Maricopa County Department Of Air Quality
The Manager Human Resources serves as key leadership advisor and thought leader on people and organizational development matters for the Assessor's Office. As such provides strategy and recommendations on organization changes, staffing, performance management, and professional development. Plans, organizes, and directs the provision of Human Resources services to the management and staff of the Assessor's Office.
For more information about the Assessor's off please go to: https://mcassessor.maricopa.gov/assessor/careers.php
Minimum education and/or experience:
Bachelor's degree in Human Resources Management, Public or Business Administration, or a closely related field and four (4) years of professional Human Resources experience including employee relations, recruitment and selection, and strategic planning plus two (2) years' experience supervising an HR staff. Human Resources experience may substitute for the education on a year for year basis.
Knowledge, skills, and abilities:
Principles and procedures for employee relations, negotiation, personnel recruitment, selection, training, and personnel information systems
Local, state, and federal employment laws, statutes, regulations, and guidelines
Public sector personnel administration principles and practices
Administrative principles and practices, including goal setting, program development,
implementation and evaluation, and the management of employees
Principles and best practices for managing change.
Principles and practices of developing teams, motivating employees, and managing in a team environment.
Negotiation and facilitation
Analyzing, consulting, and mediation
Identifying trends and completing root cause analysis to address workplace concerns
Conducting investigations, concisely documenting findings, and discerning an appropriate course of action
Use of standard office equipment and software
Use of computer applications including spreadsheets, database, and word processing software.
Establish and maintain effective working relationships with a diverse work group and
the general public.
Present ideas and information clearly, accurately, objectively, and logically, both
verbally and in writing
Think strategically and find creative solutions and alternatives to workplace issues
Work in an unstructured, fast paced, and sometimes ambiguous environment
Personify leadership qualities and a commitment to excellence
Analyze, organize, and prioritize work while meeting multiple deadlines
Preferred education and/or experience:
Advanced professional Human Resources experience including employee relations, recruitment and selection, and strategic planning experience. Advanced experience supervising an HR staff. Lead or supervisory experience. Experience working in the public sector or experience managing under a merit system or contract (CBA). Experience conducting workplace investigations for an employer with a formalized discipline/grievance process. Experience working with employees for a variety of occupational groups including but not limited to professionals, trades, administrative, etc. Experience developing and/or conducting supervisor training in employee relations related principles and practices including performance management, corrective actions, performance improvement plans, employee discipline, etc.
Preferred training, certifications, and requirements:
HRCI, SHRM or IPMA-HR certified HR professional.
Work occurs primarily in an indoor office environment. Tasks require manual dexterity of hands and body to operate office equipment as well as managing frequent interruptions, time pressures, high work volumes, and multiple, complicated and unscheduled tasks. Job includes team-oriented activities and interaction with all levels of County management and personnel as well as the public. Responsibilities require concentration, accuracy, ethical conduct and a professional demeanor.
Essential Job Tasks
Supports the Assessor's Office business strategy, operations and organization needs by working closely with the Chief Deputy and the Assessor's Leadership Team to anticipate the people impact and requirements and make recommendations to facilitate business implementation. Regarding this determines staffing needs, job and organization design, re-organization implementation options, professional development needed, and other people related factors.
Ensures timely, responsive and customer focused HR availability to all members of the Assessor's Office by promoting HR outreach; providing guidance to HR staff to relate to others objectively and with appreciative inquiry; being personally available to Assessor leadership and staff; etc.
Collaborates with the Chief Deputy, managers, supervisors and employees ensuring effective performance management to meet business needs by developing and revising performance management tools and processes; assisting leadership in establishing performance goals and expectations and the communication of these; directing HR staff in facilitating and resolving issues between leaders and employees around communication of performance; directing HR staff in helping develop and communicate performance improvement plans, etc.
Directs the timely and effective provision of a full range of HR services to the entire Assessor's Office by overseeing HR staff in the conduct of recruitment, on-boarding, employee relations problem resolution, client outreach and program administration (e.g., pay for performance, recognition, etc.), and ad hoc requests and special projects from Assessor Leadership.
Builds and directs a competent HR and Change Management team by providing goals and expectations, supporting the professional development of staff, and giving feedback in a collaborative environment.
Provides expertise and guidance to the HR team, Assessor leadership, and employees regarding personnel management, employment law and regulations, policies and procedures, etc. With this regard ensures compliance with procedures and laws including complex leave management issues such as American Disabilities Act, HIPPA, Fair Labor Standards Act, Family Medical Leave Act and other related employment laws. Consults with legal counsel and County HR in such matters.
Ensures the timely and responsive handing of employee or leadership concerns by overseeing investigations, mediating disputes and facilitating resolutions and interventions; providing guidance on counseling, written disciplinary documents; consulting with managers, supervisors, Assessor HR staff, County HR and County Attorney to recommend appropriate, consistent levels of discipline; representing the Assessor's Office at Merit Hearings; etc.
Promotes the effective and timely management of salary matters, pay for performance and other HR related matters involving coordination and approval at the County level by working closely with County HR, County management and OMB to discuss and advocate for pay rates, recruitment issues requiring submission of critical recruitment and retention requests, and complex policy interpretation and implementation.
Contributes to positive employee engagement by administering workplace climate assessments (formal and informal) and working with leadership and staff for appropriate follow-through; coaching leaders to help them deal with sensitive and sometimes complex workplace and workforce issues; communicating with, responding to and making recommendations to Assessor Senior Leadership on such matters; providing a voice upward (from employees) to Assessor Senior Leadership
and communicating and supporting the vision and directives of Assessor Senior Leadership down and across the organization; reviewing and revitalizing recognition efforts (and program); etc.
Helps improve the quality of leadership in the Assessor's Office by regularly advisingand/or coaching Assessor leaders at all levels; designing, developing, delivering and/or identifying training modules for leadership; advising on communication and crafting written communication for Senior Leadership; supporting change management and working with the Change Management Functional Lead in change initiatives; etc.
The hiring authority will select the successful candidate based on departmental needs.
All offers of employment made to new hires and rehires at Maricopa County are contingent upon successful completion of a post-offer, pre-employment thorough background investigation. A background investigation is conducted on a current employee who changes to a Safety Sensitive Position or one having the potential for serious adverse impact on the integrity or efficiency of the County. These requirements do not pertain to employees of elected officials who undergo background investigation processes administered through their respective offices.
Typically successful candidates are hired at a salary rate, up to midpoint of the range, based on applicable experience, internal equity and budgetary allowances.
Maricopa County Department Of Air Quality
Website : https://www.maricopa.gov/aq/