Posting number: RC-0805340
Department: Human Resources
Job classification: Assistant Human Resources Director
Posting type: Open
Categories: Human Resources
This position assists with the administrative oversight, strategic direction, leadership, planning, and coordination of the Human Resources Department. The Assistant Human Resources Director supports the administration and implementation of a comprehensive range of human resource management functions County-wide, including labor and employee relations, recruitment and staffing, compensation, policy and procedure development, training and professional development, performance management, personnel records, and regulatory compliance.
40% Counsels, coaches, mentors and provides guidance to employees, department heads and supervisors regarding employee relation problems, and employee rights.
-Interprets the County rules and regulations governing human resource management and labor relations.
-Conducts internal investigations of employees misconduct, preparing written findings and recommended action.
-Act as advisor and resource person to County management regarding all areas of human resource management practices; evaluate work-related problems and determines remediation techniques such as training, intervention etc. develop and conduct training for managers, workers and supervisors regarding supervisory skills, conflict resolution skills, and communication skills
-Provides guidance and interpretation to the collective bargaining agreements. Researches and prepares background information for contract negotiations.
-Assumes responsibility for the director of the Department in the absence of the Director.
30% Assist in the administration of Human Resources programs.
-Provide recommendations when requested regarding the administration of Countywide classification system; ensure internal and external equity of the system; ensures consistency with legal and County requirements and guidelines; and evaluates, recommends, and implements program changes.
-Assists with the Countywide performance evaluation system including evaluating usage by departments, recommendations to modifications, and development of training for employees and management staff.
-Researches, develops, coordinates, and conducts training for employees and organizational development opportunities for employees, supervisors, managers, and department heads.
-Provide assistance with administering assigned benefits plans
20% Recruits, screens and assists with the hiring of new employees for assigned Departments and Offices.
-Prepare recruitment postings and announcements
-Interviews prospective employees
-Completes reference checks, necessary screenings, etc.
-Internal movement memos, letter, etc
-Uploads and approves position descriptions into internal systems.
-Creates tests for knowledge, skills and abilities.
-Reviews applications using the NEO-GOV System.
-Negotiate wages for new and existing employees
-Writes the offer letter and letter of hire, providing information regarding County employment.
10% Performs other special projects, and other duties as assigned or required during and after regular business hours. Examples could include:
-Investigates unemployment compensation claims, and coordinates County representation for unemployment compensation hearings, when assigned.
-HR Representation on assigned Committees
-Represents the Human Resources Department and the County, as needed, at conferences and professional meetings
-Comprehensive knowledge of the modern principles and practices used human resources administration, labor relations, human resources information systems, applicant tracking systems, and learning management systems.
-Comprehensive knowledge of the modern principles and practices used in the development and presentation of employee training and organizational development programs.
-Comprehensive knowledge of adult learning theory and of curriculum development.
-Comprehensive knowledge of principles of recruitment and selection including interviewing, test development, validity, and job-relatedness; onboarding; employee engagement and retention.
-Comprehensive knowledge of the various duties, responsibilities, requirements, and qualifications of various levels of job classification.
-Comprehensive knowledge of organizational classification and compensation systems, theories, and practices.
-Considerable knowledge of research methods, practices, and sources of information.
-Considerable knowledge of federal and state laws and regulations.
-Considerable knowledge of the concepts, principles, and practices associated with Lean, Continuous Improvement, and strategic planning.
-Considerable knowledge of e-learning resources, systems, tools, and software.
-Considerable knowledge of technology, social media, presentation, spreadsheets, and word processing programs.
-Ability to research and analyze information; evaluate alternatives and solutions; make appropriate recommendations.
-Ability to plan, organize, and effectively carry out a variety of assignments.
-Ability to interview, evaluate, and make recommendations for selection.
-Ability to coordinate, develop, and implement policies, procedures, and recommendations.
-Ability to conduct thorough investigations and take appropriate action based on the circumstances of the situation.
-Ability to participate in and/or lead work groups.
-Ability to establish and maintain effective working relationships with employees, departments, union representatives, County Executive, County Board, attorneys, other governmental agencies, and the public.
-Ability to effectively interact with sensitivity with persons from diverse cultural, socioeconomic, educational, racial, ethnic, and professional backgrounds, and persons of all ages and lifestyles.
-Ability to conduct comprehensive training needs assessment and program evaluations.
-Ability to research, develop, and present training programs and materials and other learning activities.
-Ability to prepare clear, concise, and creative written materials for communication and training purposes.
-Ability to communicate effectively both verbally and in writing, and to make presentations to groups.
-Bachelor’s degree from an accredited college or university in Human Resources Management, Business Administration, Public Administration, Organizational Development, Industrial/Organizational Psychology, or a closely related field..
-Seven (7) years of progressively responsible professional human resources experience, including significant experience in multiple HR disciplines such as employee and labor relations, recruitment and staffing, compensation, performance management, policy development, training and development, and HR compliance.
-Three (3) years of experience in a supervisory, management, or leadership capacity, preferably with responsibility for professional HR staff and/or significant HR programs preferred.
-Possession of, or ability to obtain a valid Wisconsin's driver's license.
-Ability to work varied hours as necessary.
-Advanced Certification through IPMA, SHRM-SCP, SHRM-CP, SPHR or PHR
-Work as standard vision requirements
-Vocal communication is required for expressing or exchanging ideas by means of spoken word.
-Hearing is required to perceive information at normal spoken word levels.
-Work requires preparing and analyzing written or computer data and observing general surrounds and activities.
-Ability to attend meetings outside of standard work hours
Signature: ______________________
Date Signed: ____________________
The State of Wisconsin Investment Board (SWIB) is a premier investment organization that provides investment management of trusts and public funds. Of the approximately $162 billion in assets under management, a majority is comprised of the Wisconsin Retirement System (WRS), which consistently ranks among the 10 largest public pension funds in the U.S. SWIB also manages the State Investment Fund, which operates as the state’s cash management funds, and other separately managed funds.
The WRS provides retirement benefits for more than 693,000 former and current public employees. SWIB brings a disciplined, prudent and innovative approach to market opportunities. Providing a strong, steady economic pillar for the people, and the state we serve, SWIB’s forward-thinking culture has helped the agency fuel one of the best-funded pension funds in the U.S., protecting and growing the assets our constituents count on for a more confident financial future.
Mission
To be a trusted and skilled global investment organization contributing to strong financial futures for the beneficiaries of the funds entrusted to us.
Vision
SWIB will be an innovative, agile, integrated organization that optimizes investment returns while managing risk and cost over the long term.
