Job Opportunities

HR Manager - Calhoun County

Closes - 1/29/2021

CALHOUN COUNTY COMMISSION

1702 NOBLE STREET, SUITE 103

ANNISTON, ALABAMA 36201

TELEPHONE (256) 241-2800

FAX (256) 231-1744

_{MARK E. TYNER}

_{County Administrator}

_{GLORIA FLOYD}

_County _Attorney

COMMISSIONERS

_{FRED WILSON}

District 1

_{TIM HODGES}

District 2

_{CAROLYN HENDERSON}

District 3

_{J. D. HESS}

District 4

_{LEE PATTERSON}

District 5

December 8, 2020

TheCalhoun County Commission is accepting résumés for the position of:

Human Resources Manager

This is a full timeand FLSA exempt position with a complete benefit package.

Salary will be basedon qualifications.

Applicationletter and résumé should be submitted to:

Calhoun County Commission

Attn: Mark Tyner, County Administrator

1702 Noble Street, Suite 103

Anniston, Al 36201

Submittals will be accepted until the position is filled.

Electronic submittals should be sent to: mtyner@calhouncounty.org

Job announcement and description is available on https://www.calhouncounty.org/

Calhoun County is an equal opportunity employer.

JOB TITLE: Human Resources Manager

FLSA: Exempt

DEPARTMENT: Calhoun County Commission

SUPERVISOR'S TITLE: County Administrator

Definition

The Calhoun County HumanResources Manager plans, develops, organizes, implements, directs and evaluatesthe county’s human resource function and performance in coordination with localofficials and department heads and under the supervision of the CountyAdministrator. The HR Manager evaluatesand advises on the impact of long range planning of county programs andstrategies as well as regulatory action as those items impact the attraction,motivation, development and retention of the human capital of the organization.

This position developsstrategic human resource planning models to identify competency, knowledge andtalent gaps and develop specific programs for the filling of the gaps. Areas ofactivity will include personnel management through proper succession planningprograms for key positions, training and development programs for preparingemployees for more significant responsibilities and general professionaldevelopment programs to enhance employee knowledge and understanding of thebusiness of the county and local government.

Strong leadership, management,budgeting, and communications skills are essential. The incumbent is expected to understand andadvocate for the strategic priorities and core values of the county and itsofficials, and must be capable of providing pertinent, professional,trustworthy, and timely advice to local officials and department heads.

Most work is conducted throughface-to-face, telephone, and email collaboration. Performance is reviewed by the CountyAdministrator to ensure conformance to established policy and directives.

Incumbents must be able toprovide reliable transportation and have a current driver license.

This position is subject to abackground check and verification of provided credentials.

Examples of Work Performed

Participate in the developmentof the county’s plans and programs as a strategic partner but particularly fromthe perspective of the impact on people.

Coordinate closely with theCalhoun County Civil Service Board on personnel and staffing issues for civilservice-covered positions to ensure compliance with law and regulations.

Translate the county’sstrategic plans and priorities into human resources strategic and operational plans.

Develop staffing strategies andimplementation plans and programs to identify talent within and outside theorganization for positions of responsibility. Identify appropriate andeffective external sources for candidates for all levels within the organizations.

Administer and developprogressive and proactive compensation and benefits programs to providemotivation and incentives for effective performance management and programs forthe short and long-range health and welfare protection of employees, such ashealth insurance, dental insurance, retirement plans, safety programs, andemployee morale initiatives.

Develop programs to allow thecounty to embrace applicants and employees of all backgrounds and to permit thefull development and performance of all employees.

Continually assess thecompetitiveness of all programs and practices against the relevant comparablecompanies, other government agencies, industries and markets.

Establish credibilitythroughout the organization with management and the employees in order to be aneffective listener and problem solver of human resources issues, and maintainactive HR communication with the workforce through regular updates regardingopportunities, maintenance of required regulatory information postings in countyfacilities, and interaction with employees.

Develop, enhance, and enforceappropriate standardized and organization-wide policies and programs foreffective and efficient management of the human resources of the county, suchas employee relations, affirmative action, sexual harassment, employeecomplaints, external education and career development.

Manage the human resourceinformation systems database and generate necessary reports for criticalanalyses of the HR function and the human resources of the county.

Assist officials and departmentheads with integrating organization-wide HR initiatives into the activities,programs and strategic plans of other departments throughout the organization.

Serve as a link betweenmanagement and employees by handling questions, interpreting and administeringemployee contracts and helping resolve work-related problems.

Advise county officials,department heads, supervisors, and employees on organizational policy matterssuch as equal employment opportunity and sexual harassment, and recommendpolicies and best practices.

Perform difficult staffingduties, including dealing with understaffing, refereeing disputes, firingemployees, and representing county officials and department heads regarding thedisciplinary procedures of the civil service.

Administer the county’s benefitsprogram, make recommendations to officials on coverage changes, coordinate thework of employee benefits committee, answer employee questions about benefitprograms, assist employees with difficult benefits situations, and reviewprocessing of benefit payments.

Oversee employee recruiting,interviews and applicant selection processes for non-civil service positionsand support and assist, as needed, similar functions for civil servicepositions.

Plan, direct, supervise, andcoordinate work activities of subordinates and staff relating to employment,compensation, labor relations, and employee relations.

Plan, organize, and coordinatethe personnel and labor relations activities of the county and represent thecounty at personnel-related hearings and investigations in coordination withlegal counsel as needed.

Provide current and prospectiveemployees with information about policies, job duties, working conditions,wages, opportunities for promotion, and employee benefits.

Analyze data and reports toidentify and determine causes of personnel problems and develop recommendationsfor improvement of organization's personnel policies and practices.

Prepare and follow budgets forpersonnel operations and assist department heads and officials withpersonnel-related budget matters.

Analyze, plan, develop andconduct employee training covering topics such as supervision, performanceassessment, onboarding and employee orientation, employee professional development,supervisor training, regulatory and legal compliance, health and safetyprograms, and interviewing procedures.

Conduct exit interviews toidentify reasons for employee termination.

Assist county officials and theCivil Service Board, as needed, with the evaluation, classification and ratingof occupations and job positions.

Study legislation, arbitrationdecisions, and collective bargaining contracts to assess relevant trends and tomaintain a proactive strategic human resources posture.

Prepare personnel forecast toproject employment needs and assist with allocation of human resources,ensuring appropriate matches between personnel and county needs.

Develop or administer specialprojects and incentives in areas such as employee awards.

Investigate and report onemployee-involved accidents for insurance carriers.

Analyze, develop, and recommendchanges to policies and procedures to establish competitive programs and ensurecompliance with applicable federal, state and local rules and regulations suchas employment discrimination, sexual harassment, FMLA, FLSA, EEO, and ADA.

Other duties as assigned.

Knowledge

Personnel and Human Resources — Knowledge of principles and proceduresfor personnel recruitment, selection, training, compensation and benefits,labor relations and negotiation, and personnel information systems.

Administration and Management — Knowledge of business and managementprinciples involved in strategic planning, resource allocation, human resourcesmodeling, leadership technique, production methods, and coordination of peopleand resources.

English Language — Knowledge of the structure and content of the Englishlanguage including the meaning and spelling of words, rules of composition, andgrammar.

Customer and Personal Service — Knowledge of principles and processes forproviding customer and personal services. This includes customer needsassessment, meeting quality standards for services, and evaluation of customersatisfaction.

Law and Government — Knowledge of, and ability to research and locate,laws, legal codes, court procedures, precedents, government regulations,executive orders, agency rules, and the democratic political process.

Psychology — Knowledge of human behavior and performance; individualdifferences in ability, personality, and interests; learning and motivation;psychological research methods; and the assessment and treatment of behavioraland affective disorders.

Education and Training — Knowledge of principles and methods forcurriculum and training design, teaching and instruction for individuals andgroups, and the measurement of training effects.

Mathematics — Knowledge of arithmetic, algebra, geometry, statistics, andtheir applications.

Skills

Active Listening — Giving full attention to what other people are saying,taking time to understand the points being made, asking questions asappropriate, and not interrupting at inappropriate times.

Management of Personnel Resources — Motivating, developing, and directingpeople as they work, identifying the best people for the job.

Social Perceptiveness — Being aware of others' reactions andunderstanding why they react as they do.

Speaking — Talking to others to convey information effectively.

Coordination — Adjusting actions in relation to others' actions.

Critical Thinking — Using logic and reasoning to identify the strengthsand weaknesses of alternative solutions, conclusions or approaches to problems.

Reading Comprehension — Understanding written sentences and paragraphs inwork related documents.

Judgment and Decision Making — Considering the relative costs andbenefits of potential actions to choose the most appropriate one.

Negotiation — Bringing others together and trying to reconciledifferences.

Complex Problem Solving — Identifying complex problems and reviewingrelated information to develop and evaluate options and implement solutions.

Monitoring — Monitoring/Assessing performance of yourself, otherindividuals, or organizations to make improvements or take corrective action.

Persuasion — Persuading others to change their minds or behavior.

Systems Analysis — Determining how a system should work and how changesin conditions, operations, and the environment will affect outcomes.

Systems Evaluation — Identifying measures or indicators of systemperformance and the actions needed to improve or correct performance, relativeto the goals of the system.

Time Management — Managing one's own time and the time of others.

Service Orientation — Actively looking for ways to help people.

Writing — Communicating effectively in writing as appropriate for theneeds of the audience.

Instructing — Teaching others how to do something.

Abilities

Oral Comprehension — The ability to listen to and understand informationand ideas presented through spoken words and sentences.

Written Comprehension — The ability to read and understand informationand ideas presented in writing.

Oral Expression — The ability to communicate information and ideas inspeaking so others will understand.

Speech Recognition — The ability to identify and understand the speech ofanother person.

Written Expression — The ability to communicate information and ideas inwriting so others will understand.

Deductive Reasoning — The ability to apply general rules to specificproblems to produce answers that make sense.

Speech Clarity — The ability to speak clearly so others can understandyou.

Inductive Reasoning — The ability to combine pieces of information toform general rules or conclusions (includes finding a relationship amongseemingly unrelated events).

Problem Sensitivity — The ability to tell when something is wrong or islikely to go wrong. It does not involve solving the problem, only recognizingthere is a problem.

Fluency of Ideas — The ability to come up with a number of ideas about atopic (the number of ideas is important, not their quality, correctness, orcreativity).

Information Ordering — The ability to arrange things or actions in acertain order or pattern according to a specific rule or set of rules (e.g.,patterns of numbers, letters, words, pictures, mathematical operations).

Originality — The ability to come up with unusual or clever ideas about agiven topic or situation, or to develop creative ways to solve a problem.

Category Flexibility — The ability to generate or use different sets ofrules for combining or grouping things in different ways.

Selective Attention — The ability to concentrate on a task over a periodof time without being distracted.

Desired Work Style

Integrity — Job requires being honest and ethical.

Stress Tolerance — Job requires accepting criticism and dealing calmlyand effectively with high stress situations.

Leadership — Job requires a willingness to lead, work with other leaders,take charge, and offer opinions and direction.

Dependability — Job requires being reliable, responsible, and dependable,and fulfilling obligations.

Initiative — Job requires a willingness to take on responsibilities andchallenges.

Self Control — Job requires maintaining composure, keeping emotions incheck, controlling anger, and avoiding aggressive behavior, even in verydifficult situations.

Adaptability/Flexibility — Job requires being open to change (positive ornegative) and to considerable variety in the workplace.

Concern for Others — Job requires being sensitive to others' needs andfeelings and being understanding and helpful on the job.

Cooperation — Job requires being pleasant with others on the job anddisplaying a good-natured, cooperative attitude.

Persistence — Job requires persistence in the face of obstacles.

Analytical Thinking — Job requires analyzing information and using logicto address work-related issues and problems.

Attention to Detail — Job requires being careful about detail andthorough in completing work tasks.

Social Orientation — Job requires preferring to work with others ratherthan alone, and being personally connected with others on the job.

Independence — Job requires developing one's own ways of doing things,guiding oneself with little or no supervision, and depending on oneself to getthings done.

Achievement/Effort — Job requires establishing and maintaining personallychallenging achievement goals and exerting effort toward mastering tasks.

Innovation — Job requires creativity and alternative thinking to developnew ideas for and answers to work-related problems.

Required Education andExperience

Candidate must hold Alabama Association of Public PersonnelAdministrators certification or otherwise be able to obtain said credentialwithin twenty-four months of hire.

International Public Management Association for Human Resources CertifiedProfessional (IPMA-CP) credential is desired but not required.

Candidate must possess a four-year bachelor’s degree or equivalent withstudies in human resources, public administration, business management or a relatedfield; and, candidates must meet at least one of the following criteria:

At least four years of progressively responsible work experience in human resources or a closely related field. Work experience must be in the public sector.

Or,

At least two years of work experience as specified above, combined with post-graduate education (masters-level, graduate certificate, or above) providing a combined work and education total of four or more years.