ASSISTANT DISTRICT HUMAN RESOURCES MGR

Job Summary

Under the general direction of a District HR Manager, works with assigned location management to implement HR programs and strategies to support and achieve business objectives and improve organization effectiveness across the entire workforce.

Areas of Emphasis

• Change Management of Culture
• Delivery of Human Resources Best Practices
• Compensation and Rewards
• Performance Management
• Talent Management and Development
• Staffing and Recruitment
• Organizational Design
• Employee and Labor Relations
• Business and Program Analysis

Responsibilities

• Develops and implements location-level HR programs and strategies aligned to district business priorities.
• Provides direction and guidance to subordinate HR associates and ensures personnel services are provided effectively and timely.
• Assists in delivering and implementing core HR functions and strategies in areas such as management staff recruitment, selection, and placement, compensation management, performance management, classification, training, new hire orientation, communication of rewards programs and benefits, and enrollments.
• Conducts internal investigations and prepares employee relations corrective action documents.
• Participates and/or assumes a leadership role in regular major wage surveys.
• Participates in HR planning.
• Identifies and develops recruitment resources and aggressively pursues recruitment of high-quality talent.
• Delivers and/or coordinates district training and developmental programs.
• Conducts needs assessments and modifies corporate programs to meet district location requirements.
• Identifies training resources and training plans and conducts training as appropriate.
• Ensures core job skills and orientation training programs are in place.
• Coordinates the performance management process for assigned locations.
• Aids business units and associates in developing measurable and relevant business objectives focused on improving individual, group, and organization performance.
• Ensures a performance improvement process is in place to ensure individual work objectives stay on track and achieve business objectives.
• Conducts organizational reviews and makes recommendations regarding work assignments to maximize efficiency and use of available talent.
• Identifies skills needs and gaps and initiates action to remedy.
• Identifies high-potential associates for development.
• Supervises Human Resources Representatives.
• Ensures an ongoing HR skills training and development program is in place.
• Ensures Human Resources System PeopleSoft data integrity is completely accurate and timely and administrative functions are accurate, relevant, and timely.
• Ensures customer service and satisfaction are the paramount priority.
• Works under the general supervision of the District Human Resources Manager.
• Work assignments are established through communication of general business priorities.
• Work is reviewed via regular progress reviews and assessed in terms of outcomes achieved.

Qualifications

• A total of 6 years consisting of the following general experience:
• 3 years of responsible experience in non-routine work which enabled the applicant to gain a good general understanding of the systems, methods, and administrative machinery for accomplishing work; the ability to analyze problems, apply sound judgment in assessing practical implications of alternative solutions, and resolve the problems presented; and the ability to communicate effectively with others both orally and in writing.
• OR substitution of education for experience:
• 1 year of academic study above the high school level may be substituted for 9 months of experience up to a maximum of a 4-year bachelor's degree for 3 years of general experience.
• AND specialized experience:
• 3 years of progressively responsible experience in Human Resources work in at least two of the functional specializations such as employment, labor, employee relations, classification and wage administration, employee development and training, or career management experience may be obtained in HR generalist or in HR specialist positions or one of the predominant specializations (labor, employee relations, employment, or training and development) with a total background and experience which provides evidence of an understanding of the relationship of the specialization to the other functional areas.