CLASSIFICATION NO. 080
ASSISTANT DIRECTOR, HUMAN RESOURCES
Under general direction, to plan, organize and manage personnel and operations of assigned department functional areas; to act as the department director in his/her absence; to manage County-wide employee and labor relations activities and act as the County’s chief negotiator; and to do other work as required.
The Department of Human Resources provides human resources services to all County departments, including employee recruitment and selection, personnel ordinance and policy administration, employee relations, diversity, position classification and compensation, employee training and development, workforce planning, benefits administration, employee wellness, risk management, workers’ compensation, liability and casualty claims management, human resources information systems, labor relations and collective bargaining.
The Assistant Director, Human Resources provides broad strategic and operational support to the HR Director regarding policy development and implementation, and by regularly acting in the Director's capacity on key issues and in the Director's absence. The incumbent provides complex staff assistance to the Board of County Commissioners, County Administrator, County departments and County Counsel. The incumbent is responsible for managing the staff and operations of several functional areas within the department as well as acting as the County's Chief Negotiator.
The Assistant Director, Human Resources is the second in command within the department and differs from the Human Resources Director who oversees department-wide operations and has authority and responsibility for the strategic direction of the department’s mission and the outcomes of department performance. This position also differs from other human resources management positions in the department, which supervise personnel and programs within one functional area.,/p>
Duties may include but are not limited to the following:
- Plans, organizes, controls, integrates and evaluates assigned functional areas within the department, including risk management and department office operations; with assigned program managers, develops, implements and monitors work plans to achieve department mission, goals and performance measures.
- Acts on behalf of the HR Director on assigned projects, issues and in the Director’s absence; serves as point person on key strategic initiatives; provides policy interpretation and policy direction to department's management team; participates in department budgeting and long-range planning processes; participates in program decisions with members of the management team.
- Manages and organizes labor relations activities and acts as the County’s chief negotiator; administers labor contracts including contract negotiations, contract administration and union relations; works closely with human resources staff to ensure consistent administration of personnel policies and procedures, labor contracts and labor relations; reviews and evaluates policies and procedures and recommends changes; develops strategies for labor contract negotiations; assists in the preparation of recommendations in coordination with the HR Director and County Administrator.
- Advises managers and employees on interpretation of labor contract language and sensitive labor and employee relations matters, including grievances and arbitration procedures and actions, employee performance and complex leave issues; consults County Counsel and/or Risk Management staff on highly complex employee issues; negotiates letters of agreement, separation agreements and last chance agreements in coordination with the HR Director and County Counsel; in coordination with County Counsel, acts as a witness in representing the County in interest and grievance arbitrations.
- Delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups and union representatives on employee and labor relations issues; designs and delivers supervisory training in the areas of contract administration, grievances, labor and other employee relations issues.
- Hires and supervises management and professional staff to provide quality service to citizens and County staff; prepares performance evaluations; recommends and administers progressive discipline; conducts and/or facilitates staff training and development programs; promotes cooperative team efforts among staff and with other County departments.
- Monitors legislative action reports, bills and new legislation affecting the County; makes recommendations to the HR Director; works closely with HR staff to ensure that they are updated on employment and labor law changes and trends.
- If incumbent is an active member of the Oregon State Bar, may provide confidential legal advice and guidance on labor and employee relations issues.
REQUIRED KNOWLEDGE AND SKILLS
Thorough knowledge of: Principles and practices of labor and employee relations, including negotiation and contract administration; principles and practices of human resources and personnel administration regarding employee relations, labor relations, employee development and performance planning and appraisal; Oregon collective bargaining system and the Public Employees Collective Bargaining Act (PECBA), and state and federal wage and hour laws; principles and practices of public administration, including budgeting, reporting and maintenance of public records; participative management theories; methods of data generation, data collection, and database management; methods and techniques of research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; County government organization and operations; principles and techniques of supervision; principles and practices of effective business communication.
Working Knowledge of: Principles and techniques of risk management; principles and practices of insurance underwriting; security and other loss prevention methods; claims administration techniques; Federal and State laws, codes and regulations applicable to insurance, workers compensation, liability, and unemployment claims; principles and practices of human resources and personnel administration regarding recruitment, selection, classification, compensation, diversity and EEO/affirmative action.
Skill to: Plan, organize and implement county-wide labor and employee relations programs; develop, implement and evaluate risk management and insurance programs; plan, implement and evaluate loss control programs, including safety, accident prevention, property conservation and fire prevention; design and maintain complex record keeping systems; interpret and apply insurance policies, contracts, ordinances, laws and regulations; investigate claims and negotiate settlements; collect, compile and analyze complex information, including employee data from human resource information systems; analyze and resolve problems; negotiate effectively on behalf of County management; prepare clear and concise reports, correspondence and other written materials; communicate effectively, both orally and in writing; investigate, interview and resolve complaints and concerns; represent the County effectively in dealings with employees and employee organization representatives on a variety of labor relations and collective bargaining issues; direct staff in continuous efforts to improve quality productivity and effectiveness; incorporate team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with employees, applicants, union officials and the public; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource issues and employee issues; maintain professional demeanor and composure in stressful or confrontational situations; facilitate group process; understand, interpret and explain human resource laws, regulations, policies and programs; operate office equipment, including personal computers and software applications.
Active membership in the Oregon State Bar desirable and may be required.
Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.
MINIMUM RECRUITING STANDARDS
Any satisfactory combination of experience and training that demonstrates possession of the required knowledge and skills.