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Talent Solutions Manager

2 months ago

Reno, United States Washoe County School District Full time

SUMMARY DESCRIPTION

Under the direction of the Chief Human Resources Officer, the Human Resources Manager supervises the work of specific areas of Human Resources operations. The Human Resources Manager builds and maintains subject matter expertise in order to inform the work of the department and support the achievement of District goals, provides leadership for department programs and initiatives, operates with a lens of continuous improvement and innovation, builds and sustains a high performing team within their area and the Human Resources department, and ensures excellence in service delivery.

ESSENTIAL DUTIES & RESPONSIBILITIES

Supervises Human Resources Technicians and other technical and clerical staff in the processing of employee and Human Resources department records, including selection, training, scheduling, assigning and review of work, evaluation, corrective action when necessary, providing development opportunities, and maximizing each employee's potential. Selects, assigns, supervises, schedules, and evaluates the work of assigned staff; advises, assists and trains assigned staff as necessary. Ensures accuracy and timeliness of department work, and integrity of data by establishing quality control systems, identifying potential for error, taking corrective action with staff and modifying processes as necessary. Provides subject matter expertise to internal and external stakeholders on laws, regulations, administrative code, rules, policies, collective bargaining agreements, and procedures related to all aspects of District employment. Responsible for maintaining current knowledge, understanding the implications to the District and employees, implementing or changing practice when necessary to ensure compliance, providing guidance to others, and fulfilling the role of advocate for the district and/or employees as necessary. Effectively collaborates and communicates, both orally and in writing, with internal and external stakeholders in the performance of work and achievement of department and District goals. Performs work through a lens of continuous improvement and provides leadership in identifying, initiation and implementation of projects that support improved service delivery and/or increased efficiency for the department, employees and/or the district. Analyze complex problems involving systems, rules, legislation, bargaining proposals, etc., identify problems or concerns and root causes, perform cost-benefit analysis, generate alternatives, and make recommendations for action. Utilizes data to inform decision making and leverages data and reporting capability to add value to the programs and initiatives of the department and district wide. Generates regular reporting and utilizes to monitor assigned areas and ensure accuracy, compliance and timeliness of work performed. Responsible for the production of timely and accurate regulatory reporting. Effectively manages multiple projects simultaneously ensuring timely, thorough and accurate completion with attention given to input from and/or impact on all applicable stakeholders. Develops and conducts one-time and ongoing training for internal and external stakeholders to ensure understanding of and compliance with human resources policies and procedures. Prepare correspondence, manuals, proposals and other written materials. Participate in the creation and ongoing maintenance of department procedural manuals and District administrative regulations. As a member of the Human Resources Leadership Team, perform other work as assigned including but not limited to conducting investigations, representing the district with outside agencies, providing counseling and guidance to other Administrators on human resources matters, etc. Responsible for creation, tracking of and project management for regular updates to human resources procedure library. Serves as a member of the management team in collective bargaining. Establishes goals, objectives, and measures of success for the assigned division/program that are consistent with goals, objectives and parameters established by the School Board, Superintendent, and the Chief Human Resources Officer. Perform other duties as assigned.

When assigned to TALENT SOLUTIONS:

Implementation, management of and primary point of contact for the District's applicant tracking system. Utilize technology and coordinate/conduct recruitment activities to Identify prospects who may be strong candidates and highly qualified employees. Coordinates activities to ensure candidates are interviewed and when highly qualified, converted to employees. Builds and identifies talent pipelines to meet the staffing needs of the District. Build strong relationships with hiring managers, school administrators, and department leaders to foster strategic partnerships by engaging key decision-makers through various communication channels. Foster an environment to effectively source, recruit, interview, and select candidates. Owns the entire recruitment process. Listen to and diagnose workforce gaps and create solutions to address the gaps. Plans, organizes and supervises the procedures related to District job vacancies including proper posting of job opportunities and oversight of compliance with District policies and procedures in posting and hiring. Assures that posting and selection functions comply with all federal and state guidelines, District rules and regulations and negotiated agreements. Administration of salary placement process, compensation tied to professional growth and salary schedule maintenance, including the Master's Equivalency Program. Administers District's classification and compensation program. Works with hiring Administrators, departments and employees in the creation, modification and regular update of position descriptions. Analyzes position descriptions to determine appropriate job classification and compensation grade/range. Processes all reclassification requests ensuring a defensible process that balances the appropriate level of due diligence, timeliness, employee and Administrator perspectives, compliance with compensation laws, regulations and negotiated agreements, and fiscal responsibility. Ensures that updated job descriptions are available organization wide in support of career development programs and that incumbents are notified of job description changes whether or not there is an impact to compensation. Provides Administrator support to Substitute Services operations and the assignment management system. Includes maintenance of the accounting code process and support for payroll to ensure accuracy of information, teacher calendars, ongoing auditing and monitoring of system utilization to ensure compliance with district policies and provides regular reporting to bring value to school and department operations. Collaborates with Substitute Services Coordinator, Technician, and school Administrators to identify ways to increase average days worked per Substitute Teacher and increase daily fill rates. Oversees the new employee orientation, works to identify ways to provide ongoing opportunities to develop the efficacy of substitutes in the classroom and ensures regular communication with substitute workforce. Works to convert substitutes to certified teachers to meet District needs. Administers employee incentive programs as mandated through legislation, District policies or programs and/or negotiated agreements. Ensures compliance with incentive parameters and requirements related to talent selection, accuracy of incentive reporting information and timeliness of incentive reporting and payment. Includes administration of the Early Separation Incentive Program (ESIP). Ensures adherence to process requirements for positions that are time limited and executes the District's "overage" process for all applicable employee groups. Ensures the implementation of legislative and negotiated agreement changes. Responsible for creation, maintenance and distribution of ongoing and ad hoc human resources reports to convey organizational human capital data to internal and external stakeholders; ensures accuracy of information and timeliness of information delivery. Includes oversight of various federal and state reporting requirements. Responsible for administration of the District's Educator Equity Plan. Responsible for District-wide employee recognition programs to include New Teacher Breakfast and various Employee Appreciation Nights.

MINIMUM QUALIFICATIONS

Education/Experience: Any combination of education/experience that could likely provide the required knowledge in qualifying. A typical way to obtain the knowledge and skills would be:

Education: Bachelor's degree from an accredited college or university in human resources, public administration, business management, education administration or a closely related field.

and

Experience: Five years of experience in human resources administration including responsibility for staff supervision.

Licenses/Certificates: None.

OTHER JOB REQUIREMENTS

None.

PREFERRED QUALIFICATIONS

Professional certifications in Human Resources desirable.

COMPETENCIES FOR SUCCESSFUL PERFORMANCE OF JOB DUTIES

Knowledge of: 

Federal and state laws, regulations, District policies, and bargaining agreements governing employment, equal opportunity, classification and compensation, professional licensing, and other related aspects of human resources functions. Principals of effective management, supervision and organizational development. Responsive customer services strategies. Principals of project management. Data processing and analysis principals.

Skill in:

Advanced level problem solving and analytics. Data informed decision making. Exercising sound independent judgment within general policy guidelines and legal constraints. Interpreting complex written material. Maximizing use of appropriate software tools to accomplish work.

Ability to:

Achieve department and organizational goals. Deliver public presentations and training. Handle difficult interpersonal and legal situations with sensitivity and professionalism. Establish effective working relationships and effectively collaborating with others. Actively promoting programs and services. Plan, assign and supervise the work of others. Interpret, apply and explain complex federal, state and local laws, policies and procedures, and collective bargaining unit agreements. Communicating effectively both orally and in writing with people at all levels inside and outside the organization. Act with integrity; exercise appropriate discretion and maintain confidentiality of information.

WORK ENVIRONMENT/CONDITIONS

The work environment and exposures described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The environment involves everyday risks or discomforts that require normal safety precautions typical of such places as offices, meetings and training rooms, libraries, residences, or commercial vehicles, e.g., use of safe work practices with office equipment, avoidance of trips and falls, observance of fire regulations and traffic signals. The work area is adequately lighted, heated, and ventilated.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

The work is sedentary. Typically, the employee sits comfortably to do the work. However, there may be some walking; standing; bending; carrying of light items, such as paper, books, or small parts; or driving an automobile. No special physical demands are required to perform the work.

THIS JOB SPECIFICATION SHOULD NOT BE CONSTRUED TO IMPLY THAT THESE REQUIREMENTS ARE THE EXCLUSIVE STANDARDS OF THE POSITION. INCUMBENTS MAY BE REQUIRED TO FOLLOW ANY OTHER INSTRUCTIONS, AND TO PERFORM ANY OTHER RELATED DUTIES AS MAY BE REQUIRED BY THEIR SUPERVISOR.