Human Resources Manager

Position Title: Human Resources Manager

Department: Human Resources

Reports to: Assistant Human Resources Director

Grade: Personnel Policies, Management Provision, Grade 7,

Compensation: Pay Range is $29.97 - $40.46 (actual salary dependent upon qualification)

FLSA Status: Exempt - full-time, benefit eligible

1. Nature of Work: The Human Resources Manager is responsible for recruitment, pre-employment screenings, onboarding, HRIS software, systems, database management, digital records, FTA/FMCSA drug and alcohol testing programs, HR Department, Municipal Commission on Disabilities Employment, and Volunteer webpages, FMLA, and all other leaves and employee communications. In addition, handles all wellness, discounts, trainings, employee appreciation and recognition programs, participation in Townwide Risk Management Committee and the related rewards program, monitoring and coordinating workers’ compensation, 111F, and unemployment programs and claims, HR reporting and benchmarking. Employee is required to perform all similar or related duties.

2. Supervision Received: Employee works under direct supervision of the Assistant Human Resources Director, plans and carries out the regular work in accordance with standard practices and previous training, with responsibility for determining the sequence and timing of action with independence in planning and organizing the work activities, including determining and following established protocol. The employee is expected to solve problems of detail or unusual situations through experienced judgment by adapting methods or interpreting instructions to resolve the particular issue. Instructions for new assignments or special projects usually consist of statements of desired objectives, deadlines, and priorities. Technical and policy problems or changes in procedures are discussed with the supervisor, but ordinarily the employee plans the work, lays it out, and carries it through to completion independently. Work is generally reviewed for technical adequacy, appropriateness of actions or decisions, and conformance with policy or other requirements; the methods used in arriving at the end result are not usually reviewed in detail.

3. Supervisory Responsibility: Employee supervises the Benefits Specialist, interns and/or volunteers.

4. Confidentiality: Employee has access to department-wide confidential information, including employee records. Confidentiality must be maintained with regard to this information in accordance with Departmental Policy and Public Records Act.

5. Accountability: Errors, missed deadlines or poor judgment could severely jeopardize department operations or programs, resulting in a delay of service, confusion, monetary loss, or have extensive financial and/or legal repercussions and adverse public relations for the Town of Duxbury.

6 Judgement: Numerous standardized practices, procedures, or general instructions govern the work and, in some cases, may require additional interpretation. Judgment is needed to locate, select, and apply the most pertinent practice, procedure, regulation, or guideline. Guidelines may be in the form of administrative or organizational policies, general principles, legislation or directives that pertain to specific departments or functional areas. Extensive judgment is required to develop new or adapt existing methods and approaches for accomplishing objectives or to deal with new or unusual requirements within the limits of the guidelines or policies. The employee is recognized as the department or functional area’s authority in interpreting the guidelines, in determining how they should be applied, and in making recommendations for operating policies, standards or criteria.

7. Complexity: Work consists of employing many different concepts, theories, principles, techniques and practices. Assignments typically concern such matters as studying regulatory changes trends in the field for application to the work; assessing services and recommending improvements; planning long range projects; devising new techniques for application to the work, recommending procedures, standards or criteria.

8. Nature and Purpose of Relationship: Employee interacts constantly with co-workers, the public, groups and/or individuals such as civic leaders, peers from other organizations, representatives of professional organizations and news media. The employee deals with Federal, State and Municipal governmental agencies, the public and other individuals on behalf of a department to communicate departmental practices, procedures, regulations or guidelines. Excellent communication, interpersonal and customer service skills are required involving courtesy, tact, and diplomacy in resolving complaints or concerns of the public and/or employees.

9. Essential Functions: The essential functions or duties listed below are intended only as illustrations of the various type of work that may 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 the position.

10. Recommended Minimum Qualifications:

Education and Experience: College degree and three to five (3-5) years of work experience in the human resources field; Human Resources Information Systems (HRIS) software, systems, database management and digital records, compensation, recruiting and/or training experience preferred, or any equivalent combination of education, training and experience which provides the required knowledge, skills and abilities to perform the essential functions of the job.

Special Requirements: Employee must have strong customer service and interpersonal skills and a valid driver’s license. Previous Municipal experience preferred.

11. Knowledge, Abilities and Skill

Knowledge: Knowledge of local, state and federal labor and employee/retiree insurance and benefit laws and regulations pertaining to municipal employees; knowledge of department operations and employee benefit services in accordance with collective bargaining agreements, federal, state, and town polices. Knowledge of accepted personnel practices and procedures. Knowledge of insurance industry (commercial and private). Knowledge of federal HIPPA rules and regulations. Thorough knowledge of municipal health insurance programs and related regulations in Massachusetts.

Abilities: To develop, implement and monitor the effectiveness of a wide range of employee benefit services, work effectively with confidential information. Ability to work tactfully and diplomatically with employees, retirees, dependents, officials of companies doing business with the Town and members of the public. Must possess the ability to communicate diplomatically, empathetically, clearly and effectively in written and oral form; ability to establish and maintain cooperative relationships with town officials and governmental representatives; ability to provide motivation, incentive and leadership. Ability to make basic arithmetical computations and tabulations in a timely and accurate manner, maintain confidential information, as well as maintain, manage, and organize complex records. Ability to plan, assign and supervise the work of department personnel. Ability to manage and prioritize multiple tasks in an independent, organized, and timely manner. Ability to identify problems and take initiative to respond to concerns in a timely, collaborative, friendly, detailed, and accurate manner.

Skill: Excellent customer service, interpersonal and organizational skills; skill in working with numbers and detail; excellent analytical and communication skills; must have excellent computer skills including demonstrated skill in use of business and financial software applications including word and spreadsheet applications. Excellent work ethic, cooperative and engaging attitude, written and oral communication skills.

12. Work Environment: The work environment involves everyday discomforts typical of office settings with frequent interruptions. Noise or physical surroundings may be distracting, but conditions are generally not unpleasant. Employee may be required to work beyond normal business hours to attend evening meetings and to accomplish work assignments.

Occupational Risk: Duties of the job present little potential for injury. Risk exposure is similar to that found in typical office settings. Duties generally do not generally present occupational risk,

13. Physical and Mental Requirements: 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 position’s essential functions.

Physical Demands: Little or no physical demands required to perform the work. Employee is required to lift, push or pull office equipment up to 30 lbs.

14. Motor Skills: Duties involve assignments requiring application of hand and eye coordination with finger dexterity and motor coordination. Examples include moving objects, operating a telephone, personal computer and/or most other office equipment, typing, and or word processing, filing, moving objects, sorting of papers and operating a motor vehicle.

15. Visual Demands: Position requires the employee to constantly read documents and reports for understanding and analytical purposes. Employee is not required to distinguish colors.

(This job description does not constitute an employment agreement between the employer and employee and is subject to change by the employer as the needs of the employer and requirements of the job change.)