Announcement Number 2018-1
June 6, 2018
Area of Consideration: Open Until Filled
The Detroit Housing Commission is posting the following (1) one position(s). Find below an abbreviated position summary; knowledge, skills, and abilities and position qualifications.
POSITION TITLE: HUMAN RESOURCES MANAGER (EXEMPT)
DEPARTMENT: EXECUTIVE OFFICE
REPORTS TO: DEPUTY EXECUTIVE DIRECTOR
The purpose of this position is to develop, recommend, implement and monitor all human resources-related policies, procedures, plans, programs, initiatives and services related to benefits design and administration, compensation design and administration, labor and employee relations, employment and recruiting, leave administration, training, safety, workers’ compensation and unemployment. Duties include, but are not limited to, developing, recommending, implementing and monitoring all human resources-related policies, procedures, plans, programs, initiatives and services related to benefits design and administration, compensation design and administration, labor and employee relations, employment and recruiting, leave administration, training, safety, workers’ compensation and unemployment. The incumbent will conduct or oversee employment activities such as recruiting, application screening, scheduling interviews, and new employee orientation; handling matters related to labor and employee relations such as union contract negotiation and administration; reviewing and coordinating of all disciplinary matters, internal investigations, and leaves of absence; interpreting and implementing employment policies and procedures; maintaining current knowledge of laws and regulations related to human resources matters and assuring that personnel policies and procedures are aligned and in compliance with applicable laws and regulations. Work is performed under the direction of the Deputy Executive Director when required.
This position provides direct supervision of the Human Resources Division staff and technical and administrative human resources guidance to DHC management staff as needed.
Essential Job Functions
1. Ensure compliance with all federal, state and local employment laws; review policies and procedures to ensure adherence to laws, regulations and court decisions, such as ADA, FLSA, COBRA, FMLA, HIPAA, Title VII, etc.
2. Develop and implement appropriate policies regarding employee and labor relations, performance management, staffing, equal employment opportunity, harassment, grievances, and human resources development and training.
3. Oversee processing of salary and benefits data in order to assure that employees are correctly paid and that benefit elections are correct.
4. Oversee establishment, control and maintenance of employee personnel, medical, benefits and other human resources related files and data.
5. Review, revise, and make recommendations regarding job descriptions, employee classification and compensation changes, and reorganizations.
6. Coordinate the development, implementation, and administration of a performance management and appraisal program.
7. Determine most efficient method of recruitment and assist supervisors with selection process by providing advice and guidance on matters such as interviewing, reference checks, background investigation, tests, and affirmative action practices.
8. Publish vacancy notices internally and externally in appropriate periodicals and professional publication; receive and screen applications, resumes, and other application-related documents.
9. Oversee scheduling of pre-employment physicals and drug tests.
10. Conduct or oversee new employee orientation including processing forms such as work eligibility (I-9) and tax withholding forms, informing employees about benefits, recording benefit elections, and providing general information about work rules and practices.
11. Develop, recommend, implement and maintain compensation system.
12. Oversee development and revision of position descriptions.
13. Oversee and/or participate in labor negotiations and implementation of any bargaining agreements.
14. Review, evaluate, and implement benefit programs including insurance, retirement benefits, holidays, etc.; recommend changes in benefits based on analysis, current trends, or other indicators; provide information to management and employees regarding benefits; and coordinate and facilitate employee participation by providing forms, assisting in completion of forms, etc.
15. Communicate with employees and supervisory personnel regarding complaints, grievances, and disciplinary matters.
16. Inform employees regarding policies related to grievances, complaints, and other work-related problems.
17. Respond to grievances, appeals, and arbitration and promote resolution.
18. Promote a positive work environment through building and maintaining a good relationship with employees and supervisors.
19. Advise supervisory personnel regarding grievances, leaves, Workers’ Compensation, and disciplinary actions.
20. Review disciplinary actions for fairness and consistency; handle appeals of reprimands by reviewing documentation, discussing with parties involved, and rendering decisions.
21. Conduct or arrange for training on a variety of HR-related matters such as HR laws, supervision, sexual harassment, diversity, customer service, etc.
22. Perform investigations related to harassment complaints, policy violations and poor performance.
23. Answer inquiries from a variety of internal and external sources, and provide explanation and interpretation of DHC’s labor and employment policies, practices and procedures.
24. Regularly deal with sensitive and confidential matters.
25. Prepare and monitor department budget in accordance with established practice.
26. Maintain knowledge of current human resources practices, procedures and trends by attending meetings, workshops, and conferences.
27. Develop and implement retention and diversity management programs.
28. Supervise HR staff including making assignments, providing instruction and training, preparing performance appraisal, conducting performance interview, and imposing discipline, if needed.
29. Perform other duties as assigned.
Required Knowledge, Skills, and Abilities
1. Knowledge of employment and benefit laws, employee recruitment and selection techniques, and job analysis and compensation.
2. Knowledge of the principles and practices of management and supervision.
3. Knowledge of the principles and practices of effective communication.
4. Knowledge of the principles and practices of budgeting and budget administration.
5. Knowledge of the principles and practices of human resources administration.
6. Knowledge of federal state and local laws and regulations related to personnel, including EEO, labor relations, FLSA, COBRA, Workers’ Compensation, ADA, HIPAA, and FMLA.
7. Knowledge of collective bargaining principles and practices.
8. Knowledge of modern office equipment including copier, computer, calculator, fax, mobile devices, etc.
9. Ability to plan, organize, and assign work and special projects in order to meet organizational goals
10. Strong skills in conflict management and resolution.
11. Ability to develop policies and procedures; conduct research; and analyze complex issues and recommend appropriate resolutions.
12. Ability to develop and establish effective working relationships with employees, officials, vendors, and the public.
13. Ability to compile data, prepare reports, analyze reports and data, and formulate recommendations.
14. Ability to manage multiple priorities and multiple demands to accomplish tasks in accordance with established requirements.
15. Ability to use technology in compiling and analyzing data, preparing reports and correspondence.
16. Ability to effectively initiate and manage work projects.
17. Ability to exercise tact and discretion in handling confidential human resources matters and to maintain confidential information and records.
18. Ability to communicate effectively, both orally and in writing, with groups and individuals.
19. Ability to delegate duties and assignments in order to achieve objectives.
20. Ability to evaluate performance of subordinates, correct deficiencies, and to effectively assign personnel.
21. Ability to present ideas and information in a clear and concise manner, both orally and in writing.
22. Ability to exercise sound judgment in analyzing situations and identifying potential problems and making appropriate recommendations.
Physical Effort and Working Conditions
Work is principally sedentary. No special physical demands are required. The work involves normal risks or discomforts associated with an office environment. The work area is usually adequately lighted, heated, and ventilated.
The incumbent must have or be able to acquire and maintain a valid state driver’s license; pass federal, state, and local criminal investigation clearances, and pass a drug screening test administered by DHC or its designee.
Bachelor’s degree in Human Resources or related field and seven (7) years full-time human resources generalist experience with demonstrated knowledge of employment and benefits laws, employee recruitment and selection, job analysis, labor relations, employee relations, compensation, and performance management techniques; or an equivalent combination of education and experience. Master’s degree or law degree is preferred. Public sector experience also preferred.
SALARY RANGE: $85,000-$90,000.
Interviews may be conducted throughout the duration of the posting at the discretion of DHC so all qualified applicants may not be interviewed.
HOW TO APPLY:
Submit cover letter, and resume detailing your qualifications/work experience and Voluntary Self- Identification forms to: Venesta Jones, Detroit Housing Commission, 1301 E. Jefferson, Detroit, MI 48207 OR Apply online at www.dhcmi.org under Careers.
This job description should not be interpreted as all-inclusive. It is intended to identify the major responsibilities and requirements of this job classification. This description is intended to indicate the kinds of tasks and levels of work difficulty that will be required of this position. It is not intended to limit or in any way to modify the right of any supervisor to assign, direct and control the work of employees under his/her supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of similar kind of level or difficulty.