Job Description
MANAGER, HUMAN RESOURCES OPERATIONS
SUMMARY: Manages the day-to-day operations of the Personnel Services Division; participates in the development of, articulates, and documents personnel policy; advises and confers with management regarding the application of personnel management practices; assists with contract administration and interpretation; directs and conducts certificated and/or classified layoff and reemployment activities, serves as project coordinator for the development, implementation and monitoring of the Human Resources Information System; supervises and coordinates the clerical work of the division; and performs all other related duties.
ACTIVITIES:
50% PERSONNEL OPERATIONS
Plans, directs, and assigns work of the day-to-day operation of the division; participates in the development of, recommends, documents, and disseminates approved personnel policies and procedures; provides direction, clarification, and guidance to Division staff regarding personnel practices and policy interpretation and implementation; directs and conducts certificated and/or classified layoff and reemployment activities; determines and enforces personnel standards and practices; and investigates and directs the resolution of employee problems.
15% HUMAN RESOURCES INFORMATION SYSTEM
Researches, analyzes and recommends additions or changes to policies, procedures, and bargaining unit contracts; provides informational and technical assistance to management; recommends solutions to personnel problems; develops new procedures and evaluates current procedures for areas assigned; provides formal and informal personnel inservice training; reviews and approves work year calendars used for certificated personnel, payroll, and seniority purposes.
10% EMPLOYEE RELATIONS
Assists with contract administration and interpretation; serves as a member of or resource to management's negotiations teams; advises management on progressive discipline and evaluation procedures, due process, problem documentation, remediation, and counseling techniques; recommends changes to negotiated agreements; meets, confers, and collaborates with bargaining unit representative to discuss, resolve, and/or negotiate issues concerning employees; and assists with monitoring and directing management's adherence to employee contracts.
10% PROGRAM MANAGEMENT
Represents the division in planning activities; assists with developing and monitoring divisional goals and objectives; participates in development of and recommends division budget; approves multi-program expenditures; and monitors expenditure reports to ensure accuracy and to direct necessary budget revisions.
10% SUPERVISION
Selects, trains, coordinates, delegates responsibility to, monitors, and evaluates support staff.
5% RELATED ACTIVITIES
Participates in personnel-related projects, such as compensation studies, development of salary recommendations, and formulation/revision of job descriptions; directs and conducts special projects and assignments; and performs all other related duties.
DECISION-MAKING AND PROBLEM-SOLVING: Assists with the development, implementation, and modification of personnel procedures, policies, and practices; analyzes and applies provisions of bargaining unit agreements; determines which mandates take precedence over others; and investigates, analyzes, and directs/coordinates the resolution of personnel concerns. Develops and implements short-term and long-term plans; provides data for long-term planning in own division; requires some independence and autonomy in decision-making within framework of broadly-stated policy guidelines, precedents, specialized knowledge and prior researching; situations are varied and sometimes highly complex; and participates in decisions that sometimes have major impact across divisions.
REQUIRED MINIMUM SKILLS AND ABILITIES: Skill in dispute resolution and counseling; knowledge of past and current practices; knowledge of and skill in analyzing, interpreting, and applying employee contracts, Board and personnel policies, rules and regulations, the Education Code, and Merit System Rules; ability to train and counsel subordinates; ability to analyze and reconcile several conflicting priorities/philosophies in order to achieve overall resolution; advanced skill in communicating, both in writing and orally, with large and small audiences; advanced skill in budget preparation and control; ability to modify systems procedures and programs within area of responsibility; mastery skill in working with personnel management decisions; and advanced skill in adapting style in divergent situations with groups on a frequent basis.
REQUIRED MINIMUM TRAINING, EDUCATION, AND LICENSING: Bachelor's degree from an accredited college or university with major course work in human resource management, public administration, or a related field; and a valid California driver's license.
REQUIRED MINIMUM PRIOR WORK EXPERIENCE: Three years of job-related experience with demonstrated competence.
REQUIRED INTERACTION (NON-AUTHORITY): Contacts are usually unstructured, and are frequently with high-level individuals inside and outside the unit, such as assistant superintendents, program managers, attorneys, and district administrators; and contacts require planning, promoting, strategy development, decision-making, and problem-solving.
SUPERVISION: Directly supervises skilled and other support staff.
Revised: August 9, 1988, May 25, 2000
Personnel Commission Approval:
Approved by Board of Education: December 7, 1988