26 days old
2018-04-242018-05-24

Human Resources Director

City of Medford
Medford, Oregon 97501
  • Job Type
    Employee
  • Job Status
    Full Time

Please click here to view the Human Resources Director Brochure.

Go online to see the complete job description and to apply at http://www.ci.medford.or.us/


The City of Medford, Oregon has an exciting full-time opportunity with a generous comprehensive benefit package including:

  • Medical, vision, dental with minimal or no monthly premium cost for family coverage
  • Life and long-term disability insurance
  • Paid vacation, sick leave, and holidays
  • HRA-VEBA medical savings account contributions
  • Oregon PERS retirement contributions
  • 457 Deferred compensation for retirement planning
  • Medical and dependent care flexible spending (FSA)
  • Aflac and LegalShield voluntary products
  • On-site fitness center and wellness program

The Human Resources Director directs all aspects and activities of the Human Resources Department; develops, upholds and administers personnel rules, regulations and policies.  This position provides citywide centralized human resource services. The Human Resources Director provides direction and sets standards for excellence in internal and external customer service; promotes professional and courteous behavior with a creative approach to problem resolution; develops, plans, and implements Department goals and objectives; provides leadership and direction in the development of short and long-range plans; coordinates Department activities with other City departments and agencies as needed;  responds to and resolves difficult and sensitive employee and citizen inquiries and complaints. The Human Resources Director reports to the City Manager and is classified as an "at-will" position.

These duties are a representative example; position assignments may vary depending on the business needs of the department and organization. This position:

  • Oversees, plans, directs and manages all operations and activities in the Human Resources Department, including:Ensures overall compliance with City personnel policies, rules and procedures, employment law, Equal Employment Opportunity (EEO), Americans with Disabilities Act Amendment Act of 2008 (ADAAA), Age Discrimination in Employment Act (ADEA), Immigration Reform and Control Act, Affordable Care Act (ACA), Fair Labor Standards Act (FLSA), Family Medical Leave Act (FMLA) and Oregon Family Leave Act (OFLA).
    • Recruitment and selection; classification; compensation; employee benefits; labor relations; collective bargaining; risk management; implements and manages performance management program.
  • Administers comprehensive employee benefits programs, including Wellness and Employee Assistance Programs.
  • Ensures compliance with merit and selection rules.
  • Actively supports and administers employee safety and loss control measures.
  • Manages City's classification and compensation plan, and administers City's salary plan.
  • Acts as Chief Negotiator for the City and develops labor relations strategy for approval by City Manager and City Council, and manages all aspects of labor relations functions, including:Oversees centralized human resource services and activities for all departments in the City.
    • Coordinating resolution of labor agreement disputes.
    • Administering disciplinary process.
    • Building consensus with labor management organizations and other stakeholders.
  • Builds and maintains positive relationships with internal and external customers and stakeholders e.g., City department heads, City Council, City Manager, employees, other municipalities, etc.
  • Develops flexible and innovative human resource and selection strategies.
  • Oversees development and implementation of Department budget, and allocation of resources.
  • Exercises a high level of independent action and decision making over Department operations.
  • Actively promotes and supports diversity in the workplace.
  • May be required to provide leadership in emergency situations.
  • Scope of assigned area of responsibility will depend on departmental structure and is at the discretion of the City Manager.
  • Upholds the values of the organization and has strong customer service orientation.
  • Must have the ability to handle job stress and interact effectively with others in the workplace.
  • Must be honest and truthful in all tasks and responsibilities.
  • Performs other related projects and duties as assigned.
  • Demonstrates regular, reliable and punctual attendance.

Core Competencies:
Executive Leadership:  Incumbents should have a solid foundation of individual contributor and supervisory/management core competencies identified by the organization, as well as the following core competencies identified as essential for executive leadership:
 
Strategic Thinking - Effective performers act with the future in mind. They plan and make decisions within the framework of the City's strategic intent. They know and understand the factors influencing strategy (e.g., core competence, customers, and the organization's current strengths and limitations). They consider future impact when weighing decisions. They constantly think in terms of continually improving City services.

Visioning - Effective performers are imaginative. They are able to create a vision of a preferred future for their teams. They communicate it clearly and enthusiastically in such a way that others are attracted to it. They are able to bring the vision to life for team members.

Diplomacy - Effective performers work well within the City's power network. They are perceptive to social cues in the environment. They recognize personal agendas. They are skilled at handling situations without arousing hostility, and are able to navigate the political waters of the City. They forge coalitions and know how to stay viable within the system.

Business Thinking - Effective performers see the City as a series of integrated and interlocking business processes. They understand general business concepts that govern these systems and their interfaces. They create and/or realign these systems in response to changing needs. They understand that a change in one process can have dramatic and unintended impact across the entire City. They are adept at using these interdependencies to synergistic advantage.

Risk-Taking - Effective performers have a history of, and propensity for, taking calculated chances to achieve goals. They find a balance between analysis and action. When they fail, they accept it, learn from it, and move on to the next challenge.

Financial Acumen - Effective performers understand the financial framework of the City. They establish and monitor appropriate financial measures (e.g., balance sheet, income statement, cash flow, etc.). They interpret and use financial data to make informed business decisions.

Presentation Skills - Effective performers are able to organize and deliver public speeches that effectively inform or persuade audiences. They are adept at using current presentation technologies and media formats. They are able to field audience questions comfortably and confidently.

Assertiveness - Effective performers readily offer opinions and take action even when their position may be unpopular. They are willing to challenge others appropriately when required. They are self-confident – they trust their own judgment and are not overly dependent upon the approval of others.

Global Mindset - Effective performers see the City's business in a global context. They look beyond their own borders for opportunities for continuous improvement.

Leader Identification - Effective performers identify with the role of leader, and enjoy positions of responsibility and the exercise of authority. They understand that management is a distinct vocation, and choose to be in a leadership position.

Government Knowledge - Effective performers understand the general workings of the legal requirements within which the City functions. They monitor activities and trends within these requirements and maintain a current knowledge base. They use this knowledge to further the City's goals.


Go online to see the complete job description and to apply at http://www.ci.medford.or.us/

Requirements

  • Significant years of leadership and management experience to perform the job effectively; and
  • Graduation from an accredited college or university with a bachelor's degree in a specific area of study as deemed necessary, ideal, or required; and/or equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above.
  • Current technical/professional knowledge of complex principles, methods, standards and techniques associated with the scope of work of a recognized profession.
  • Possession of licenses and/or certifications associated with the assignment.
  • Requires possession of a valid driver's license by date of hire. New employees establishing resident status in the State of Oregon must obtain an Oregon driver's license within 30 days (ORS 807.020 (1)).
  • Requires completion of a background investigation to the satisfaction of the City.

Categories

Before you go...

Our free job seeker tools include alerts for new jobs, saving your favorites, optimized job matching, and more! Just enter your email below.

Share this job:

Human Resources Director

City of Medford
Medford, Oregon 97501

Share this job

Human Resources Director

City of Medford
Medford, Oregon

Separate email addresses with commas

Enter valid email address for sender.

Join us to start saving your Favorite Jobs!

Sign In Create Account
th -
Overall Rating: /199
Median Salary:

Work Environment
Stress
Growth
Powered ByCareerCast