Director of Human Resources

Base Pay: $100,110.40 Annual

SUMMARY: Responsible for overseeing all aspects of Human Resources operations including personnel recruitment, applicant processing, position classification and compensation, employee evaluations, employee benefits management and administration, personnel files, counseling and assistance, and personnel policies and procedures development and implementation.  Also, researches and analyzes significant policy issues (such as turnover, professional development, and compensation equity), providing reports to the Commissioners' Court when necessary and at least on a monthly basis.

The employee is required to be on duty before, during, and after natural disasters and emergencies, as directed by the County Judge or their assignee.

ORGANIZATIONAL RELATIONSHIPS:  Individual is appointed by and reports directly to Commissioners Court. Provides support to Commissioners Court and keeps the court informed on Human Resources issues that directly impact county business or directly impact a Commissioners’ individual precinct.  Establishes and maintains effective working relationships with all county officials, department heads, governmental jurisdictions, the private sector, and the public.

ESSENTIAL DUTIES AND RESPONSIBILITIES include the following. Other duties may be assigned.

• Provides support to the Commissioners Court on personnel issues that are countywide in scope, including conducting or overseeing research and analysis and recommending to and monitoring implementation of a plan of action for the Commissioners Court.  Specific examples include preparing new and revised job descriptions, implementing and monitoring the effectiveness of the county's recruitment and certification system, including identifying and implementing revisions where necessary, and investigating grievances alleging discrimination or sexual harassment.
• Manages all operations of the Human Resources Department, including employee selection, training, motivating, directing, and evaluating department personnel, planning and designing work procedures to increase efficiency, and applying sound management practices.
• Nueces County utilizes Workday software. Incumbent will oversee all Workday areas that are the responsibility of the Human Resources department including Recruiting, HCM (Human Capital Management), Compensation, and Benefits Administration.  Workday processes in these areas include, but are not limited to recruiting, posting job announcements, reviewing applications and screening for minimum qualifications, assisting departments with the hiring process, onboarding new hires, promotions, demotions, transfers, compensation changes, supplemental pay assignments and changes, position reclassifications, creating new positions, deleting positions, insurance open enrollment, benefit election changes, etc.
• Assists departments during budget process with the creation and/or reclassification of positions.  Calculates the cost of new and reclassified positions.
• Maintains official county employee personnel files.
• Prepares and monitors expenditures of departmental budget.
• Oversees county unemployment claim processing.
• Oversees employee tuition reimbursement program.
• Serves on the Employee Benefits Committee. 
• Serves on the Nueces County Collective Bargaining team.
• Serves as Secretary for the Civil Service Commission. Coordinates Civil Service Commission meetings, providing administrative support to the Civil Service commissioners.
• Maintains current knowledge of applicable laws and regulations relating to the personnel functions in county government.
• Monitors turnover rates by department, job type and pay level; and makes recommendations to the Commissioners Court and/or the appropriate elected official or department head on corrective measures for turnover problems.  Incumbent will provide a monthly summary report to Commissioners Court on personnel actions and programs.

• Works with the Commissioners Court, elected officials and department heads to design departmental and a countywide professional development/training program to insure that county employees satisfy the requirements of their jobs as those jobs change because of changes in technology, reorganization, or new statutory requirements.
• Develops, publishes and implements countywide personnel policies and civil service rules.
• Maintains the county's classification and pay system, including evaluating jobs in-house, as directed by the Commissioners Court, and/or working with consultant to provide information necessary to conduct point factor job evaluations, conducting or overseeing the conduct of a market survey for benchmark county jobs at least once every three years, monitoring internal equity within budgetary limitations and recommending across-the-board increases or other changes to the pay schedule.
• Assists elected officials and department heads with personnel issues including the progressive discipline process, determining and administering appropriate disciplinary actions, employee grievance process, conflict resolution, and labor laws. Counsels' county employees on specific employment-related issues.
• Develops and implements, revising as necessary, a countywide performance appraisal system.
• Evaluates training and development needs of county employees and coordinates or conducts new employee orientation and employee training for county employees.
• Oversees the production of the County’s employee newsletter, The County Line, to provide motivation and information to all County employees.
• Performs such other related duties as may be assigned by the Commissioners Court.

SUPERVISORY RESPONSIBILITIES:  Directly supervises Human Resources department including, but not limited to a Human Resources Manager, a Human Resources Analyst, a Benefits Coordinator, and a Human Resources Specialist. Carries out supervisory responsibilities in accordance with Nueces County policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodation may be made to enable individuals with disabilities to perform the essential functions.  The Human Resources Director who drives a vehicle on official business must have a driving record that meets standards set by the County and the County’s insurance carrier.

EDUCATION and/or EXPERIENCE: Master's degree (M. A.) in personnel management, public or business administration, or a related field, plus at least seven years of progressively responsible experience in personnel administration, five of which must have involved supervision (requires significant experience in personnel policy development, personnel recruiting, classification and compensation, and employee training and development); or any equivalent combination of experience and training which provides the required knowledge, skills and abilities.

LANGUAGE SKILLS: Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to respond to common inquiries or complaints from employees, customers, regulatory agencies, or members of the business community. Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present information utilizing charts and summaries. Ability to speak Spanish at a conversational level is a plus but not required.

MATHEMATICAL SKILLS: Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions, percentages, ratios, and proportions to practical situations.

REASONING ABILITY: Ability to define problems, collect data, establish facts, and draw valid conclusions. Ability to interpret an extensive variety of technical instructions and deal with several abstract and concrete variables.

CERTIFICATES, LICENSES, REGISTRATIONS: Certification as a Senior Professional in Human Resources (SPHR) is preferred but not required.

TECHNOLOGY REQUIREMENTS: Proficient technology skills including use of Microsoft business applications.  Understanding and possible recommendations of technology to improve the overall functions of the Human Resources department.

OTHER SKILLS AND ABILITIES: Knowledge of current personnel policies and practices; personnel related statutes and regulations; effective personnel procedures and records systems; and county government operations. Ability to plan, direct and participate in classification, compensation and benefit studies, recruiting programs and training programs. Ability to apply effective management, research, statistical analysis and interpersonal relations techniques. Ability to establish and maintain effective working relationships with county employees, officials, the media and the public.  Ability to demonstrate proficiency in both oral and written communication.  Ability to manage multiple priorities, delegate assignments appropriately and ensure proper workflow. Ability to work effectively with multiple elected and appointed officials in a solution-oriented manner.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit and use hands to finger, handle, or feel objects, tools, or controls. The employee is occasionally required to stand; walk; reach with hands and arms.  The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. The noise level in the work environment is usually moderate.

Salary/Compensation: $100,110 per year