Human Resources Manager 2

EXAMPLE OF DUTIES:

• Plan, direct, organize, manage and administer a human resources  function(s); develop and implement program and strategic planning; implement and assist in the development of human resources policies, procedures, and business practices; evaluate goals, objectives, priorities, and activities to improve performance and outcomes; recommend and establish administrative controls and improvements; develop procedures to implement new and/or changing regulatory requirements; serve as an advisor on human resources issues.
• Develop, administer, assist, and monitor budgets; develop justifications for budgetary recommendations and/or adjustments; participate in forecasting additional funds for staffing and resources; identify, obtain, and manage funding from grants and community partners; participate in the interpretation, negotiation, management, and enforcement of contracts; coordinate the finalization of budgets to ensure the timely submission of the department budget.
• Provide expert guidance to other departments, the general public, and/or outside agencies; represent the county to the public, elected officials, other agencies, governments, and organizations including making presentations, participating in meetings, and conducting community outreach; act as representative on committees, interagency task forces, special projects, and other community outreach activities; respond and resolve confidential and sensitive inquiries; investigate complaints and recommend corrective actions.
• Provide direction, guidance, and leadership to staff; advise on the more complex and sensitive concerns and issues.
• Provide leadership in facilitation, consensus building and collaboration on a broad range of complex issues with a variety of participants and stakeholders, including employees, subordinates, peers, and executive management. 
• In addition to the above duties, the senior level will: serve as a principal advisor to the Chief Human Resources Officer in labor and employee relations matters; lead major program planning. 
• Perform other duties as assigned.

LEVEL AND TYPE OF WORK AND/OR SUPERVISION:

Human Resources Manager 1

• Advanced Level
• Professional
• Supervise a Human Resources function or act as an expert Human Resources program consultant.
• Perform the most difficult assignments requiring a higher level of responsibility, applying advanced subject knowledge, and exercising significant independent judgment and initiative.
• Receive work assignments in terms of objectives, priorities, and deadlines.
• Work is reviewed for technical accuracy, compliance to program objectives, and overall results.
• Receive direction from management staff.          
• May exercise direct supervision over staff.

Human Resources Manager 2

• Advanced Level
• Professional
• Top Human Resources Manager in a department Human Resources unit or second tier manager in central human resources serving the entire county.
• Perform the most difficult assignments requiring a higher level of responsibility, applying advanced subject knowledge, and exercising significant independent judgment and initiative.
• Receive work assignments in terms of objectives, priorities, and deadlines.
• Work is reviewed for technical accuracy, compliance to program objectives, and overall results.
• Receive direction from management staff.          
• Exercise direct supervision over staff.

Human Resources Manager Senior

• Advanced Level
• Professional
• Top Human Resources Manager supporting Chief Human Resources Officer in Central Human Resources in serving the entire County; has subordinate managers.
• Perform the most difficult assignments requiring a higher level of responsibility, applying advanced subject knowledge, and exercising significant independent judgment and initiative.
• Receive work assignments in terms of objectives, priorities, and deadlines.
• Work is reviewed for technical accuracy, compliance to program objectives, and overall results.
• Receive direction from management staff.          
• Exercise direct supervision over staff.

MINIMUM QUALIFICATIONS GUIDELINES:

Any combination of experience and training that would likely provide the required knowledge, skills, and abilities is qualifying. Requirements are determined at the time of recruitment based on responsibilities of the individual position and business needs of the department.
 
Human Resources Manager 1
Training and experience for advanced level, professional classifications are typically equivalent to a bachelor's degree and three (3) to six (6) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 7-10 years of qualifying training and/or experience).
 
Human Resources Manager 2
Training and experience for advanced level, professional classifications are typically equivalent to a bachelor's degree and three (3) to six (6) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 7-10 years of qualifying training and/or experience).
 
Human Resources Manager Senior
Training and experience for advanced level, professional classifications are typically equivalent to a bachelor's degree and three (3) to six (6) years of experience that demonstrates the ability to perform the duties of the position. (Equivalency 7-10 years of qualifying training and/or experience).
 
Depending upon assignment, candidates may be required to pass a criminal background check, have a valid driver license, and/or additional training, licenses, or certificates.