DIVISION MANAGER (HR-EMPLOYEE SERVICES)

General Statement of Duties

Under the direction of the Director of Human Resources, this incumbent provides leadership, direction, and management of the Employee Services Division. Develops, implements, and evaluates all aspects of the City's employee services program to include the Family Medical Leave and leave Programs, ADA Program, employee and labor relations, tuition reimbursement, training and velopment, talent management, and organizational effectiveness. Serves as the City's representative on labor negotiations and EEOC Compliance Officer under the direction of the Director.

ESSENTIAL JOB RESPONSIBILITES

Develops, implements, and evaluates the Divisions 'strategic plan.

Plans, prioritize, assigns, supervises, and evaluates the work of staff within the Employee Services Division.

In collaboration Employee Services program utilizing best practice models to ensure employees are engaged, developed, and empowered.

Develops, implements, and oversees the workforce development program to include policies and procedures; long range planning; gap analysis; developmental calendars; pre and post assessments; curriculum framework design; analysis and reports; partnerships with external agencies; on-line learning management.

Develops, implements, and oversees the EEOC program to include both formal and informal complaints; monitor the City's compliance with the requirements; provides assistance, consultation and training to staff; develops and implements frameworks for investigation and corrective actions; complete required documentation and reports as required by Federal, State, and Local Laws.

Develops, implements, and oversees the City's FMLA, Leave, and ADA Programs to include development and implementation of policy changes; operational frameworks; training to staff; assistance, consultation to employees, managers, directors, HR departmental with staff, develops and implements organizational frameworks for the City's

Units; performs data analysis and reports.

Assist in setting the strategic direction based upon the City Managers' vision for the negotiation process that includes both short-and-long range objectives.

Administers the labor relations functions. Areas include contract interpretation, work with leaders and employees to resolve issues and concerns, manages and ensures timely processing of grievances, serves as grievance/disciplinary hearing officer when necessary, tracks and analyzes data to set annual goals to minimize the level of employee complaints/issues/grievances; attends arbitration hearings and prepares related documents.

Participates in the selection of staff; provides and coordinates professional development for the division, department, and organization.

Prepares and evaluates analytical and statistical reports on operational activities to ensure continuous improvement of HR programs.

Oversees and manages the maintenance of records for the division in accordance with Federal, State, and Local laws.

Oversees the tuition reimbursement program for the City as outlined in policy and collective bargaining agreements.

Develops implements and evaluates division goals, operational standards, policies, and procedures; approves revisions to departmental work systems and procedures as necessary to improve the efficiency and productivity of the division.

Sets standards of operation for the Division that are aligned with the vision of the City an department.

Develops, implements, administer, tracks, and analyzes and evaluates the talent assessment framework for the organization to align with industry best practice models.

Develops and presents information to City Manger, Council, Commissioners, and other key stakeholders/groups in the performance duties.

Participates in the development of policies and procedures for the organization; monitors work activities to ensure compliance with established polices and procedures.

Attends various internal and external meetings relating to the Employee Services function; performs related tasks overseeing completion of required documentation and reports.

Provide assistance and consultation to department directors/managers/employees in interpreting policies, union contracts, civil service rules and regulations, and any other legislation/regulation related to Human Resources.

Prepare along with the Director the departments' annual budget.

Monitor adherence to approved budgets and third party contracts and initiate appropriate action to correct variances as necessary.

May serve as Interim Director periodically.

Maintains familiarity with all laws and regulations related to Human Resources.

Minimum Qualifications (KSAs)

(Illustrative only. Any one position may not require all of the listed KSAs nor do the listed examples include all the KSAs which may be required.)

Knowledge of:

Regulatory standards and policies related to the Human Resources function

Methods and techniques for employee/labor relation management; union negotiations; teambuilding frameworks; organizational development models.

Business and management principles involved in strategic planning, resources allocation, Human Resource modeling, leadership and coordination of people.

Principles and processes for providing customer and Human resource services to include a customer needs assessment, meeting quality standards for services, and evaluation customer satisfaction.

Administrative procedures and systems for management of files and records and office general operating procedures.

Skill to:

Evaluate technology needs for operational efficiency and enhancement.

Computer skills necessary to maintain various records, documents, reports, and statistics.

Motivate, develop, engage, influence, and direct people as they work, identifying the best talent for the job.

Consider the relative costs and benefits of potential actions to choose the most appropriate one.

Give full attention to what other people are saying, taking time to understand the points being made and ask questions as appropriate.
bring others together and try to reconcile differences.

Persuade others to change their minds or behaviors.

Use logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.

Identify complex problems and review related information to develop and evaluate options and implement solutions.

Manage one's own time and the time of others.

Determine how money will be spent to get the work done and accounting for those expenditures.

Effectively mange the daily operations and administration of assigned functions.

Effectively communicate, orally and in written form with staff, union representatives, City Manger, Council, Civil Service Commissioners, vendors, and others.

Ability to:

Implement and maintain positive employee relations.

Promote and maintain highest integrity throughout all personnel.

Develop and build teams.

Interact with computers.

Coach and develop others.

Listen to and understand information and ideas presented.

Organize, analyze, interpret, and evaluate laws and policies and procedures.

Prepare meaningful , concise, and accurate reports.

Plan, organize, and develop studies and analyses of methods and procedures.
Influence others

Interact with outside organizations.

Evaluate information to determine compliance with standards.

Organize and present data.

Adapt and respond to multiple priorities and demands, deal with the concerns of staff, resolve problem situations in a positive manner, and handle a variety of issues of a confidential/ sensitive nature.

Evaluate program areas and employee issues and develop effective solutions.

Tell when something is wrong or is likely to go wrong.

Develop unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.

Required Education and Experience

A Bachelor's Degree in human resources, labor relations, or related field or a Juris Doctorate is required. A Master's Degree in human resources, labor relations, or related field is preferred.

Five to seven years of experience in human resource management at the supervisory level with a primary focus in labor negotiations, contract administration and management, cost analysis, employee investigations, staff development models and frameworks, organizational effectiveness strategies and enhancements, employment laws, and budget preparation is required.

Must have the ability to utilize a human resources information system along with other software packages to conduct analysis and prepare reports.

PHR or SPHR preferred.

OTHER REQUIREMENTS
Must have a valid State of Ohio Driver's License.
Must be able to work irregular hours.

Working and Physical Conditions

PHYSICAL DEMANDS

These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job.

While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally requires to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities requires by this job include close vision.

WORK ENVRIONMENT

While performing the responsibilities of the job, these work environment characteristics are representative of the environment the job holder will encounter. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job.

Performing the duties of this job is in an office setting, the employee is occasionally exposed to moving mechanical parts and vehicle use. The noise level in the work environment is usually quiet to moderate.

The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.

The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.

The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.

Equal Employment Opportunity

The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.

Holidays

The City of Cincinnati has 11 paid holidays annually that include:

New Year's Day
Martin Luther King Day
President's Day
Memorial Day
Juneteenth
Independence Day
Labor Day
Veterans' Day
Thanksgiving Day
Day after Thanksgiving
Christmas

Health Insurance

The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.

Eligible dependents include:

Legal Spouse or Equal Partner
Child (natural child, adopted child, and/or child who the group has determined is covered under a "Qualified Medical Child Support Order")
Step-child
Child for whom the employee or employee's spouse/equal partner is a legal guardian

Basic Life Insurance

A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.

Supplemental Life, Long Term Disability, Accident & Critical Illness Insurance

Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.

Flexible Benefits Plans

Healthcare Flex Spending Account

City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members.

Dependent Care Flex Spending Account

City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.

Transportation Expense Reimbursement Account

City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.

Healthy Lifestyles Program

City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.

Integrated Health Reimbursement Arrangement (HRA)

This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.

Retirement Plan

The City provides a defined benefit pension plan for part-time and full-time employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police & Fire; Police Recruits; and Rehired Ohio Police & Fire Retirees.

Deferred Compensation

As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.