Description
SALARY LEVEL: $50.00/hr.
DIVISION: Non-Union / At Will
DEPARTMENT: Human Resources
LOCATION: City Hall
BENEFITS: PTO, Holiday, Healthcare
WORK HOURS: Varies up to 32 hrs per week
SUMMARY:
Under the general direction of the Mayor / Chief of Staff, plans, develops and maintains an orderly system of personnel evaluation, classification and salary administration for the employees of the City of Romulus. Serves as advisor regarding personnel matters to the Mayor, City Council, City Attorney and Finance Director. Directs staff and participates in the daytoday administration and development of personnel related matters, benefits programs, etc. In addition, is responsible for the negotiation of labor contracts and their administration and represents the City in employee grievances, mediation, arbitration and other related hearing cases.
Plans and carries out policies relating to all phases of personnel activity.
Requirements
ESSENTIAL DUTIES AND RESPONSIBILITIES:
1. Recruits, interviews, and selects employees to fill vacant positions. Directs employee recruitment by advertising open positions, screening applicants, referring suitable applicants to specific department for selection and conducting the final hiring process. In addition, counsels current employees, disciplining when necessary.
2. Plans and conducts new employee orientation to foster positive attitude toward City goals.
3. Keeps record of insurance coverage, pension plan, and personnel transactions. Analyzes benefits, cost, and legislative aspects of employee benefit programs and seek improvements or adjustments as required.
4. As a resource person, researches personnel related programs and problems as directed by the Mayor. Explains findings and makes authoritative recommendations on solutions and/or alternative courses of action.
5. Establishes and maintains a uniform system of job evaluation for consistent identification of job values within the City in relationship to management and employee concerns. Writes separation notices for employees separating with cause and conducts exit interviews to determine reasons behind separations.
6. Prepares reports and recommends procedures to reduce absenteeism and turnover.
7. Investigates accidents and prepares reports for insurance carrier.
8. Develops and maintains an orderly system of job classification for the purpose of identifying duties and responsibilities found within each job classification of the City.
9. Makes authoritative recommendations on the City's compensation posture providing an orderly system of internal job measurement combined with external salary comparison with other competitive employers.
10. Conducts wage survey within labor market to determine competitive wage rate.
11. Directs staff in the maintenance of personnel records, medical records, the processing of classification changes, and maintenance of the wage and salary program. Prepares budget of personnel operations.
12. Meets with shop stewards and supervisors to resolve grievances. Assists in the negotiations of all labor contracts and interprets such contracts to employees, their representatives, and department heads throughout the contract period. Additionally, serves as the City's representative in grievance and arbitration cases.
13. Responsible for the implementation and administration of all labor relation and personnel related policies and procedures utilized by the City. Recommends the development of new policies and changes in existing policies to the appropriate board.
14. Regularly confers with the Mayor, City Council, department directors, attorneys, and representatives of other governmental units on matters of mutual concern regarding labor contract requirements, personnel matters, various regulations, laws, funding sources and requirements, etc.
15. Reads extensively, confers with other personnel administrators and attends seminars/conferences dealing with common interest topics. Determines effect of state and federal legislation on City programs.
16. Performs a variety of other duties as work loads, temporary absences or emergencies dictate.
17. Keeps records of hired employee characteristics for governmental reporting purposes. Studies requirements and the impact of special interest programs and laws such as Fair Labor Standards, Americans with Disabilities Act and Equal Employment Opportunity Act, unemployment insurance, safety, and so forth. Explains contents and seeks conformity required to desired standards.
18. Prepares, reviews and makes recommendations on arbitrations, mediation, 312 hearings, unemployment hearings, and negotiations.
19. Serve as a member of the Pension Committee and the Grievance Committee.
20. Serves as the ADA Coordinator.
21. Acts as an advisor on the Safety Committee.
22. Ensures the City is in compliance with Affordable Care Act.
23. Other duties as assigned by Mayor / Chief of Staff
The above statements are intended to describe the general nature and level of work being performed by people assigned this classification. They are not to be construed as an exhaustive list of all job duties performed by personnel so classified.
SUPERVISORY RESPONSIBILITIES:
Supervises the Deputy H.R. Director / Benefits Administrator and employees of the H.R. Department.
QUALIFICATION REQUIREMENTS:
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily with or without a reasonable accommodation. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
EDUCATION and/or EXPERIENCE:
Education: Possession of a Bachelor's degree in human resources management, labor and industrial relations or related field.
Experience: A minimum of five years of progressively more responsible human resources management and labor relations experience or equivalent. Twelve months breakin period.
CERTIFICATES, LICENSES, REGISTRATIONS:
Valid Operator’s License – Must be appropriately licensed to operate City-owned vehicles consistent with work assignment.
LANGUAGE SKILLS:
Ability to read, analyze, and interpret common scientific and technical journals, financial reports and legal documents. Ability to respond to common inquiries or complaints from customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information to top management, public groups and/or boards of directors.
MATHEMATICAL SKILLS:
Ability to work with mathematical concepts such as probability and statistical inference, and fundamentals of plane and solid geometry and trigonometry. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.
REASONING ABILITY:
Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions in mathematical or diagram form and deal with several abstract and concrete variables.
OTHER SKILLS and ABILITIES:
Strong computer skills required.
PHYSICAL DEMANDS:
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is regularly required to talk or hear.
Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and the ability to adjust focus.
WORK ENVIRONMENT:
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate.
COMMENTS:
The employment qualifications listed above are guidelines. Other combinations of educations and experience which could provide the necessary knowledge, skills, and abilities to perform the job should be considered.
Prepared in compliance with:
Romulus Policies and Procedures Manual
Americans with Disabilities Act
Equal Employment Opportunity Act
