DEFINITION:
Directs the planning, development, implementation and administration of a comprehensive integrated human resources program for a small size County department; and ensures departmental compliance with local, County, State and Federal personnel and employment related laws and regulations. 

CLASSIFICATION STANDARDS:
Positions allocable to this class typically report to an administrative deputy or higher-level executive manager and are responsible for planning, directing, administering and evaluating all human resource functions for a small size County Department with significant personnel operations and activities.  These positions have responsibility for the administration and direct oversight of departmental human resources functions including policy development and application, recruitment and examination, classification and salary administration, employee relations, staff development, performance management, discipline and advocacy, benefits and retirement, Workers' Compensation and Return to Work, personnel operations and personnel records, and other human resources functional areas.  Departmental Human Resources Manager I positions assists executive level managers in the development, implementation, and evaluation of departmental short and long term human resources related strategic goals and objectives; and provide strategic direction and recommendations to executive management on personnel management issues that impact departmental organizational structure, operations, and programs.   

Plans, organizes, directs and evaluates the work of a unit in human resources program areas such as recruitment and selection, classification and salary administration, discipline and advocacy, and employee relations; ensures the operations and human resources services are effectively integrated with the service needs of the department and operations of other divisions.

Develops, recommends, and implements human resources program strategies and initiatives to accomplish short and long-range planning objectives and recommends administrative, operational and systems improvements to enhance effectiveness and integrity.

Evaluates and directs changes to department-wide personnel policies and practices to comply with local, State and Federal personnel/employment laws and personnel rules and labor contracts.

Advises management, supervisors and employees on the appropriate application of personnel policies, standards, regulations, procedures and practices.

Develops procedures for handling employee problems and arranges for specialized assistance for employees as needed.

Administers department-wide performance management programs within the framework established by the Department of Human Resources, and acts as liaison with the staff of the Department of Human Resources on appeals on ratings, actions to discharge or reduce probationers, evaluation procedures, and procedures for reporting ratings.

Administers and coordinates departmental advocacy operations and activities, ensures the appropriate preparation and presentation of cases involving department disciplinary actions and charges of discrimination which may be appealed to the Civil Service Commission

Ensures that departmental positions are properly classified, initiates classification studies, screens study requests from operating divisions, provides results of studies to the Chief Administrative Office for approval, and transmits classification decisions to supervisors and employees.

Administers a decentralized examining program, including examination bulletin preparation, application processing, development and administration of examination components and preparation of eligible lists in accordance with Civil Service Rules and Department of Human Resources policies and procedures.

Liaisons with other departments, public employment services, schools, and other agencies in matters of recruitment and selection.

Manages the maintenance of an employee records and oversees and verifies processing of all departmental personnel transactions, including new employee intake, employee transfer and reassignment, and vacation, sick leave, family leave, overtime, leave of absence reinstatements, restorations, lay-offs, and other similar personnel actions.

Analyzes employee turnover and separation statistics and administers a program of exit interviews for resigning, terminating or transferring employees and interviews employees as necessary.

Manages and administers department employee relations activities including representing the department in collective bargaining, administration of agreements, and assists in arbitration.

Manages department return-to-work, safety and risk management programs including the development of policies, procedures, training programs and report preparation.

Confers with Chief Administrative Office, Department of Human Resources, and the Auditor-Controller Department on payroll, salary and other personnel programs and policies.

Assists in the preparation of the salaries and employee benefits portion of the annual budget and advises administration on such matters as delineation of duties and responsibilities of new positions, need and justifications for new positions, and the preparation of the necessary duties statements.

Assists management in determining staff development needs and in planning, developing, and carrying out training programs to meet such needs under the general supervision of the Department of Human Resources.

Review and make recommendations to management regarding the settlement of litigation and claims including the review of settlement issues and determination of the appropriate amount to be awarded to the claimant.

Formulates and prepares the human resources program budget including preparation and monitoring of budget proposals for program operations and staff expenditures.

Plans, organizes, coordinates, and directs human resources related special events, projects, and programs as directed by administration.

MINIMUM REQUIREMENTS:

TRAINING AND EXPERIENCE:

OPTION 1
Graduation from an accredited college or university with a Bachelor's degree in Business Administration, Public Administration, Human Resource Management, Industrial/Organizational Psychology, or a closely related field -and- Two years of experience performing difficult technical personnel work at the level of the County of Los Angeles class of Senior Departmental Personnel Technician.

OPTION 2
Four years of progressively responsible experience in a staff capacity performing human resources work, two years of which must have been at the level of the County Los Angeles class of Senior Departmental Personnel Technician or higher.