Chief of DPO/Registered In-House Counsel

GENERAL PURPOSE

Under administrative direction of the Chief Executive Officer, oversees the overall management of the Department of People Operations (DPO) including planning, organizing, administering, coordinating, reviewing, and evaluating the operations of the department; provides legal consult on contracts, leases, labor and employment concerns, other TPCP documents, and risk management; serves as a member of Senior Leadership; performs related duties as required. This is an at-will senior leadership position within the Department of People Operations (DPO) responsible for providing leadership, strategic direction, and policy control on a department-wide level with administrative oversight to assigned divisions; and provides consultation on legal matters for the agency. The work requires a high level of administrative and management skill, knowledge, and ability as well as demonstrated leadership. The incumbent exercises considerable initiative, judgment, discretion to make independent decisions within established legal and policy frameworks established by the CEO, Board of Directors, and local, state, and federal laws.

ESSENTIAL DUTIES AND RESPONSIBILITIES – (ILLUSTRATIVE ONLY)

The duties listed below are intended only as illustrations of the various types of work that could be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

• Develops and recommends department goals, objectives, performance plans, measures, work plans and standards. • Develops policies and strategy, ensuring legal and policy compliance and consistency in department services and programs.

• Oversees the activities of the department through management and supervisory levels; coordinates and integrates overall department activities to improve customer service; ensures effective communication within the department and with other departments.

• Acts as a member of the Personnel Committee; makes presentations for discussion and approval of recommendations.

• Consults and collaborates with other TPCP executives and managers on all aspects of department services; discusses organizational problems and develops and coordinates alternatives and strategies for addressing those problems.

• Ensures the regular conduct of annual performance and development plans and evaluations for all department managers and staff; advises managers and supervisors on appropriate handling of employee performance and conduct issues.

• Plans, organizes, and directs the operations, programs and activities of assigned divisions and functions.

• Oversees the effective and efficient operation of the employee relations function, to include investigations, discipline, benefits administration, recruitment and selection, classification and compensation and learning and development.

• Directs the development of a variety of analytical studies and reports, including EEO analyses, employee satisfaction surveys, learning and development, compensation, etc.

• Leads, coordinates, or participates in high-priority TPCP and department-wide projects, establishing appropriate partnerships, facilitating meetings, removing barriers, and ensuring successful and timely project completion.

• Represents People Operations with the Chief Executive Officer, Board of Directors, committees and commissions, other agencies, the media, and the public.

• Provides direct consultation to senior leadership on legal matters such as contracts, facilities leases, labor and employment concerns, and reviews other TPCP documents as may be needed by program leadership; liaison to outside counsel as warranted.

• Coordinates agency’s risk management policies, reporting, renewals, and implementations.

• Liaison for all labor and employment matters with outside counsel

QUALIFICATIONS MINIMUM:

A typical way of obtaining the knowledge, skills and abilities outlined above is through graduation from an accredited college or university with a master’s degree in public or business administration, human resources, psychology, or a related field; and five years of experience in the capacity of a Supervisor/Director of Human Resources. Admission to the California Bar Association as registered or licensed attorney.

LICENSES; CERTIFICATES; SPECIAL REQUIREMENTS

• California driver’s license & current vehicle insurance/registration if driving; and,

• Reliable means of transportation capable of passing vehicle safety inspection if more than five years old excluding all modes of two-wheeled transport inclusive of bicycles, mopeds and motorcycles.

• SHRM-SCP – Society for Human Resources Management – Senior Certified Professional

• Ability to meet California State Bar Association requirements to serve in the capacity of InHouse Counsel.

Compensation: $164,320.00 to $177,860.80

KNOWLEDGE AND ABILITIES Knowledge Of

• Technical understanding of a broad range of human resources functions. • Federal and state fair employment laws, regulations and related legislation including Equal Employment Opportunity, Americans with Disabilities Act and FEHA, Fair Employment Act, ADEA, FMLA/CFRA, etc.

• Principles and practices of leadership and management including program planning, implementation and evaluation, goal setting, personnel management, budgeting and fiscal administration, and contract management.

• Theory and practices of organization analysis, organization behavior and systems, effective group leadership, conflict resolution and problem solving. • State and federal laws, regulations and case law pertaining to California human resources administration and related personnel practices.

• Modern technology, systems and computer applications related to the work. • Research methodology, policy development, report writing and basic statistical techniques.

• Basic contracts law, commercial real estate, employment and business law. Ability To

• Assist in directing and coordinating all aspects of human resources administration. • Provide leadership skills, ingenuity, consensus building, and independent analysis

• Develop, recommend, implement, and interpret goals, objectives, policies, procedures, and internal controls through best management practices.

• Plan, organize, and direct the work of staff through direct and indirect supervision; encourage and provide for staff's professional development.

• Delegate and provide administrative direction to management staff including coordinating activities of all divisions and functions.

• Explain and apply complex and often overlapping federal and state laws and county policies related to all aspects of human resources management.

• Conduct effective meetings and group problem solving, including interest-based methods.

• Analyze complex situations, assess alternatives, and administer relevant policies, recognize consequences of proposed actions, negotiate mutually satisfactory solutions to problems, and implement or ensure implementation of recommendations.

• Direct, develop and implement internal and countywide communication strategies and plans for keeping employees, managers, unions, and others informed. • Effectively communicate, both orally and in writing, including making presentations of recommendations and policies to public officials, commissioners, employees, employee representatives and community groups, to gain concurrence and cooperation through discussion and persuasion.

• Develop, document, and improve work procedures, processes, and systems.

• Direct the preparation of and/or prepare clear and comprehensive reports, correspondence, policies, and other written materials.

• Establish and maintain effective working relationships with those contacted in the course of the work, including County officials and managers, employee representatives, representatives of other governmental agencies, community, business and other groups, employees, and the public.

• Ability to get to multiple locations.

SKILLS

• Human resources management • Management • Strategy development • Decision-making • Self-discipline • Organization • Emotional intelligence • Compassion • Communication • Stress-management • Conflict-management • Teamwork • Driving

MENTAL AND PHYSICAL DEMANDS The mental and physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Mental Demands

While performing the duties of this class, the employee is regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve complex problems; use math and mathematical skills; perform highly detailed work under intensive deadlines on multiple, concurrent tasks; work with constant interruptions, and interact with TPCP management, administrators, staff, applicants, representatives of external agencies and others encountered in the course of work.

Essential Physical Functions

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands

While performing the duties of this class, an employee is regularly required to sit; talk or hear, both in person, and by telephone; use hands to finger, handle, feel or operate standard office equipment; and reach with hands and arms. The employee is frequently required to walk and stand and lift up to ten pounds. Additionally, specific vision abilities required by this job include close vision and the ability to adjust focus. Move around occasionally, stand occasionally, sit frequently, twist at waist or neck occasionally, twist at neck occasionally, use fine finger manipulation frequently, use simple grasping occasionally, use power grasping seldom, reach with either hand occasionally, reach above shoulder height seldom, reach at shoulder height occasionally, lift less than 10 pounds occasionally and more than 10 pounds seldom, carry any weight over 10 feet seldom, bend at waist seldom, travel occasionally. There are no unusual conditions. Typically, the noise level in the work environment is moderate.

Equal Opportunity Employer
This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.