Job Description
DIRECTOR, HUMAN RESOURCES
SUMMARY: Formulates and articulates policy, procedures and goals for the department and the County Office of Education. Directs and participates in formal and informal negotiations governing the terms and conditions of employee bargaining unit agreements; directs the recruitment, selection and layoff of certificated staff and the assignment of all employees; coordinates and provides support to employees and their supervisors; oversees the operation of classified support services; sits as the Office's Affirmative Action Officer; and performs all other related duties.
ACTIVITIES:
40% CERTIFICATED SERVICES
Plans and manages the Office’s efforts to recruit qualified certificated personnel; in accordance with appropriate laws, codes, policies and existing employee contracts, oversees and participates in the selection of regular and substitute certificated personnel; and manages the assignment of certificated personnel, coordinating leaves, transfers, retirements and reductions in force. Manages special and ongoing services, such as evaluation monitoring, professional growth, credentialing, and the Certificated Support System.
40% HUMAN RESOURCES PROGRAM MANAGEMENT
Identifies, defines, and describes policy issues, service programs, and community concerns related to the functions and operations of the department; assists in the determination of resource allocation and levels of service according to established policy; oversees the preparation and execution of the budget for the department; plans, designs, and coordinates, through appropriate department staff, a variety of administrative procedures, reporting systems, and internal processes to ensure effective and efficient service delivery; represents the department at a variety of meetings, conferences, hearings, presentations, and workshops; serves as the liaison for the Office for the array of services and functions assigned to the department; manages special and ongoing services, such as new employee orientation, and employee recognition; takes part in planning, preparing, conducting and evaluating ongoing management training programs in contract administration and human resources issues; oversees the operation of classified support services including negotiations, grievance processing, contract administration, discipline, and dismissals. Assures that the Office is in compliance with all applicable regulations, laws, codes, and merit system rules. Performs all other related duties as assigned.
15% CERTIFICATED LABOR RELATIONS
Plans, organizes, and conducts negotiations with representatives of the certificated employee bargaining units; solicits management’s input regarding recommended changes to certificated bargaining unit agreements; prepares and presents related reports and briefings on the status of negotiations; recommends courses of action and policy direction; interprets and administers provisions of certificated employee contracts, agreements and understandings; processes and resolves certificated employee grievances; and counsels management and labor on alternatives for grievance settlement.
5% SUPERVISION
Selects, trains, assigns work to and evaluates support staff.
DECISION-MAKING AND PROBLEM-SOLVING: Interprets, applies and makes recommendations regarding provisions of certificated bargaining unit contracts; develops and implements plans for recruiting qualified staff; and provides leadership in establishing and monitoring improvement plans for employees. Forecast trends and sets direction for the Office; uses non-traditional/creative approaches to problem solving; recommends new or revised standards, policies, etc.; uses specialized techniques in the analysis of collected data; situations are varied and routinely highly complex; and makes cross-divisional decisions that sometimes have major impact on the entire Office.
REQUIRED MINIMUM SKILLS AND ABILITIES: Must have the ability to understand and interpret laws, rules and regulations relating to collective bargaining and the employment/evaluation of personnel; ability to counsel and advise management and all levels of staff in sensitive issues and courses of action; mastery skill in communicating orally and in writing, with large and small audiences; mastery skill in budget preparation, statistical analysis and control; ability to administer programs; mastery skill in working with personnel management decisions; and mastery skill in working in both authority and non-authority relationships with others on a routine basis.
REQUIRED MINIMUM TRAINING, EDUCATION AND LICENSING: Master’s degree from an accredited college or university, with major course work in labor relations, human resources management or a related field; a valid California Administrative Services or Standard Supervision credential; and a valid California driver’s license.
REQUIRED MINIMUM PRIOR WORK EXPERIENCE: Five years of job-related experience with demonstrated competence.
REQUIRED INTERACTION (NON-AUTHORITY): Contacts are usually unstructured, and are primarily with highest-level individuals inside and outside the Office, such as the Superintendent, Board members, Assistant Superintendents, and administrators of other educational agencies; and contacts require decision-making and problem solving where office-wide, cross-divisional concerns are at stake.
SUPERVISION: Directly supervises management and other support staff.
5/26/92