HR MANAGER 1

Job Information

LOCATION OF (1) POSITION(S) TO BE FILLED:
DEPARTMENT OF CORRECTION, DEBRA JOHNSON REHABILITATION CENTER, DAVIDSON COUNTYA pre-employment drug screen and Motor Vehicle Records screening is required for this position and will be conducted prior to employment.

Qualifications

Overview

Summary:
Under general supervision, is responsible for professional general human resources consultative work of considerable difficulty and supervisory work of routine difficulty; and performs related work as required.

Distinguishing Features:
An employee in this class has supervisory responsibility for the work of other professional human resources staff and performs work such as may relate to acting as full assistant human resources director in a moderate to large sized operating department or acting as an assistant manager for a central human resources function. This class differs from that of HR Analyst 3 in that an incumbent of the latter performs work of lesser scope and complexity. This class differs from that of HR Manager 2 in that an incumbent of the latter may act as full assistant human resources director or manage a moderate to large central human resources function in the largest of operating departments.

Responsibilities

Thinking Creatively:

1. Develops implementation plans based on knowledge, experiences, skills, best practices and targeted research to address strategic goals and agency needs.
2. Develops process improvement suggestions to streamline workflow and improve process cycle times and accuracy.
3. Develops policies, procedure manuals, spreadsheets, presentations, forms, form letters, memos, database queries, position advertisements, logs, and other systems as required to facilitate accurate data gathering, tracking, training, and dissemination.
4. Incorporates departmental, state, and federal laws, rules, regulations, and policies into team best practices and standard operating procedures for efficiency and compliance purposes.
5. Participates in brainstorming sessions to develop process streamlining initiatives and improve business practices.

Developing Objectives and Strategies:

1. Develops job performance plans for assigned subordinates to communicate responsibilities and expected outcomes of performance in their role.
2. Develops strategies and objectives for assigned program areas to enhance performance and improve organizational efficiency.
3. Develops motivational and operational strategies to enhance investment and participation in special initiatives, events and projects.
4. Develops strategic programs and events to improve subordinate morale.
5. Develops communication and marketing strategies for addressing the ongoing communication of human resources related information to agency employees.
6. Develops strategies for addressing staffing and headcount needs to ensure adequate coverage for assigned workload.

Resolving Conflicts and Negotiating with Others:

1. Serves as a mediator for complex issues related to applicant problems with candidates and the general public.
2. Investigates conflicts between internal business partners and agency employees according to departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures to develop an action plan for resolving the issue.
3. Negotiates with internal business partners to ensure legally defensible and accurate employment decisions are made based on departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures.
4. Serves as a mediator for assigned subordinates and peers to upper management personnel.
5. Resolves disciplinary actions of assigned subordinates.
6. Resolves interpersonal conflicts between assigned subordinates to ensure a respectful and productive work environment.
7. Maintains a respectful and productive work environment within the assigned work unit to minimize disputes and facilitate performance.
8. Resolves simple conflicts without supervisory input to ensure timely and efficient performance and maintain positive working relationships.
9. Directs difficult to resolve conflicts to assigned supervisor as required.

Estimating the Quantifiable Characteristics of Products, Events, or Information:

1. Projects budget impact of proposed program or operational changes to establish appropriate funding and implementation guidelines.
2. Projects staffing and identify timelines needed to complete project to meet the strategic plan of the department.
3. Estimates future staffing and skill requirements needed for succession planning and talent management purposes.

Interpreting the Meaning of Information for Others:

1. Interprets a variety of current human resources rules and/or labor laws, regulations, policies, procedures, and documentation for internal and external business partners to facilitate understanding, enhance communications, and ensure compliance.
2. Interprets specialized information related to division operations for internal and external business partners and assigned subordinates to ensure understanding and facilitate relationships.
3. Explains human resources program specific procedures and regulations to the general public, persons in other departments or divisions, or outside organizations and representatives as required in response to basic inquiries.

Training and Teaching Others:

1. Conducts agency specific and specialized training for agency employees to comply with departmental, state, and federal laws, rules, regulations, guidelines, processes, and procedures, facilitating change, and improving initiatives.
2. Prepares training and standa.