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Human Resources Deputy Director

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Human Resources Deputy Director

Salary

$119,246.40 - $162,011.20 Annually

Location

Stillwater, MN

Job Type

Full Time

Remote Employment

Flexible/Hybrid

Job Number

24-00112

Department

Human Resources Dept

Opening Date

07/01/2024

Closing Date

7/25/2024 11:59 PM Central

• Description

• Benefits

• Questions

JOB SPECIFICS

The Deputy Director of Human Resources provides leadership, guidance, and support to staff, management, and elected officials on a wide variety of human resources issues; assists in the overall direction of the Human Resources Department and in developing and administering a comprehensive range of human resources programs and services; performs professional and complex work in the areas of employee recruitment and selection, training and development, employee and labor relations, union contract administration, county policy interpretation and administration, job classification/evaluation, and compensation, performance management, and employee recognition.

Click here (https://web1.co.washington.mn.us/NeoGovNotices/HR/2024/HumanResourcesOrgChart2024.PDF) to view the Human Resources organization chart.

Washington County values your experiences, perspectives and unique identity. We are committed to building and sustaining an equitable and inclusive work environment and believe diversity benefits and enriches our programs, our staff and communities we serve. To learn more about the county click here (https://youtu.be/Wp2loiqqShk?si=q9YKkAe_r4G5vlBU) .

DESIRABLE EXPERIENCE :

• Experience as a labor relations practitioner

• Experience as the main spokesperson in labor contract negotiations

• 4 or more years of leadership experience in Human Resources setting

• Experience communicating with key parties within an organization including top leadership, labor unions, and employees

• Experience in a public sector setting

• Experience in fostering cultural competence, equity, and inclusion

SELECTION TECHNIQUE : Your training and experience will be rated based on the required application material submitted and the top scoring candidates will be forwarded to the hiring department for further consideration.

HOURS / DAYS : 8:00 a.m.- 4:30 p.m., Monday-Friday. Work schedules (hours and days) and location are subject to change based on department needs.

ANTICIPATED HIRING RANGE : $119,246.40 - $162,011.20 Annually

E-Verify Participation: Washington County participates in the federal E-Verify program. This means that Washington County will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Washington County is required to give you written instructions and an opportunity to contact DHS and/or the SSA before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9.

E- Verify Participation Poster (https://web1.co.washington.mn.us/NeoGovNotices/HR/2024/E-Verify_Participation_Poster_Eng_Es.pdf) (Download PDF reader) (https://get.adobe.com/reader/)

Right to work Poster (https://web1.co.washington.mn.us/NeoGovNotices/HR/2024/IER_RightToWorkPoster_Eng_Es.pdf) (Download PDF reader) (https://get.adobe.com/reader/)

JOB SUMMARY

The Deputy Director of Human Resources provides leadership, guidance, and support to staff, management, and elected officials on a wide variety of human resources issues; assists in the overall direction of the Human Resources Department and in developing and administering a comprehensive range of human resources programs and services; performs professional and complex work in the areas of employee recruitment and selection, training and development, employee and labor relations, union contract administration, county policy interpretation and administration, job classification/evaluation, and compensation, performance management, and employee recognition.

The duties and responsibilities of this job are performed with significant latitude for independent judgment in accordance with Department and County policies, Federal, State, and Local regulations and are based on detailed knowledge of Department operations. The incumbent has considerable impact on the delivery of human resources services and collective bargaining agreements that affect the interests of the County and County employees and the maintenance or improvement of a positive labor relations climate.

EMPLOYMENT CRITERIA

MINIMUM QUALIFICATIONS: The job requires a Bachelor's degree in Industrial Relations, Organizational Development, Public Administration, Business Administration, Psychology or related field and seven or more years of progressively responsible generalist experience in Human Resources, including a minimum of three years of extensive, leadership level experience in at least two of the following areas: employee or labor relations, benefits, compensation, training, organizational development or leadership development. A Master's degree in Human Resources may substitute for two years of Human Resources experience.

PREFERRED QUALIFICATIONS: Master’s Degree in Human Resources; professional Human Resources certification; public sector Human Resources experience and collective bargaining experience, experience as a main spokesperson in contract negotiations

CORE COMPETENCIES, JOB SPECIFIC KNOWLEDGE, SKILLS AND ABILITIES REQUIRED FOR SUCCESSFUL JOB PERFORMANCE

Core Competencies (http://www.co.washington.mn.us/DocumentCenter/View/5174) outline essential business and professional traits necessary to perform this job include:

• Support and prioritize a welcoming and respectful workplace that fosters diversity and encourages contributions from all individuals;

• Provide inclusive and equitable service to all members of the community with dignity and respect;

• Demonstrate support for the County’s diversity, equity and inclusion program;

•Excellent decision making skills and problem resolution skills;

•Excellent active listening skills. Listening to what other people are saying and asking questions as appropriate;

•Ability to communicate with others effectively verbally and in writing. Effectively convey information to others as indicated by the needs of the audience;

•Critical thinking approach. Using logic and analysis to identify the strengths and weaknesses of different approaches;

•Excellent reading and comprehension skills. Understanding written sentences and paragraphs in work related documents;

•Sound mathematics skills. Ability to cost contracts and understand the use of mathematics to solve problems;

•Excellent time management skills. Able to manage ones own time and the time of others;

•Strategic visioning. Understanding how effective labor relations impacts strategic human resource partnerships between management and labor;

•Influence and persuasion. Able to help others to approach solutions in a variety of different ways;

•Judgment and decision making. Weighs the relative costs and benefits of a potential action; and

•Systems thinker. Ability to see the whole system and how to proceed with organizational changes in a systematic and planned manner.

Must have knowledge of the following:

• Comprehensive knowledge of Human Resources practices, principals, methods and trends;

• Comprehensive knowledge of laws, rules, regulations pertaining to HR programs and practices;

• Advanced knowledge of a variety of Human Resources disciplines;

• Demonstrated ability to design, develop, implement and evaluate comprehensive programs, systems, policies and procedures related to Human Resources disciplines;

• Demonstrated ability to develop and communicate estimates of the cost impact of benefit program cost options;

• Knowledge of wage and salary administration practices and procedures, including compensation theories and practices;

• Demonstrated ability to interpret terms of collective bargaining agreements, policies, and procedures and apply them to labor relations issues;

• Demonstrated ability to effectively assist department heads, managers and supervisors in the resolution of grievances;

• Demonstrated ability to effectively conduct grievance meetings and prepare conclusions;

• Demonstrated ability to communicate effectively both orally and in writing; and

• Demonstrated ability to establish and maintain positive, cooperative, and meaningful relationships with County staff, policy makers, elected officials, and the general public.

DUTIES & RESPONSIBILITIES

• Assists the Director in establishing and achieving department priorities, goals, and objectives; oversees a wide range of human resources programs and services.

• Reviews and evaluates changes in federal or state laws or regulations that impact the delivery of human resources services and directs the implementation of changes to programs and services as appropriate to ensure best practices and legal compliance.

• Plans, organizes, coordinates, supervises, and evaluates the performance of personnel engaged in assigned human resources activities; ensures compliance with County rules and policies; prioritizes resources and assignments; provides direction, coaching, and guidance to staff.

• Provides guidance to department heads and departmental managers on sensitive, complex, and technical human resources matters; advises managers, supervisors, and employees in the interpretation and application of human resources rules, policies, and procedures, and state and federal employment laws.

• In conjunction with the Director of Human Resources, develops, negotiates, and administers the County's labor relations function; serves as the technical expert and coordinates the management negotiating team; serves as the main spokesperson in contract negotiations and labor relations proceedings, including hearings and committees.

• Manages the interpretation and application of contract language and work rules as they apply to grievances, negotiations, and implementation of collective bargaining agreements and settlements.

• Directs the organization’s human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning and to leverage diversity and inclusion efforts to draw in a more diverse workforce.

• Directs the administration of the County's classification and compensation systems, including the effectiveness of compensation programs and pay equity compliance. Develops tools that enhance understanding, measurement, management, and tracking of compensation programs.

• Participates in the development of the department's annual budget and operational improvement plans; ensure appropriate allocation of resources of assigned areas; conducts research and analysis on specific costs and recommendations for programs and services.

• Oversees performance management measures and processes. Fosters results-oriented performance standards designed to assist employees in reaching maximum potential and enhancing services provided by the county.

Performs other duties and activities as assigned.

Essential Functions: 1, 2, 3, 4, 5, 6, 7, 8, 9, & 10.

WORK ENVIRONMENT

Work performed is sedentary in nature, and typically performed within the Government Center. Equipment used may include, but is not limited to, computer, calculator, telephone, and copy machine.

Work interruptions are frequent. There is some pressure associated with dealing with individuals who may be emotionally charged and with project or activity deadlines and details. Driving or riding to work at a service center, attend meetings, participate in or lead training sessions, etc. may be required.

Additional physical/mental requirements that occur may not be listed above but are inherent in performing the position's essential functions.

This job description is intended to describe the kinds of tasks and level of work difficulty being performed by people assigned to this classification. The list of responsibilities is not intended to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. The County retains the discretion to add or change the contents of this job description at any time.

Washington County offers a comprehensive benefit package (https://web1.co.washington.mn.us/NeoGovNotices/SHR/2022/Employee_Benefits.pdf) including paid time off, holidays, medical, dental, vision, life and long-term disability insurance.

For a more detailed overview of our Department Heads-Appointed/Deputy Directors benefit package, click here (https://www.co.washington.mn.us/DocumentCenter/View/50331/Appointed-Department-Director-and-Deputy-Director-Benefit-Synopsis-PDF) .

01

Do you meet the following minimum requirements for this position? This position requires a Bachelor's degree in Industrial Relations, Organizational Development, Public Administration, Business Administration, Psychology or related field AND seven or more years of progressively responsible generalist experience in Human Resources, including a minimum of three years of extensive, leadership level experience in at least two of the following areas: employee or labor relations, benefits, compensation, training, organizational development or leadership development. A Master's degree may substitute for two years of Human Resources experience.

• Yes

• No

  02

  Do you have previous experience in the public sector setting?

• Yes

• No

  03

  Please indicate how many years of labor relations experience you have:

• 1-2 years

• 3-5 years

• 6+ years

• No experience

  04

  If you indicated having labor relations experience in the question above, please describe your labor relations experience. Include your position titles, general duties, length of experience, and your level of responsibility. If you indicated no experience, please write N/A in the comment box.

  05

  Do you have experience as the main spokesperson in labor contract negotiations?

• Yes

• No

  06

  If you answered "Yes" to the above question, you must provide a brief summary of your experience and the name of the employer(s) where you gained that experience. (If you answered "No" to the above question, enter "NA" in the text box.)

  07

  Please indicate below how many years of progressive supervisory/leadership experience related to Human Resources you have.

• 1-2 years

• 3-5 years

• 6+ years

• No experience

  08

  If you indicated having supervisory experience in the question above, please describe your leadership and supervisory experience. Provide examples of how you delegate tasks, set expectations, train, guide, encourage and coach staff, and evaluate the work of others. If you indicated no experience, please write N/A in the comment box.

  09

  Do you have experience communicating with key parties within an organization including top leadership, labor unions, and employees?

• Yes

• No

  10

  If you answered "Yes" to the above question, you must provide a brief summary of your experience and the name of the employer(s) where you gained that experience. (If you answered "No" to the above question, enter "NA" in the text box.)

  11

  What efforts have you made, or been involved with, to foster cultural competence, equity, and inclusion?

• Yes

• No

  12

  If you answered "Yes" to the above question, you must provide a brief summary of your experience and the name of the employer(s) where you gained that experience. (If you answered "No" to the above question, enter "NA" in the text box.)

  Required Question

Agency

Washington County (MN)

Address

14949 62nd Street North Stillwater, Minnesota, 55082

Phone

651-430-6081

Website

http://www.co.washington.mn.us

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