City of Aspen Hiring for Deputy Director of Human Resources at Aspen, CO  Full Time

Job Title: Deputy Director of Human Resources

Department:Human Resources

Classification:Exempt

Hiring Range: $110,552 – $124,384

Salary Range: $110,552 – $165,859

Position Summary:The Deputy Director of Human Resources assists in the overall management of the HR department. This includes planning, development, and oversight of personnel policies and administrative directives; total compensation programs including job analysis, classification, and benefits administration; risk management, HRIS systems, recruitment, and selection; organizational development and training programs; and employee relations consistent with the organization’s values and mission statement. The Deputy Director of HR performs duties in the absence of the HR Director.

Supervision Exercised and Received:The position works directly under the supervision of the Human Resources Director. Supervises positions within the Human Resources department.

Essential Job Functions:

Total Compensation

• Responsible for overseeing the management of the city’s total compensation program to attract and retain a qualified workforce.
• Manages compensation program to include benchmarking and job evaluation methodologies and completion of annual evaluation of city pay plans. Reviews the effectiveness of existing compensation policies, guidelines, and procedures; recommends plan revisions, pay decisions, and reclassifications that support the city’s market target pay practices. Ensuring compensation programs are consistently managed through audits, reports, and administration. Stays abreast of local, regional, and national market practices, trends, and requirements to ensure market competitiveness and sound financial and legally compliant policies and practices. Manages and organizes job descriptions and salary structures. Conducts and participates in salary surveys to ensure market-competitive pay programs. Liaises and builds effective working relationships with agency business partners.
• Leads strategic planning for benefits development and program offerings. May analyze benefit cost and utilization data and recommend to leadership regarding employee premiums, programming, and plan design. Monitors benefits trends and legislation changes. Manages the city’s benefits fund and budget.

HRIS System Process Support

• Manages the effective and efficient use of the HRIS system. Finds opportunities to improve the current structure of the system and manages the quarterly patches pushed out by Oracle under the cloud solution.

Organizational Development

• Provides thought leadership to managers, supporting and developing organizational structures and teams around business needs. Provides needs-based analysis and efficiencies in team development, departmental organization, and other staffing assessments such as succession planning, career development, and position design.
• Manages the city’s Learning and Development programs. Provides recommendations on training tracks to increase the organization’s potential.

Risk Management

• Manages all policies and administrative regulations regarding the city’s property and liability insurance program and workers’ compensation. Oversees the management and resolution of claims.
• Proactively addresses safety issues that may expose the city to litigation or insurance claims, including, but not limited to, identifying, evaluating, controlling, and minimizing the city’s exposure to loss or damage to physical assets, fidelity losses, and losses arising out of liability claims.
• Assists in the development of risk-mitigating plans and programs, emergency management protocols and plans, policies and procedures, and safety and security measures.
• Manages and monitors the city’s worker’s compensation programs. Tracks and monitors employee leave of absences, injury leave usage, modified duty, and return to work programs. Tracks and monitors results.

Employee Relations

• Acts as the lead regarding employee relations issues and investigations, with oversight and coordination from the Human Resources Director. Responds to employee relations issues, including counseling employees or managers, coaching, and conducting thorough and objective investigations. Guides managers and supervisors regarding employee relations topics.

Human Resources Service Delivery

• Executes leadership and supervision responsibilities through sound judgment and accountability, focuses on managing and resolving conflict, defines and clarifies duties and expectations, sets goals, provides motivation and performance coaching, and encourages training and development. Fosters a culture of diversity, equity, collaboration, and inclusion. Helps to improve business process, workflow and efficiencies, with a focus on customer service and reinforces the business partner model of Human Resources service delivery.

HR Reports, Metrics & Special Projects

• Partners with the Human Resources Director to identify and facilitate the development of HR reports and metrics. Conducts strategic special projects as needed.

Human Resources Budget

• In partnership with the Human Resources Director, responsible for creating and presenting materials for the annual budget for council work sessions and meetings.
• In partnership with the Human Resources Director, may present the annual budget and supplemental budget requests to the internal leadership team and externally to the City Council, including the development of PowerPoints and other materials.
• In partnership with the Human Resources Director, reviews monthly budget to actual reporting to track monthly expenditures.

City Organizational Values

• Supports and models the City of Aspen’s organizational values of service, Partnership, Stewardship, and Innovation.Organizational values are shared principles that guide behavior across the organization. This position is responsible for upholding and applying these values while performing daily work functions.

Core CompetenciesDisplays the following key competencies in the overall job performance to include knowledge, skills, and abilities:

• Service:Provides service with excellence, humility, integrity, and respect in daily work. Listens to build trust, treats people with respect, acknowledges opportunities for improvement, and follows through with commitments.
• Partnership:Actively createsstrong, supportive internal and external relationships to attain a common goal and achieve greater impact together.
• Stewardship:Balancessocial, environmental, and financial responsibilities, evaluating the impact of decision-making on a thriving future for all.
• Innovation:Develops technical expertise to pursue new ideas and creative outcomes grounded in Aspen’s unique culture, opportunities, and challenges.
• Communication: Knowledge of effective and appropriate communication. Ability to use knowledge effectively in various contexts may require oral, written, visual, and non-verbal communication.
• Interpersonal:Works to develop strength in interpersonal skills. Has the ability to work well with diverse groups of people, both inside and outside the organization.
• Technology:Demonstrates technology skills sufficient for the nature and level of position. Demonstrates a willingness to learn new technologies and transition job duties accordingly to support technological advances and innovation.
• Policies & Regulations:Knowledge of the principles, practices, and procedures related to Human Resources laws and regulations.

Other duties as assigned.

Minimum Requirements:

Education:Bachelor’s degree in public or business administration, Human Resources, or a related field.

Experience:Five years of experience in Human Resources, with at least two years of demonstrated supervisory experience. Experience with employee relations and federal and state employment laws and regulations.

Technical Knowledge:Must be proficient in Microsoft Word, Excel, and Outlook (Email) and have a basic understanding of computers and online computer-based technology applications, including web-based platforms.

Licenses & Certifications:Must possess a valid Colorado Driver’s License or be able to obtain one within 30 days of start date.

Preferred Candidate:

• Master’s degree in human resources, public administration, or business administration.
• Professional certifications may include PHR/SPHR, CCP/CBT, SHRM-CP/SHRM-SCP.

Previous experience with Oracle ERP systems and Taleo preferred or other equivalent complex systems.

NOTE: This position requires a Criminal Background Check upon hire. Employment is contingent upon successful completion of a Criminal Background Check.

NOTE: Any combination of experience and education that would likely provide the required Knowledge, skills, and abilities as determined by the City of Aspen may be substituted for the requirements above.

Position Type and Work Hours:

• Regular full time, 40-hour work week, Monday through Friday, hours may vary with workload.
• Must be available and on-site during normal working hours without the Human Resources Director.

Evenings/Weekends:Frequently will be required in addition to or instead of normal hours depending on department needs and special projects.

Work Environment:

• Indoors:Office environment.
• Outdoors/Off-Site:Meetings, trainings, and conferences at a variety of city facilities and areas.

Physical Demands:

• Visual Acuity: Ability to bring objects into focus.
• Balancing: Maintaining equilibrium.
• Bending: Bending or positioning oneself to move an object from one level to another.
• Eye/Hand/Foot Coordination: Performing work using two or more body parts or other devices.
• Gripping/Grasping: Ability to apply pressure with fingers and palm.
• Handling: Seizing, holding, grasping, through use of hands, fingers, or other means.
• Hearing: Perceiving and comprehending the nature and direction of sounds.
• Reaching: Extending the hands and arms or other device in any direction.
• Repetitive motions: Making frequent or continuous movements.
• Sitting: Remaining in a stationary position.
• Standing: Ability to sustain position for a period of time.
• Stooping: Bending body downward and forward by bending the spine at the waist.
• Talking: Communicating ideas or exchanging information.
• Walking: Ability to move to traverse from one location to another.

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

This job description indicates the general nature and level of work. It is not designed to contain or be interpreted as a comprehensive list of all duties, responsibilities, and qualifications required of employees assigned to this job. Duties and responsibilities may change at any time, with or without notice.