CLACKAMAS COUNTY

CLASSIFICATION NO. 725
Established: 1/09
Title Revision: 5/11
FLSA: Exempt
EEO: 2

DIVERSITY AND INCLUSION MANAGER

CLASS CHARACTERISTICS

Under general direction, to plan, organize and manage County-wide diversity activities; to provide complex staff assistance to the Board of County Commissioners, County Administrator and County departments; 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 Diversity and Inclusion Manager is responsible for the development, implementation and communication of diversity programs in support of the County's values, goals and objectives. The incumbent provides problem resolution services for employee and organizational issues and serves as an internal consultant to facilitate the development and ongoing enhancement of a Strategic Diversity Plan for the County.

The Diversity and Inclusion Manager differs from other human resources management classifications by specialization in the management and oversight of the County's diversity programs.

TYPICAL TASKS

Duties may include but are not limited to the following:

  1. Develops, recommends and implements the County's diversity programs; fosters strategic plans that sustain the ongoing development and benefit of diversity to the County; develops and proposes human resource policies, procedures and personnel ordinance changes related to diversity and affirmative action.
  2. Serves as an internal consultant to facilitate the development and ongoing enhancement of a Strategic Diversity Plan for the County; works with Department Directors, Elected Officials and the County Administrator to manage the cultural change process; promotes diversity as a County value by assisting departments in identifying their needs, developing action plans, implementing, monitoring and leveraging internal and external communications, gaining acceptance and ownership, and celebrating successes.
  3. Advises department managers and employees on personnel issues involving diversity or Equal Employment; responds to highly sensitive employee concerns related to workforce diversity issues; provides mediation, facilitation and coaching services to employees and supervisors to improve communication and deescalate employee relations issues; consults with departments on program initiatives to promote inclusion in the workplace.
  4. Supports County outreach and recruitment efforts by developing and maintaining positive business relationships with individuals, organizations and community groups willing to partner on issues of workforce diversity; actively works with the Recruitment Manager, Human Resource Analysts and department managers on developing effective recruitment tools and outreach strategies to diversify the applicant pool.
  5. Represents the County as a member or advisor on County, interagency and community diversity committees; works with existing County Department Diversity Committees and helps to establish, charter and facilitate the planning efforts of new diversity committees.
  6. Works in partnership with the County's Training and Development Manager in the development, design and delivery of Diversity and EEO/AAP education programs.
  7. Hires and supervises professional 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 budgeting and long-range planning processes; participates in policy and program decisions with other members of management team.

REQUIRED KNOWLEDGE AND SKILLS

Thorough knowledge of: Principles and practices of program development related to workforce diversity and equal employment concerns and activities; principles and practices of human resources and personnel administration, including recruitment, selection, classification, compensation, EEO/affirmative action, employee relations and labor relations; principles and practices of group facilitation, dispute resolution and mediation; principles and practices of public administration, including budgeting, reporting and maintenance of public records; participative management theories; 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.

Skill to: Plan, organize and implement county-wide workforce diversity and outreach programs; analyze and resolve problems; prepare clear and concise reports, correspondence and other written materials; exercise tact and diplomacy in dealing with sensitive and complex workforce diversity issues; communicate effectively, both orally and in writing; investigate, interview and mediate complaints and concerns; assess workforce diversity, EEO/AAP and outreach activities and develop strategies to meet needs; 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, the public and outside agencies and providers; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource issues and employee issues; facilitate group process; understand, interpret and explain human resource laws, regulations, policies and programs; operate office equipment, including personal computers and software applications.

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.