Human Resources Manager

As the Human Resources Manager for the City of Dublin, you are joining a team driven by a deep commitment to excellence, collaboration, and service. At Dublin, culture isnt just a set of values written on a document; its the foundation of everything we do. From how we approach each challenge to the solutions we create, our shared beliefs shape our behaviors, and those behaviors fuel our collective success. In this leadership role, you will guide a team of dedicated HR professionals, ensuring that our workforce thrives in an environment that is innovative, inclusive, and ever-evolving, while managing critical functions such as recruitment, compensation, benefits administration, employee relations, and performance management.

This position is fully in office.

Primary Focus
Manages the organization's classification & compensation, recruitment & selection, employee relations, and benefits administration functions, operations, programs, activities, and resources. Provides guidance and direction to a team of HR professionals in the execution of their duties and ensures compliance with all applicable Federal, State, and local laws, policies, rules, and regulations. Collaborates with the Talent Development & Training Manager to facilitate a comprehensive, integrated approach to the design, implementation, and administration of talent management, training/development, and performance management programs. Serves as HR Director in HR Director's absence.

Given the nature of this classification's duties/responsibilities, it has been designated as Exempt under the governing Fair Labor Standards Act regulations and, therefore, is not entitled to formal overtime compensation and/or formal compensatory time. Supervisory Responsibilities
Supervises HR Business Partners and HR Coordinators.

Essential Functions
Manages a team of HR professionals engaged in the day-to-day administration of recruitment & selection, classification & compensation, employee relations, and benefits administration functions, operations, and programs; plans, organizes, prioritizes and assigns work; provides guidance and direction and evaluates work performance.

Assists the Director of Human Resources in developing, analyzing, and evaluating City policies, rules, regulations, codes, and ordinances to comply with existing or new local, state and federal mandates; researches, writes, develops, and revises Administrative Orders of the City. Manages the organization's established job evaluation system and its methodology for determining appropriate classification and pay grade assignments; advises Department/Division Directors, managers, and supervisors regarding the system's design, structure, approach and methodology; manages the auditing of positions, performance of job analyses, creation and revision of classification descriptions, creation of job families, and modification of the classification plan.

Manages the biennial review of market pay data and the resulting adjustment to the organization's pay grade structure; manages the process of obtaining reliable market pay data; manages consultants performing sophisticated, technical analyses of market pay data; reviews consultants findings and recommendations regarding proposed adjustment to the organization's pay grade structure; advises HR Director regarding proposed adjustments to pay grade structure.

Manages the organization's salary administration program and its related policies, rules, guidelines, and processes for determining appropriate annual wage and salary adjustments; advises Department/Division Directors and managers regarding the program's design, structure, methodology, and approach; interprets program policies, rules, and guidelines; reviews Department/Division Director's and manager's salary increase recommendations for consistency with policies, rules, and guidelines; and determines appropriateness of recommendations; manages the implementing of annual salary adjustments.

Manages the organization's self-insured medical, dental, and vision insurance benefit programs and all related policies, practices, processes, rules, and regulations; manages the City's Third Party Administrator (TPA); analyzes the annual renewal of professional services contract with TPA; collaborates with the Finance Director and HR Director regarding annual funding allocations for Health Savings Accounts and Health Reimbursement Accounts; collaborates with HR Director and the organization's Benefits Steering Committee in evaluating and recommending plan design modifications; supervises & collaborates with Wellness & Benefits Coordinator regarding execution of all wellness and benefits related events, activities, and meetings; analyzes and interprets coverage provisions; investigates and resolves complex coverage issues; ensures consistency in the administration of all related practices, processes, procedures, and activities; ensures compliance with all applicable Federal, State, and local laws, policies, rules, regulations; manages the organization's life insurance and short-term disability programs, and Employee Assistance Program (EAP).

Manages the organization's recruitment and selection functions and practices; designs, develops and implements recruitment and selection policies; ensures consistency in the administration of all related practices, procedures, and activities; ensures compliance with all applicable Federal, State, and local laws, policies, rules, and regulations.

Advises Department/Division Directors, managers, and supervisors regarding complex employee misconduct and disciplinary issues; advises Department/Division Directors, managers, and supervisors regarding potential disciplinary actions; ensures consistency in the administration of discipline.

Manages the Human Resources Information System (HRIS) operations.

Serves as HR Director in HR Director's absence.

Performs other related duties as assigned.
Minimum Qualifications
Bachelor's Degree in Human Resources Management, Business Administration, Public Administration or other relevant field and extensive progressively responsible professional/managerial Human Resources Management experience, or any equivalent combination of education and experience.

HR Certification Institute (HRCI) Professional in Human Resources (PHR), HRCI Senior Professional in Human Resources (SPHR), Society for Human Resource Management (SHRM) Certified Professional (CP), or SHRM Senior Certified Professional (SCP) certification preferred.

Thorough knowledge of HR management strategies, concepts, principles, methods, practices, and procedures.

Considerable knowledge of employment laws and practices, employee relations practices, recruitment and selection practices, classification & compensation practices, and benefits administration.

Considerable knowledge of team-oriented, collaborative, participatory leadership strategies, concepts, principles, and practices.

Considerable knowledge of personal computers and HR related software programs and spreadsheet applications.

Considerable knowledge of human resources information management systems.

General knowledge of budgeting principles and practices.

Excellent teamwork and collaboration skills.

Excellent project management skills.

Excellent written and verbal communication skills.

Physical Requirements
Ability to operate standard office equipment in the performance of essential functions (e.g. copier, fax, personal computer, telephone).

Ability to occasionally lift and move objects weighing 10 15 lbs.

Ability to move objects weighing above 15 lbs. with the help of equipment/devices, on an infrequent basis.

Ability to enter data into computer system in a sustained manner.

Special Requirements
Valid driver's license.

Compliance with City of Dublin nepotism policy prohibiting other family members to work for the City of Dublin.

Other Requirements
Demonstration of the following established core values: Integrity, Respect, Communication, Teamwork, Accountability, Positive Attitude, and Dedication to Service.

Regular attendance, as governed by and in accordance with applicable rules, regulations, procedures and laws, is regarded as an essential requirement of this classification.

Compliance with training directives established by supervisory/managerial personnel.

Adherence to all applicable Federal and State safety laws, rules, and regulations and City safety policies/procedures.
Core Competencies
Decision Quality: Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.

Delegation: Clearly and comfortably delegates both routine and important tasks and decisions; broadly shares both responsibility and accountability; tends to trust people to perform; lets direct reports and others finish their own work.

Developing Direct Reports : Provides challenging and stretching tasks and assignments; holds frequent development discussions; is aware of each person's career goals; constructs compelling development plans and executes them; pushes people to accept development moves; will take on those who need help and further development; cooperates with the developmental system in the organization; is a people builder.

Managing and Measuring Work : Clearly assigns responsibility for tasks and decisions; sets clear objectives and measures; monitors process, progress, and results; designs feedback loops into work.

Planning : Accurately scopes out length and difficulty of tasks and projects; sets objectives and goals; breaks down work into the process steps; develops schedules and task/people assignments; anticipates and adjusts for problems and roadblocks; measures performance against goals; evaluates results.

Confronting Direct Reports : Deals with problem direct reports firmly and in a timely manner; doesn't allow problems to fester; regularly reviews performance and hold timely discussions; can make negative decisions when all other efforts fail; deals effectively with troublemakers.

Hiring and Staffing : Has a nose for talent; hires the best people available from inside or outside; is not afraid of selecting strong people; assembles talented staffs.

Action Oriented : Enjoys working hard; is action oriented and full of energy for the things he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.

Comfort Around Higher Management : Can deal comfortably with more senior managers; can present to more senior managers without undue tension and nervousness; understands how senior managers think and work; can determine the best way to get things done with them by talking their language and responding to their needs; can craft approaches likely to be seen as appropriate and positive.

Customer Focus : Is dedicated to meeting the expectations and requirements of internal and external customers; gets first-hand customer information and uses it for improvements in products and services; acts with customers in mind; establishes and maintains effective relationships with customers and gains their trust and respect.

Fairness to Direct Reports: Treats direct reports equitably; acts fairly; has candid discussions; doesn't have hidden agenda; doesn't give preferential treatment.

Motivating Others : Creates a climate in which people want to do their best; can motivate many kinds of direct reports and team or project members; can assess each person's hot button and use it to get the best out of him/her; pushes tasks and decisions down; empowers others; invites input from each person and shares ownership and visibility; makes each individual feel his/her work is important; is someone people like working for and with.