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Human Resources Coordinator - Celina, Texas
Essential Job Functions:
• Serves as front line resource to directors, managers and employees regarding all facets of human resources administration; responds to questions from and advises employees regarding City policies and processes.
• Administers the City’s hiring process, from posting jobs, screening applicants, assisting with interviews to new employee on-boarding.
• Schedules and monitors results of pre-employment drug screens, physical examinations, driver’s license and background checks for individuals selected for employment; schedules and monitors the Department of Transportation mandated random drug and alcohol testing program for specified positions and annual MVR audits.
• Processes new employee paperwork and enrolls new employees for benefits, answering all employees’ questions regarding enrollment and policies.
• Processes paperwork of separating employees, notifies benefit providers, payroll, and maintains permanent employee files.
• Assists employees with benefit related issues and provide benefit information to employees.
• Processes employment verifications for all existing and separated employees.
• Coordinates employee relations issues, including but not limited to Family and Medical Leave, Americans with Disabilities, and Workers Compensation.
• Other duties as assigned
Other Important Duties:
• Provides employment information to applicants and responds to inquiries related to employment opportunities with the City.
• Travels to attend meetings, conferences and training.
• Assist in Public Record requests, sending information in a timely manner.
• Maintain personnel records in a well-organized system.
Required Knowledge and Skills:
• Knowledge of Federal, State and City rules, regulations, guidelines, policies and procedures related to compensation, classification, and other human resources areas.
• Knowledge of customer service and public relations practices and methods.
• Knowledge of research, analysis, development, implementation and enforcement of all personnel functions, practices and procedures.
• Knowledge of computers and related equipment, hardware and software for utilization of Human Resources Information Systems to track and implement employee payroll, leave, benefits, training and overtime.
• Knowledge of Microsoft Office and the ability to use programs as needed.
• Knowledge of City policies and procedures.
• Skill in effective oral and written communications.
• Skill in resolving employee and customer complaints and concerns.
Typical Minimum Qualifications:
• 3+ years in Human Resources as an Administrator, Coordinator or Assistant HR Representative, or similar HR position in staffing, benefits, payroll, or HRIS administration.
• Prefer previous experience as an HR Representative, Business Partner, or other similar exempt level position.
• A Bachelor’s Degree in Human Resources, Business Administration, Behavioral Science, or a similar degree.
• SHRM certification or progress toward SHRM certification preferred.
• Must pass all relevant pre-employment screening/tests/examinations.
• Must possess State of Texas Driver’s License or be able to acquire within a reasonable time.
Environmental Factors and Conditions/Physical Requirements:
• Work is generally performed in an office environment.
• May be subject to repetitive motion such as typing, data entry and vision to monitor.
• May be subject to exposure to extended periods of standing or sitting when presenting safety information, negotiating contracts or agreements.
• May be subject to bending, reaching, kneeling and lifting such as when retrieving files, records and reports and setting up audio visual equipment. May be required to lift up to 20 pounds occasionally and push and/or pull up to 30 pounds occasionally
• May be exposed to hostile or angry employees and customers.
Equipment and Tools Utilized:
• Equipment utilized includes personal computer, (Microsoft Office), copier, calculator, fax machine, and telephone and City vehicles.
Summary: The Human Resources Coordinator performs journey level Human Resources activity encompassing all areas, including but not limited to: employee relations, recruiting and employment, benefits administration, performance management, employee training, policy development and legal compliance, and organizational development. This position assists the HR Manager, HR Director, staff and the City Manager with special projects as needed. Performs other duties as assigned.
The intent of this position description is to provide a representative summary of the major duties and responsibilities performed by incumbent(s) in this position. Incumbent(s) duties include but are not limited to the following.
Risk Manager - City of Antioch, California
This position requires at least six years of professional full-time increasingly responsible experience in management of a risk function including general liability, property and worker’s compensation claims and insurance management, with at least three of those years in a supervisory/management authority with financial responsibility. A Bachelor’s degree from an accredited college or university in business or public administration, accounting, finance, risk management, insurance, human resources management or a closely related field is also required. Professional certifications such as Certified Risk Manager (CRM), Professional Risk Manager (PRM) and experience in the public sector are highly desirable.
Antioch is one of California’s oldest cities, with a growing population of professionals and skilled workers. Ideally situated on the banks of the San Joaquin River, the City of Antioch offers an abundance of recreational opportunities and cultural facilities and serves as a center point to Northern California, particularly linking the San Francisco/ East Bay region to Sacramento and the Central Valley. With a population of over 114,000 residents and growing, the City of Antioch is the second largest city in Contra Costa County.
The Risk Manager will report to the Administrative Services Director and oversee the City’s various risk programs including workers’ compensation, general liability, loss control and prevention, occupational safety, injury y illness and prevention policies and programs, benefit programs and administration, Affordable Care Act administration, and insurance programs. The major issues facing the Division relate to cost control and risk analysis. A key consideration in addressing costs includes a proactive focus on greater levels of safety training and ergonomic assessment, and continual employee education and awareness of these issues. The Risk Manager will not have direct staff reporting but will be a working manager and leader and mentor to the HR staff which currently includes the Director, three recruiters, and an HR Analyst.
Key priorities include enhancement of safety training programs and delivery, assessment and completion of risk management regulatory concerns. Essential aspects of this assignment is the need for high levels of technical expertise in the various facets of risk management operation. This includes experience with third party administration of general liability, property insurance, knowledge of labor code 4850, worker’s compensation claims especially in the area of Industrial Disability Retirement (IDR), experience working with municipal pooling authorities, and administering various insurance and safety programs and policies.
The Risk Manager is also expected to be well versed in the latest trends in the industry, and proactive in identifying and providing new and innovative practices to the City, specifically in the area of training. As a leader, the Risk Manager will have a collaborative, engaged, and relationship-based approach in working closely with staff, and key city partners including the City Attorney and the various departments that have significant risk exposure including the Police and Public Works departments. Equally important will be an operational style that includes an involved, engaged, team oriented and hands-on approach to all aspects of human resources and risk management.
City of Antioch
HUMAN RESOURCES DIRECTOR - Moses Lake, Washington
A bachelor’s degree in a course of study related to the occupational field; or an equivalent combination of education, experience, and training which provides sufficient knowledge to competently perform the duties and responsibilities of the position is required. Candidates must have experience sufficient to thoroughly understand the diverse objectives and functions of the subunits in the division/department in order to direct and coordinate work within the division/department, usually interpreted to require three (3) to five (5) years of related experience. The ideal candidate will have experience in the public sector, be IPMA or SHRM CP or SCP certified, and have CLRP certification.
HUMAN RESOURCES DIRECTOR
City of Moses Lake, Washington
Starting Salary Range: $106,683 - $117,759
Moses Lake, Washington, (pop. approx. 24,000), is situated on the shores of the lake that inspired its name and it is centrally located between Seattle and Spokane on Highway I-90 between fields of agriculture, fresh water lakes and popular recreational destinations. The area enjoys on average 300 sunny days a year and recreational opportunities abound with world-class fishing, hunting, biking, hiking, camping, golf, boating, ballooning and hydroplane races. Moses Lake is one of the largest natural freshwater lakes in the state and many visitors come to enjoy water sports activities. The Surf 'n Slide Water Park is also a top attraction for Moses Lake and it is considered the state’s premier outdoor aquatic center.
The City of Moses Lake's budget for 2021 is $95,096,000 with a General Fund of $29,536,000. The City employs 213 regular FTE's and over 200 seasonal workers. The Human Resources Department's primary focus is employee relations and management. The department develops and administers programs designed to increase the City's effectiveness through its hiring and benefit process, policies and procedures, employee training, and labor negotiations. The department partners with departments and outside organizations to recruit and retain a workforce capable of performing the City's work and to develop a safe, positive, and gratifying work environment and provide excellent customer service to the citizens of Moses Lake. The Human Resources Department operates with 3 FTEs and has a projected 2022 budget of $411,000.
The Human Resources Director serves as a key member on the management team of the City Manager in the oversight of human resources functions including recruitment, policy development, training and compensation/benefits administration for the City of Moses Lake. Essential functions of the position include reviewing, revising, and developing human resources and citywide policies and procedures, and maintaining electronic or paper oversight for all staff. This position also conducts research and provides advice and guidance to department directors, managers, and supervisors on personnel issues and state/federal laws, and serves as chief negotiator for labor agreements with existing bargaining units.
For a complete position profile/full job description and to apply online, visit Prothman at https://www.prothman.com/, click on "Open Recruitments" and then click the position title. For questions, call 206-368-0050. The City of Moses Lake is an Equal Opportunity Employer. First review of applications: August 22, 2021 (open until filled).
Director and above
Director, Labor Relations - Portland, Oregon
A minimum of a Bachelor's Degree is required.
Bachelor's degree in Labor or Industrial Relations, Management, Business, preferred. A Juris Doctorate (Law degree from an accredited State of Oregon law school) is preferred.
A minimum of eleven (11) years total credited experience.* Eight (8) years of labor relations, or other contract negotiation and contract administration experience as a representative of the employer with a large represented workforce, required. Two (2) years experience in public transit or in the public sector, preferred. Two (2) years of experience as a Chief Negotiator, preferred.
Or any equivalent combination of training or experience.
*The amount of credit a candidate receives for prior years of experience is based on the relevancy of that experience to the required or preferred prerequisites of the job description. Experience is prorated based on hours worked. LRHR assigns and validates the "credited experience".
The Director, Labor and Employee Relations directs the labor and employee relations activities of the organization, including serving as Chair of the management bargaining committee, as assigned. The Director coordinates the development of contract proposals, including researching the viability of those proposals under the PECBA. The Director leads mid-term contract negotiations. The Director oversees labor contract administration, including the grievance process, discipline administration, contract interpretation, as well as counseling and training of managers in labor relations matters. The Director is responsible for ensuring labor relations databases are current and able to satisfy management requirements. The Director also is responsible for developing and managing implementation of strategies to foster effective relations with the union leadership to improve business outcomes. In employee relations, the Director is responsible for Human Resource policies and coordinating with the complaint processing and investigation, and interactive process for represented employees.
Ensure a commitment to safety through consistent and professional behaviors in performance of job requirements that demonstrate safety is a fundamental value that guides all aspects of our work. Perform related duties as required.
Serve as a good steward of TriMet by regularly utilizing our transit system to maintain a strong and current understanding of customers’ experiences and of TriMet’s product and service offerings.
Identify, design and implement strategic solutions to address labor relation issues, including supervisory and management practices, consistent and fair treatment of employees within the context of labor relations agreements, effective utilization of information relating to labor relations matters.
Develop and direct programs to help ensure managers and supervisors are fully acquainted and consistently comply with best practices of professional management and conduct within the context of labor relations in an effort to avoid contract violations and unfair labor practices. Ensure information requests from the union are clarified, narrowed, and receive full and timely response. Ensure labor agreements are communicated throughout the organization and posted on TriMet.org.
Implement strategies to rationalize, harmonize, and build effective labor-management relations. Lead midterm labor-management meetings to discuss collective bargaining issues. Administer the grievance process to ensure timely handling of grievances. Partner with various stakeholders in the preparation of grievance and interest arbitrations.
Lead the District’s contract negotiation team during negotiations for contract renewal. Provide input and recommendations on the formulation and prioritization of management’s proposals. Research and compile strategic information from comparable public transit agencies and other employers in preparation for negotiation. Work with department directors and managers to revise and develop work rules and procedures to incorporate new or revised contract provisions or midterm bargaining changes.
Serve as resource to identify labor relations best practices to help ensure fair treatment of employees within the context of applicable labor contract provisions, work rules, and established policies and procedures. Meet regularly with TriMet’s management and supervisory employees at field locations. Provide managers with interpretations and procedures relating to the collective bargaining agreement, district policies, and work rules. Assist managers with developing and analyzing work rules. Provide counsel and guidance to managers on improving employee performance within the context of the collective bargaining agreement and other applicable agreements, including corrective action for employees who are not meeting established performance objectives.
Develop and implement labor relations training and programs designed to meet TriMet's business objectives. Oversee, develop, and deliver management training on labor relations topics, such as corrective actions, grievance administration, discipline, procedural due process, employee and management rights, and contract interpretation. Deliver focused training to managers and supervisor on changes in labor law, applicable regulations, the collective bargaining agreement, memorandums of agreement (MOAs), District policy, and other applicable standards.
Oversees the maintenance of various databases that support labor relations systems, such as grievance handling, discipline, and work record reviews.
Provides counsel to managers regarding labor relations positions as it relates to controlling law and regulations.
Serve as a resource to managers and subordinate staff members on labor relations best practices to help ensure fair treatment of employees within the context of applicable labor contract provisions, work rules, and established policies and procedures.
Oversee the Human Resources policies, including the HR Policy Manual and the employee complaint process, workplace investigations, interactive processes for represented employees.
Oversee development and implementation of labor relations training and programs designed to meet TriMet's business objectives, particularly regarding corrective action, grievance administration, discipline, procedural due process, employee and management rights, and contract interpretation. Oversee delivery of focused training to managers and supervisor on changes in labor law, applicable regulations, the collective bargaining agreement, memorandums of agreement (MOAs), District policy, and other applicable standards.
Supervise Labor Relations staff, including the HR Generalist supporting union and non-union Transportation and Maintenance activities.
Director and above
Employee and Labor Relations Manager - Hillsboro, Oregon
Five or more years related professional experience in Human Resources, specifically Employee and Labor Relations, including two years of supervisory experience. Cultural competency, exceptional interpersonal skills, and the ability to effectively communicate and build trusting, productive relationships with stakeholders of a variety of diversity dimensions are essential. Proven and extensive experience in contract negotiations and administration, EEO investigations, performance management, corrective action, workplace conflict resolution, mediation/arbitration, and policy interpretation are essential. Advanced knowledge of applicable state, federal, and labor law regulations related to HR and Employee and Labor Relations, including PECBA, EEO, FMLA/OFLA, and ADA, is ideal.
A bachelor’s degree in business administration, psychology, human resources, public administration or a closely related field or any combination of education and experience that gives the applicant the skills/knowledge and abilities to successfully perform the job.
City of Hillsboro
EMPLOYEE AND LABOR RELATIONS MANAGER
Reporting to the Human Resources Director, the Employee and Labor Relations Manager is an integral member of a talented and dedicated full-service Human Resources team. This position is a working manager and trusted advisor that delivers direct leadership to all employee and labor relations functions and prioritizes equitable, collaborative solutions that support the interests of employees and the City. The Manager identifies relevant operational issues and analyzes highly complex issues related to contract or policy interpretation in situations for which there may be no precedent. The Employee and Labor Relations Manager supervises a Management Analyst and actively mentors and shares knowledge with the team while serving as a resource to other managers and employees. The Manager collaborates with colleagues to cultivate an inclusive culture and equitable outcomes for employees who provide exceptional services to the Hillsboro community.
The Employee and Labor Relations Manager leads management’s negotiation team in mid-term or successor agreement negotiations with our current Police and Fire & Rescue labor partners and our new Library labor partner. The Manager conducts investigations regarding harassment, discrimination, retaliation, ethics, EEO complaints, and other possible policy violations and helps implement recommended actions. This position prepares policy briefing documents and drafts a variety of critical documents related to performance and conduct management, investigations, contract administration, and policies. The Employee and Labor Relations Manager advises management on investigations, corrective action, grievances, conflict resolution, and arbitration processes and actively partners with the employment attorney, department director, and manager/supervisor during workplace investigations.
The Employee and Labor Relations Manager believes that people are the single most important asset to any organization and is committed to pursuing equitable, creative, and thoughtful solutions for all employees. The successful candidate enjoys guiding, coaching, and empowering managers to facilitate positive employee relations and contribute to a welcoming and inclusive culture. The Manager has a history of developing positive relationships, cultivates an environment of respect, and champions a work culture where all voices, especially underrepresented employees, are heard and supported.
Compensation and Benefits
The salary range is $94,619 – $124,513, depending on qualifications. For a complete list of the City’s extensive Benefit Package, please visit Hillsboro-Oregon.gov/Benefits.
How to Apply
Hiring a workforce that reflects the diverse community we serve is essential to delivering exceptional City services and programs. The City of Hillsboro is committed to creating and supporting an inclusive and welcoming environment for all employees to thrive. We value, respect, and empower employees as unique individuals with authentic voices and diverse ideas.
Applications will be accepted electronically by The Novak Consulting Group at https://bit.ly/3xLjNrG. Applicants complete a brief online form and are prompted to provide a cover letter and resume. The position is open until filled with the first review of applications on August 15, 2021.
Labor Relations Administrator - Alexandria, Virginia
The administrator must be experienced as a neutral in the field of labor relations, and must not be a person who, because of vocation, employment, or affiliation, can be categorized as a representative of the interest of the city or any employee organization, including an exclusive bargaining agent for a bargaining unit permitted under the Collective Bargaining Ordinance.
Applications are being accepted through August 12, 2021, by 3:00 p.m. Please visit the City of Alexandria’s Request for Proposals (RFP) site and enter Number 986 at:
For information on the collective bargaining ordinance in Alexandria, please visit:
Send your application directly to:
The City Council of Alexandria, VA passed Ordinance 5336 relating to Collective Bargaining. In 2021, the City Council, taking advantage of a new state law which authorized collective bargaining, was the first jurisdiction in Virginia to adopt a collective bargaining ordinance. This included the requirement that the City Manager appoint a Labor Relations Administrator. The Labor Relations Administrator (LRA) is a City of Alexandria appointed position. The LRA is appointed to this position for a term of four (4) years. The City operates under the Council-Manager form of government, has some 3,000 employees and as an independent city operates both typical city and county services.
The Labor Relations Administrator shall have the following responsibilities:
(1) hold and conduct elections for certification or decertification pursuant to the provisions of the ordinance and issue the certification or decertification or cause these actions to occur.
(2) request from the city or an employee organization, and the city or such organization shall provide, any relevant assistance, service, and data that shall enable the administrator to properly carry out duties under this article.
(3) hold hearings and make inquiries, administer oaths and affirmations, examine witnesses and documents, take testimony and receive evidence, and compel by issuance of subpoenas the attendance of witnesses and the production of relevant documents in proceedings within the responsibility of the administrator under this article.
(4) investigate and attempt to resolve or settle, as provided in City Code Section 2-5-80 - Mediation and Arbitration, charges of either the city or an employee organization engaging in prohibited practices as defined in the ordinance. However, if the city and a certified representative have negotiated a labor-management dispute resolution procedure, the administrator must defer to that procedure to resolve any dispute that properly may be submitted to the procedure, absent a showing that the deferral results in the application of principles contrary to Ordinance 5336. The administrator must defer to state procedures in any matter governed by the Law - Enforcement Officers’ or Firefighters and Emergency Medical Technicians' Bill of Rights set forth in the Virginia Code, or to any other such procedure dictated by state statute.
(5) determine unresolved issues of employee inclusion in or exclusion from the bargaining units permitted under the ordinance.
(6) obtain any necessary support services and make necessary expenditures in the performance of duties, subject to appropriation.
(7) determine any issue regarding the negotiability of any collective bargaining proposal.
(8) Exercise any other powers and perform any other duties and functions necessary for the proper administration of the Ordinance, attached. This shall include but not be limited to the development of the rules and procedures for requests for elections (Section 2-5-75); the development of the rules and procedures for the resolution of labor-management disputes, impasse, and arbitration (Section 2-5-80); and the development of the rules and procedures for prohibited practices (Section 2-5-82).
Director and above
Director, Human Resources - Saint Helens, Oregon
TO QUALIFY: Equivalent to a four year university education in business, public administration, human resources or closely related field. At least six years' experience working in the Human Resources field. Experience must include significant labor relations responsibility with either private or public bargaining units. Any satisfactory combination of experience and education may be accepted.
Columbia County has a population of approximately 50,000 and is bordered on the east by the Columbia River, on the south by Multnomah County and Washington County, and on the west by Clatsop County. The southern County line is approximately 30 minutes from Portland, the largest metropolitan area in Oregon. The western County line is approximately 30 minutes from the Pacific coast. The County seat is located in St. Helens. The Human Resources Department is located in the County’s Courthouse.
POSITION: HUMAN RESOURCES DIRECTOR. This position is a full-time management position, Civil Service exempt, FLSA exempt and not represented by a bargaining unit. The position reports directly to the elected three member governing Board of County Commissioners. Anticipated Start Date: Early-October 2021.
ANNOUNCEMENT: 21-510 DEPARTMENT: Human Resources
SALARY: $8,541-$10,855 monthly. Appointment in range at hire will be negotiable. Excellent benefits, including paid PERS contribution and family health insurance, plus generous leave benefits. See Benefits Offered section for details.
CLOSING: AUGUST 26, 2021. Applications must be received by 5:00pm on the closing date. Applications will only be accepted via online submission.
DUTIES: Responsible for all aspects of the professional performance and administration of the Human Resources Department. The complete job description for the position is located on the County’s website.
TO APPLY: Applicants MUST submit the Columbia County application form, cover letter and resume. To be considered in the recruitment process, online instructions must be followed for completing and submitting the application. A thorough background check, including criminal history will be conducted on final candidates. Email completed application, cover letter and resume, in PDF format, before 5:00pm on the closing date to HR.Jobs@columbiacountyor.gov
Director and above