0000006679.HR BUSINESS PARTNER MANAGER.PERSONNEL/CIVIL SERVICE DEPARTMENT

Manages and oversees HR Business Partner teams responsible for aligning business objectives with employees and management in three or more designated departments. Manages the administration, implementation, maintenance and interpretation of programs, policies, and procedures related to recruiting and employment, compensation and benefits, workers compensation and safety, employee relations and staff development and training. Management Scope: Supervises exempt and non-exempt staff.

Education, Experience and Training: Education and experience equivalent to a bachelor's degree from an accredited college or university in a job-related field of study. Five (5) years of professional human resources experience with two (2) years of managerial/supervisory/lead experience.

An HR certification is preferred as a PHR, SPHR, SHRM-CP or SHRM-SCP.

Special Requirements/Knowledge, Skills & Abilities:

• Ability to foster teamwork and build collaborative relationships.
• Skill in management.
• Excellent interpersonal and customer service skills.
• Excellent organizational skills and attention to detail.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies.
• Ability to acquire a thorough understanding of the organization''s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors.
• Excellent time management skills with a proven ability to meet deadlines. - Strong analytical and problem-solving skills.
• Proficient with Microsoft Office Suite or related software

Physical/Environmental Requirements: Standard office environment.

1. Manages and supports HR Business Partner teams responsible for assisting department managers/supervisors in all aspects of the hiring and recruiting process, including posting jobs; reviewing, interviewing, and selecting applicants; qualifying candidates, making job offers; ensuring all paperwork associated with on-boarding new hires is complete (i.e. salary analysis, background check, physical, NEO, training, certification and/or licensing requirements, and other applicable paperwork related to on-boarding a new hire.

2. Oversees execution of human resources policies and programs, Manages and oversees coordination of employee benefits and assistance with employees with online benefits enrollment in medical, dental and vision plans, flexible spending accounts, deferred compensation, and other benefits offered by Dallas County (i.e. DART, etc.). Assists with the resolution of employee benefits issues with central HR.

3. Manages and coordinates the reporting of workers compensation injuries and associated leave, if applicable, including first report of injury, FMLA, LOA, Vacation, Sick, Light Duty, TMLA, Return to Work, Time and Attendance reporting, as well as safety issues and request for ergonomic studies. Assists with the resolution of workers compensation and safety issues with central HR.

4. Coordinates with managers and supervisors for performance management, including review of disciplinary actions resulting from employee termination or record of counseling. Resolves complex employee relations issues by conducting effective, thorough and objective investigations.

5. Ensures compliance with federal, state, and local regulations, including EEO, FMLA, and FLSA. Assists HR Business Partners in the application of HR programs to departmental operations. 6. Maintains in-depth knowledge or legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed. 7. Interprets human resources policies, procedures, standards, and practices and provides guidance to staff, other departments, and external agencies. Works closely with central HR management and employees to improve work relationships, build morale, and increase productivity and retention. 8. Provides guidance and input on departments restructures, workforce planning and succession planning. 9. Performs other duties as assigned by central HR.

6. Manages and supports HR Business Partner teams responsible for assisting department managers/supervisors in all aspects of the hiring and recruiting process, including posting jobs; reviewing, interviewing, and selecting applicants; qualifying candidates, making job offers; ensuring all paperwork associated with on-boarding new hires is complete (i.e. salary analysis, background check, physical, NEO, training, certification and/or licensing requirements, and other applicable paperwork related to on-boarding a new hire.

7. Oversees execution of human resources policies and programs, Manages and oversees coordination of employee benefits and assistance with employees with online benefits enrollment in medical, dental and vision plans, flexible spending accounts, deferred compensation, and other benefits offered by Dallas County (i.e. DART, etc.). Assists with the resolution of employee benefits issues with central HR.

8. Manages and coordinates the reporting of workers compensation injuries and associated leave, if applicable, including first report of injury, FMLA, LOA, Vacation, Sick, Light Duty, TMLA, Return to Work, Time and Attendance reporting, as well as safety issues and request for ergonomic studies. Assists with the resolution of workers compensation and safety issues with central HR.

9. Coordinates with managers and supervisors for performance management, including review of disciplinary actions resulting from employee termination or record of counseling. Resolves complex employee relations issues by conducting effective, thorough and objective investigations.

10. Ensures compliance with federal, state, and local regulations, including EEO, FMLA, and FLSA. Assists HR Business Partners in the application of HR programs to departmental operations. 6. Maintains in-depth knowledge or legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed. 7. Interprets human resources policies, procedures, standards, and practices and provides guidance to staff, other departments, and external agencies. Works closely with central HR management and employees to improve work relationships, build morale, and increase productivity and retention. 8. Provides guidance and input on departments restructures, workforce planning and succession planning. 9. Performs other duties as assigned by central HR.