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Human Resources - WCS Job Descriptions » Executive Director of Human Resources

Executive Director of Human Resources

NATURE OF WORK

An employee in this class performs responsible personnel administration work in carrying out county policies and procedures relating to a wide variety of human resources programs and activities.  Work involves assisting in developing and/or coordinating programs and policies in such personnel components as recruitment, employee relations, employee benefits, insurance, and employee health services.  Employee is also responsible for interpreting existing personnel ordinances, policies and procedures; addressing employee complaints or concerns; assisting elected officials in personnel matters; and acting as liaison to outside organizations and agencies involved in school personnel matters.  Employee must exercise initiative and independent judgment in ensuring proper administration of personnel programs.  Employee must also exercise tact and courtesy in frequent contact with employees, elected officials and representatives of outside agencies and organizations.

 

 

DUTIES AND RESPONSIBILITIES

Assists in planning, developing, coordinating and evaluating the operations of the Personnel Department.

 

Provides advice, support and assistance by interpreting policies and procedures and by counseling directors, officers, employees and other government agencies on employment, record keeping, retirement, grievance and other personnel matters and procedures.

 

Plans, directs, supervises, assigns and evaluates the school’s recruitment activities, such as applicant interviewing, administration and scoring of examinations, determination of applicant qualifications, establishment and maintenance of certification and referral of applicants, background investigations and reference checks.

 

Establishes goals and objectives for the department; attends meetings representing the department in personnel matters.

 

Investigates, analyzes and formulates methods for handling special projects; oversees projects to completion and evaluates final results; prepares and reviews various reports and performs special projects; serves as liaison with outside agencies on special work programs and special projects; advises and directs Personnel staff on a variety of non-routine matters.

 

Investigate, analyze and make decisions regarding personnel problems and/or issues.

 

Administers Equal Employment Opportunity/Affirmative Action programs; develops effective minority/female/handicapped recruiting programs.

 

Administers the school system’s compensation and performance evaluation programs, including job descriptions, salary surveys and position reclassifications.

 

Determines the HR training needs throughout the school system; develops and plans training programs to meet the established needs; coordinates the implementation of both on-going and special interest training programs.

 

Serves as an internal consultant to superintendent, executive directors, directors and managers on organizational development, including philosophy and goals, service standards, job performance and productivity standards and special program development and implementation.

 

Coordinates the development of small, problem-solving groups within individual offices and serves as a facilitator for these groups in achieving organizational goals; facilitates the identification and resolution of organizational problems for management.

 

Facilitates the development of systems, policies and procedures to streamline operational functions and minimize duplication of efforts and redundancies within school offices; enhances the effectiveness of managers and supervisors by assisting in the design of programs which are consistent with county goals and objectives.

 

Develops methods of interaction between employees and managers concerning job responsibilities in order to enhance job satisfaction, solve job-related problems and improve organizational effectiveness; assists in creating a work environment which emphasizes a commitment to service as a means to achieving personal satisfaction.

 

Completes random moment in time studies as required by MAC program guidelines.

 

Performs other related work as required.

 

 

MINIMUM TRAINING

Master’s degree in education administration, public or business administration and 3 to 5 years experience in public personnel administration and management; or any equivalent combination of training and experience which provides the required skills, knowledge and experience and abilities.

 

 

ESSENTIAL JOB FUNCTIONS

Must be physically able to operate a variety of equipment including computers, copiers, etc.  Must be able to exert up to 10 pounds of force occasionally, and/or a negligible amount of force constantly to lift, carry, push, pull or otherwise move objects. 

 

Requires the ability to read a variety of correspondence, reports, forms, statements, etc.  Requires the ability to prepare correspondence, reports, forms, evaluations, statements, etc. using prescribed formats.

 

Requires the ability to apply principles of logical or scientific thinking to define problems, collect data, establish facts, and draw valid conclusions; to interpret an extensive variety of technical instructions in mathematical or diagrammatic form.

 

Requires the ability to record and deliver information, to explain procedures, to follow oral and written instructions.  Must be able to communicate effectively and efficiently in a variety of technical or professional languages including insurance, personnel and governmental terminology.

 

Requires the ability to deal with people beyond giving and receiving instructions.  Must be adaptable to performing under stress and when confronted with emergency situations.

 

Requires the ability to talk and hear ideas by means of spoken word.  Must be able to communicate via telephone.

 

 

KNOWLEDGE, SKILLS AND ABILITIES

Thorough knowledge of the principles, procedures and practices of public personnel administration.

 

Thorough knowledge of federal, state, and local laws, rules and regulations governing personnel administration.

 

Thorough knowledge of the policies, procedures, methods, and practices of filing insurance and worker’s compensation claims.

 

Thorough knowledge of the school system’s organization and operational policies and procedures.

 

Thorough knowledge of ethical guidelines applicable to the position as outlined by professional standards and/or federal, state and local laws, rules and regulations.

 

Considerable knowledge of personnel and management principles, practices and techniques as they relate to the administration of manpower resources and planning, position management, staff development and training, policy development and administration, employee relations, and related personnel and management functions and services.

 

Considerable knowledge of the current literature, trends, and developments in the field of personnel administration.

 

General knowledge of administrative, managerial and supervisory practices and techniques involved in directing personnel management programs and services.

 

Ability to use common office machines, including popular computer-driven word processing, spreadsheet and file maintenance programs.

 

Ability to provide leadership and to supervise the planning, development and establishment of new, modified and/or improved personnel programs, services and activities.

 

Ability to organize and supervise effective personnel management programs and services, and to promote personnel management practices as a part of the total management process.

 

Ability to effectively express ideas orally and in writing.

 

Ability to make oral presentations before large groups of people.

 

Ability to establish and maintain effective working relationships as necessitated by work assignments.

 

REPORTS TO:      Superintendent

FSLA STATUS:    Exempt

DISCLAIMER

 

The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification.  It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees in this job.