepares appropriate documentation and written responses; conducts compensation and benefit studies, and recommends amendments to the classification plan; administers a comprehensive recruitment and selection program in accordance with applicable state and federal law; administers staff compliance with the Department of Justice/Federal Bureau of Investigations regulations concerning criminal offender record information; administers a comprehensive employee benefits program, such as medical, dental, vision, life insurance, Section 125 Plan, 457(b) and 401(a) deferred compensation plans, long term disability, employee assistance program, and other benefits; administers employee leave in accordance with applicable state and federal law and City policies, such as Family Medical Leave Act, Pregnancy Disability Act, California Family Rights Act, the City's Sick Leave Bank and Catastrophic Leave Policies, and other laws, regulations, and policies; administers the City's Commercial Driver's License Program under the Department of Transportation and the City's non-commercial driver's license program under the Department of Motor Vehicles; administers employee trainings, including mandatory sexual harassment prevention training under AB 1825, Department of Transportation Commercial Driver's training, and other trainings; may lead a team or committee in developing city wide policies and meeting continuous improvement goals; stays current of new trends and innovations in the field of human resources; and continually monitors the City's compliance with federal and state laws and regulations.

Management and Administrative Functions

Supervises, trains, coaches, and evaluates assigned staff, and addresses job performance issues; recommends the hiring of division staff; monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures for all human resources programs and projects; prepares and administers the Human Resources Division budget, including forecasting future needs and monitoring and controlling expenditures; negotiates, selects, and monitors the work of third party administrators, such as contractors and brokers; participates in the administration of the City's Workers' Compensation Program in coordination with the City Attorney's Office; develops and/or revises human resources related rules, regulations, policies, and procedures in accordance with applicable laws and regulations; administers the human resources records retention schedule and personnel files; develops and determines costs for compensation and benefits proposals; prepares a variety of written correspondence, reports, procedures, analyses, and other written materials; makes effective and persuasive oral presentations; and performs assigned role in Emergency Operations Center for the City's disaster response plan.

Job Related and Essential Qualifications

Demonstrated Knowledge of:

Principles and practices of human resources administration utilized in recruitment and selection, classification, salary and benefits administration, employee and labor relations, and providing high quality employee service; principles and practices of supervision, training, and human resources management; applicable federal, state, and local laws and regulations pertaining to human resources administration; Equal Employment Opportunity rules and regulations; principles and practices of administrative and statistical analysis as applied to human resources administration; and modern office technology methods and procedures.

Demonstrated Skills to:

Manage and prioritize a variety of competing assignments and meet deadlines; supervise, train, coach, and evaluate assigned staff; use tact and discretion in handling all matters; develop goals, objectives, and performance measures to assess program effectiveness; interpret complex and sometimes conflicting laws, regulations, rules, labor contracts, and policies; provide effective leadership to staff and committees; provide coaching and assistance to foster effective employee relations; prepare clear and concise reports, memoranda, policies, and correspondence; communicate effectively orally and in writing; make public presentations; develop comprehensive plans from general instructions; complete complex assignments independently; conduct research on a variety of issues; collect, compile, and analyze data; perform statistical analysis; develop and monitor budget data; work effectively with those contacted in the course of the work; work in a dynamic team environment; solicit the cooperation of others; operate modern office equipment including personal computers and associated programs utilized for word processing, spreadsheet, and database applications necessary in the performance of the work; and exemplify and foster an enthusiastic, resourceful, and effective service attitude with the public and co-workers.

Ability to:

Become knowledgeable of the City's policies and procedures, such as the Personnel Rules and Regulations, MOUs, Administrative Regulations, and other policies and procedures, and apply them to resolve problems and/or answer questions from employees and managers.

Experience, Education and Training Guidelines:

Any combination of experience, education and training that provides the best qualified candidates. A typical way to obtain the knowledge, skills and abilities would be:

Experience: Four years of progressively responsible, professional human resources work at a management level including two years of supervisory experience. Experience in a public sector agency is highly desirable.

Education: Equivalent to a Bachelor's degree from an accredited college or university with major course work in human resources management, business administration, public administration or a related field.

Training: Any recent training such as academic courses and certification programs which are relevant to this job classification.

License: May require the possession of a valid California driver's license and a satisfactory driving record as determined by the City.

Other Requirements: Willingness and ability to work the hours necessary to accomplish the assigned duties; attend evening meetings; travel out of town and attend workshops, conferences, and seminars during work and non-work hours, including weekends. Certain activities may require working outdoors in adverse weather conditions.

Special Requirements: Essential duties require the mental and/or physical ability to work in a standard office environment; travel to off site locations; operate a computer; converse by telephone, in person, and to large groups and be clearly understood; stamina to work additional hours to meet deadlines and attend night meetings; and safely lift and maneuver office supplies and equipment weighing up to 30 pounds.

Additional Information

The City of Livermore is an equal opportunity employer.

CITY OF LIVERMORE BENEFITS SUMMARY Confidential Management - Unrepresented Confidential Management is an unrepresented group and receives benefits similar to those of the Livermore Management Group. The information contained here is a summary of benefits. For a more detailed summary of benefits for all employee groups, click

here . Any errors or omissions do not constitute either an expressed or implied contract. Updated 1/2024

CAFETERIA PLAN (MEDICAL/DENTAL/VISION) $1,950/month towards medical, dental, vision, additional & supplemental life insurance; unused balance paid in cash.

BASIC LIFE INSURANCE & ACCIDENTAL DEATH & DISMEMBERMENT INSURANCE (AD & D) FT - $150,000 EE coverage, ER paid $1,000 dependent coverage, ER paid EE option to purchase $25,000 additional life insurance & supplemental life to $500,000 (not to exceed 5x annual earnings).

LONG TERM DISABILITY (LTD) ER paid 60% of base monthly earnings to $6,000/month max. 180 day waiting period

PERS New City of Livermore EEs are enrolled in the 2% at 60 formula or 2% at 62 formula, depending on eligibility, as per AB 340.

Classic PERS Misc Member – 2% at 60

Member Rate = 7% EE paid Employer Rate = 34.43% ER paid (includes unfunded liability; FY23/24) 36 consecutive months Final Comp Sick Leave Credit 4th Level 59 Survivor Ben. Military Service Credit

New PERS Misc Member - 2% at 62

Member Rate = 7.5% EE paid Employer Rate = 34.43% ER paid (includes unfunded liability; FY23/24) 36 consecutive months Final Comp Sick Leave Credit 4th Level 59 Survivor Ben. Military Service Credit

MEDICARE

(Hired after 3/31/86) EE paid 1.45% ER paid 1.45%

RETIREMENT HEALTH SAVINGS (RHS) EEs hired on or after 2/1/06 shall not be eligible for the retirement reimbursement health benefit and shall be enrolled in the RHS w/City contribution of 4% of base pay into account.

VACATION ACCRUAL For eligible full-time EE. Prorated for 20 and 30 hour EEs. Years of Service (Accrual per Year) 1 year (80.6 hrs) 2-5 years (120.12 hrs) 6-10 years (135.98 hrs) 11-15 years (160.94 hrs) 16-19 years (180.18 hrs) 20+ years (192.4 hrs) Maximum accrual: 350 hours

HOLIDAYS 12 observed holidays

SICK LEAVE ACCRUAL Unlimited accrual 96.2 hours/year for FT 72.02 hours/year for ¾-time 48.1 hours/year for ½- time PERS benefit for unused sick leave.

SICK LEAVE USAGE:

FAMILY SICK LEAVE: For immediate Family Illness - ½ Annual Sick Leave Accrual. Additional time upon approval of City Manager. PARENTAL LEAVE: EE who adopts or non-birthing parent - ½ annual sick leave accrual BEREAVEMENT/ FUNERAL LEAVE: 24 hours max to be used only for sister-in-law, brother-in-law, aunt or uncle. Extension of 16 hours with approval of Department Head.

BEREAVEMENT LEAVE 24 hours max for immediate family: spouse, children of EE or of EE's spouse, other relative living w/EE or receiving full support from EE, mother, father, brother, sister, grandchild, grandparent, father-in-law, mother-in-law and registered partner.

ADMINISTRATIVE LEAVE

Base: 80 - 112 hrs/yr. (Effective 1/1/19, no additional hours will be granted due to longevity.) No carryover. PREGNANCY LEAVE & FMLA/CFRA EE may use accrued leaves in compliance with City Rules & Regs Benefit provided as per regulations: Federal Family and Medical Leave Act, California Family Rights Act, and California Pregnancy Disability Act

DEFERRED COMPENSATION

Effective 7/6/20, ER contributes $185/per pay period, with required EE contribution of $75/per pay period 2024 Maximums: Normal = $23,000 Age 50+ = $7,500 Catchup Limits = $46,000

SECTION 125 PLAN No ER contribution 2024 Maximums Dependent Care*: Up to $5,000/year - *See IRS Pub #503 Unreimbursed Medical: Up to $3,200/year

Pre-tax Health Care Premiums FSA's for Dependent Care Unreimbursed Medical Expenses Other options offered by plan administrator

SUPERVISORY DIFFERENTIAL PAY Minimum of 10% above base salary of non-mgmt subordinate, 7.5% above mgmt subordinate

ACTING PAY If work minimum of 5 consecutive calendar days, paid @ lowest step of higher class with at least a 5% differential. If assignment > 12 months, optional increment of up to 7% or max of the range, whichever is less.

SPECIAL PROJECT PAY If work minimum of 30 calendar days, 5%-7% differential. If full supervisory, additional % to reflect 2.5% over highest compensated subordinate. If assignment > 12 months, optional increase of up to 7%

BILINGUAL PAY $50/pay period Must be certified by Department Head, approved by City Manager, and used on the job.

CELL PHONE ALLOWANCE Standard = $40/month (If authorized) Enhanced = $90/month for exempt only See Administrative Regulation 36 for details.

TUITION REIMBURSEMENT 75% reimbursement for tuition & books For undergraduate studies, $4,000 FY max; $16,000 lifetime max For graduate studies, $5,000 FY max; $10,000 lifetime max

LICENSES & CERTIFICATIONS 100% reimbursement for required licenses and certifications

EMPLOYEE ASSISTANCE PROGRAM Three (3) sessions per incident per family member. Unlimited telephonic consultations.

PAY PERIODS 26 pay periods per year

ER = Employer EE = Employee FT = Full-Time PT = Part-Time #J-18808-Ljbffr