CLACKAMAS COUNTY

CLASSIFICATION NO. 724
Established: 1/2009
FLSA: Exempt
EEO: 2

HUMAN RESOURCES INFORMATION SYSTEMS MANAGER

CLASS CHARACTERISTICS

Under general direction, to plan, organize and manage the human resources information system (HRIS) activities within Employee Services; to provide complex staff assistance to the Board of County Commissioners, County Administrator and advisory committees; and to do other work as required.

DISTINGUISHING CHARACTERISTICS

The Department of Employee Services 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 HRIS Manger is responsible for the implementation, maintenance and administration of the County's Human Resource Information Systems. The incumbent supervises and performs a variety of professional and technical work and oversees contracted service providers.

The HRIS Manager differs from other human resources management classifications by its specialization in the management and oversight of the County's HRIS programs. It also differs from management positions in the Information Services Department that direct personnel and activities related to application development, operating systems software, data base administration, data and voice communications networks, two-way radio systems, microcomputer programming, computer room, and technical support.

TYPICAL TASKS

  1. Manages the County's human resource information systems (HRIS); establishes schedules and methods for providing HRIS functions and data; coordinates daily flow of human resource-related information including data entry, data retrieval, and standard, custom, and ad hoc report generation; develops and provides training to users of all levels in system changes, functionality and query/report tools; maintains internal system values, structures, and tables; ensures data integrity, manages user access and security levels.
  2. Develops, recommends and implements comprehensive HRIS standards, policies, procedures and objectives; participates in the budgeting and long-range planning processes for HRIS technology; recommends and implements HRIS technology goals and objectives; ensures provision of services is in compliance with labor agreements and Federal and State statutes, rules and regulations; analyzes legislation and new regulations to determine effect on Employee Services programs and services and its use of technology.
  3. Analyzes, evaluates and selects new and modified hardware and software products; confers with vendors and customers to determine suitability of products and services and to identify areas where new or enhanced technology can support business needs; develops and implements long-term planning strategies for County HRIS systems; provides consultation and planning services to County departments and other agencies regarding HRIS resources.
  4. Oversees and coordinates major application development projects; directs and integrates project team(s) including monitoring County-wide impacts; recommends course of action for new systems under consideration; develops departmental strategic plans to utilize technology to improve business function.
  5. Manages project plans and time lines to ensure requirements are met; oversees the preparation of written documentation, planning documents and detailed requirements for project specifications; plans and organizes activities and work assignments; reviews staff workload and status of current work and schedules work accordingly; develops and implements planning to best meet project cost containment and overruns.
  6. Provides support and guidance to other HR functional areas as related to the County's HRIS; provides consultation and direction to county departments on various personnel issues.
  7. Hires and directs professional, technical and administrative support 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.
  8. Participates as a member of the Employee Services management team; participates in department budget in and long-range planning processes; participates in policy and program decisions with other members of management team.
  9. Delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups and union representatives on HRIS issues; provides technical expertise to various County-wide groups in relation to human resources information technology.

REQUIRED KNOWLEDGE AND SKILLS

Thorough knowledge of: Principles and practices of human resources and personnel administration, including recruitment, selection, classification, compensation, training, cultural competency related to personnel matters, labor relations and benefit administration; principles and practices of public administration; participative management theories; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; public sector diversity models; intercultural mediation techniques; County government organization and operations; human resource information systems; principles and techniques of supervision; principles of program planning and project management.

Skill to: Develop and present program plans and goals; plan and implement installations and maintenance of systems and applications software; identify, diagnose and resolve system software problems; reason and think logically; collect, compile and analyze complex information; analyze and resolve problems and prepare recommended course of action; prepare clear and concise reports; communicate effectively, both orally and in writing; investigate, interview and mediate complaints and concerns; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource issues and employee issues; extrapolate intercultural variances; de-escalate and minimize risk and exposure; 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; facilitate group process; interpret and explain personnel laws, policies and programs.

OTHER REQUIREMENTS

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.