Position Title:Human Resource Manager
 
Date Posted: June 28, 2018
 
Job Location: Oshkosh
 
Company Name: City of Oshkosh
 
Contact: Kortney Jenks
215 Church Avenue
Oshkosh, Wisconsin 54903
(920) 236-5034
(920) 236-5090 (fax)
kjenks@ci.oshkosh.wi.us
https://selfservice.ci.oshkosh.wi.us/MSS/employmentopportunities/default.aspx
 
Description:

POSITION SUMMARY

This professional staff position performs a variety of technical, administrative, and supervisory activities in a variety of phases of human resource management and acts as Secretary to the Police and Fire Commission. This position directly supervises all activities in Human Resources including: Benefits, Organization Development, and Safety & Risk Management.

ESSENTIAL DUTIES AND RESPONSIBILITIES

  • Participate in labor management relations.  Interpret City policies, state and federal statutes and collective bargaining agreements.  Participate in collective bargaining, contract administration and related research. Counsel supervisors and employees in regard to these guidelines and ensure that the appropriate course of action is taken in all personnel activities.  Counsel supervisors and employees on methods of dealing with employment relations situations and work performance problems.  Perform investigations in response to formal complaints of sexual harassment and other issues.  Prepare reports as necessary.  Inform the Director of employment relations problems and concerns. Administer employee grievance procedures including mediation / arbitration if necessary.
  • Interview, select, train, establish and evaluate performance standards, motivate staff, assign work, and directly supervise all activities in Human Resources, Organizational Development, Benefits, and Safety & Risk Management.
  • Develop, monitor and assess budgets for Human Resources, Safety, Insurance, Police & Fire Commission, and Health Insurance. Manage and approve all transfers and expenditures for those budgets.
  • Evaluate requests by supervisors and employees for promotion and/or transfer and make recommendations for these actions.
  • Communicate classification policies and procedures to supervisors and employees.  Perform position audits and recommend the appropriate classification and personnel transactions to the Director.  Write justifications and turndown letters.  Coordinate classification surveys and recommend reallocations to the Director.
  • Monitor and assist supervisors in making changes in position duties resulting from departmental reorganizations.  Ensure that the proper classification levels of employees are maintained. Assist the supervisors and staff in writing position descriptions.
  • Analyze position descriptions for new, altered and vacant positions to determine the appropriate classification, pay grade and FLSA status.  Recommend findings to the Director. 
  • Analyze staffing requests and advise supervisors and department heads on logical assignment of duties.  Consider issues such as succession planning. Confer with supervisors regarding recruitment options and methods.
  • Disseminate information about the City process of recruitment and selection of employees, transfer procedures, and promotional opportunities. Administer union contractual posting procedures by announcing represented position vacancies.
  • Write job announcements and advertisements for vacant positions.  Respond to inquiries about the selection process. 
  • Coordinate the interview process by screening applications for supervisor review. Ensure equal opportunities and affirmative action (AA) for a balanced workforce by consulting AA plan and augmenting pool of applicants selected for interview, as necessary. Establish interview panels, dates and provide wage and probation information to supervisors and applicants. Develop, formulate, and coordinate assessment centers working with appropriate departments.  Assist supervisors in the development of questions for interviews.  Ensure legality and appropriateness. Monitor and/or participate in interviews as necessary.
  • Manage the staffing background check program.
  • Direct the hiring of seasonal employees.
  • Oversee the preparation of staffing paperwork including appointment and rejection letters to ensure accuracy.
  • Manage workforce reduction to minimize the number of actual layoffs by relocating employees in affected positions.  Counsel employees on re-employment options.
  • Establish, implement and evaluate human resource development plans in compliance with City goals and objectives.
  • Review, update, formulate, and direct the administration of City personnel plans, policies, procedures and regulations.
  • Direct all Wage, Salary and Fringe Benefit administration programs.
  • Draft policy updates as necessary for Director review and implementation.
  • Evaluate/assess contracted service providers and make recommendations for changes as appropriate.
  • Serve as Secretary to the Police and Fire Commission.
  • Perform other duties as assigned.

REQUIRED MINIMUM QUALIFICATIONS

Education and Experience:

  • Bachelor’s Degree in human resources or related field.
  • 3-5 years of experience in human resources management.
  • 1-3 years of supervisory experience.
  • Possess and maintain a valid driver’s license.

 

Necessary Knowledge, Skills, and Abilities:

  • Knowledge of accounting and budgeting practices.
  • Skilled in the use of Personal Computers including experience with all Microsoft Office products.
  • Ability to prepare and maintain accurate documents and reports.
  • Ability to interact effectively with City employees and the public.
  • Ability to work with sensitive and confidential information on a regular basis.
  • Knowledge of:  Job analysis; performance appraisal and prediction; recruitment and selection; employment relations; classification and compensation; theories, principles, techniques and methods of assessment and evaluation to predict employment performance; training concepts and techniques, AA/EEO, ADA, FMLA, FLSA and other professional standards, laws and principles; presentation techniques, automated HRIS systems, etc.
  • Organizational skills.
  • Well-developed speaking skills.
  • Well-developed writing and interpersonal skills.
  • The ability to work in a constant state of alertness and in a safe manner.
 
In evaluating candidates for this position, the City may consider a combination of education, training and experience which provides the necessary knowledge, skills and abilities to perform the duties of the position.

TOOLS AND EQUIPMENT USED

Personal Computers, printers, telephone, fax machine, calculator and copy machine.

PHYSICAL DEMANDS

The physical demands described in this position description 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.
 
While performing the essential functions of this job, the employee is frequently required to sit and talk or hear.  The employee is occasionally required to walk; use hands to finger / handle objects or operate tools or controls; and reach with hands or arms.
 
The employee must occasionally lift and/or move up to 25 pounds.  Specific vision abilities required of this job include close vision and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described in this position description 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 noise level in the work environment is moderately quiet.

SELECTION GUIDELINES

Formal application, rating of education and experience; oral interviews and background check; job related tests may be required.
 
The duties listed in this position description are intended only as illustrations of the various types of work that may be performed.  The omission of specific statements of duties does not exclude them from the position if work is similar, related or a logical assignment to the position.
 
The position description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.

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