KEY OR TYPICAL TASKS AND RESPONSIBILITIES
Job Classification: Conducts classification studies in response to department or union requests or indications of need for review and revision. Interviews or observes incumbents and/or reviews written materials relevant to the study including position questionnaires. Determines proper allocation of positions to existing classifications or identifies the need for new classifications or revision. Prepares classification reports and assists departments in drafting staff reports which document and justify the recommendations for approval by the appropriate authorities.
Compensation: Assisting in ensuring that the County’s compensation program is competitive, cost-effective and equitable in relation to internal comparisons, external comparisons and contemporary compensation practices and techniques. Develops and conducts salary surveys to determine appropriate market-based compensation. Conducts job evaluations and analysis to resolve internal equity issues and assists in the development and administration of a wide variety of internal pay practices.
Recruitment and Selection: Assists and advises departments in recruitment and selection of employees. Develops or assists in the development of recruitment strategies and materials, selection instruments and techniques, qualifications sought, selection criteria, scoring techniques, participants in the process and frequently serves as a rating participant in some or all elements of the process.
Performance Management: Advises department managers in a variety of sensitive and legally complex employee relations and discipline issues. Areas of involvement include, but not limited to, employee performance, discrimination and EEO issues, sexual harassment, wage and hour violations, wrongful termination claims and other areas requiring both knowledge of employment law and expertise in organizational behavior. Represents County in unemployment insurance hearings.
Training: Develops and presents (or assists in) a variety of training programs to management and employees in a range of human resource areas, including, but not limited to, performance management, equal opportunity, diversity, sexual harassment and others.
Policies and Practices: Provides interpretation and guidance to managers and employees on legal and policy matters. Processes and approves a variety of personnel actions, forms and reports. Analyzes legislation and regulations to determine effect on personnel programs and services; completes various government reports.
Performs related duties as assigned.