Hillsborough County, Florida Hiring for Director Human Resources (632) Job at Tampa, FL Full Time

JOB SUMMARY

Reporting to the Chief Deputy of Human Capital & Talent Development, the Director of Human Resources supervises all human resource operations and ensures organizational effectiveness. They also supervise the work of HR personnel and provide guidance. The employee is responsible for establishing uniform practices in the areas of human resources and employee relations. Instituting operational policies and procedures to ensure compliance with all Federal, State, and County regulatory requirements and regulations. The incumbent will need to lead with a customer focus, while demonstrating leadership agility and vitality across our organization.

CORE COMPETENCIES

• Customer Commitment – Proactively seeks to understand the needs of our customers and provide the highest standards of service
• Dedication to Professionalism and Integrity – Demonstrates and promotes fair, honest, professional and ethical behaviors that establishes trust throughout the organization and with the public we serve
• Organizational Excellence – Takes ownership for excellence through one’s personal effectiveness and dedication to the continuous improvement of our operations
• Success through Teamwork – Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals

  JOB SPECIFIC COMPETENCIES

• Knowledge of English grammar, spelling, arithmetic, and legal terminology.
• Knowledge of the functions, services, procedures and regulations of the assigned area and the ability to perform related specialized tasks.
• Knowledge of and ability to implement policies and procedures related to records maintenance, retention and destruction.
• Knowledge of budgetary procedures and controls.
• Knowledge of management principles.
• Skill in project management and ability to multitask on projects while achieving goals.
• Knowledge of and ability to interpret the laws, rules, Statutes, and regulations governing the Clerk’s Office, personnel administration, and HR functions.
• Excellence in interpersonal and communication skills
• Ability to work in a fast-paced, collaborative environment
• Skill in project management and analytics; can influence data- driven decision making
• Appreciation for the vision/mission and strategic priorities of the organization
• Ability to plan, assign, monitor, review and evaluate the work of others.
• Ability to serve as a strong team player demonstrating leadership and maintaining a positive work environment.
• Ability to be dependable and work independently with agility and flexibility to accomplish difficult and heavy workloads meeting organizational deadlines and objectives.
• Ability to work with confidential and/or sensitive materials where discretion must be used.
• Ability to use various computer systems, software, and office equipment.

  REPRESENTATIVE DUTIES

  Note: The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Depending on assigned area of responsibility, incumbents in the position may perform one or more of the activities described below.

• Demonstrated success in Strategic Workforce Planning, Compensation and Incentive plans, Talent and Organizational Development, Organizational Change, and Design and Facilitation of meetings and trainings
• Experience working with senior leaders and employees working in office or working remotely
• Full understanding of all Human Resources functions and standard methodologies
• Knowledge of employment/labor law
• Set plans to manage a crisis or compliance violation.
• Collaborates with external auditors and HR when needed.
• Analyzes business, organizational and culture trends and helps to develop solutions and programs at the organization and division level.
• Provides day-to-day performance management mentorship to leaders (e.g., coaching, counseling, career development, disciplinary actions) to improve organizational efficiency.
• Works closely with employees and leaders to improve communication and employee engagement.
• Diagnoses and offers solutions regarding inefficiencies and under performance within the organization
• Assists in driving various Human Resources initiatives: performance management, goal setting, merit review process, and manager and employee career development.
• Develops HR strategy, solutions and a strategic workforce plan that align to the business strategy and objectives.
• Works with extended HR team to ensure execution of strategies throughout the organization.
• Facilitates organizational diagnosis and metrics to drive organizational efficiency through talent and organizational capabilities and culture. Acts as a motivator for change; guides and advises organizational design, development, and organizational change solutions.
• Stays ahead of industry, market and functional trends, and demonstrates these insights to develop appropriate business unit HR strategies and solutions.
• Evaluates requests from across the organization and prioritizes in collaboration with the business and in alignment with the HR model.
• Leads HR resources and priorities, commissions HR solutions internally as well as with third-party vendors, as appropriate, aligning to business and HR goals and leads successful implementation of initiatives.
• Helps guide leadership in the shaping of appropriate and innovative HR solutions. Develops robust talent management plans to attract, retain, develop, and engage talent in critical roles.
• Coaches senior leaders on sophisticated leadership and HR issues including development and talent performance and issues which could have the potential to build an advantage for the business. Builds organizational capability through development and/or facilitation of appropriate senior leadership team (i.e., team efficiency, goal development and alignment, manager capability, etc.)
• Ensures fairness and organizational consistency with our company values.
• Projects management responsibility for transition of payroll and benefit function from ADP to PeopleSoft during acquisition. Conducts necessary training workshops or in-service for new laws and/or regulations, direct implementation to enhance the workforce development.
• Provides executive coaching and counsel to leaders to improve leadership effectiveness, communication strategy, and employee engagement impacts.
• Develops employee policy and procedure manuals to insure a positive organization of diversity and inclusion where every employee feel valued.
• Develops compliant compensation strategy including application guidelines and administrative procedures, ensuring the program are internally equitable and externally competitive.
• Ensures organizational acceptance and maximum effectiveness of new PeopleSoft system through design of key communication and change management strategies. Performs other duties as needed, including those performed by subordinate fiscal, financial, and/or clerical staff.

  MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS
  

  A Bachelor’s degree in related field and 6 years of proven relevant Human Resources experience

  or

  An equivalent combination of education, training, and experience that would reasonably be expected to provide the job-related competencies noted.

  CERTIFICATION, LICENSE AND SPECIAL REQUIREMENTS

  Certification is required in respective area(s): SHRM-CP or SHRM-SCP

  PHYSICAL DEMANDS

  The work is sedentary and requires exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects; may also require crouching, manual dexterity, hearing, kneeling, lifting, pulling, pushing, reaching, repetitive motion, speaking, standing, stooping, talking, visual acuity, and walking.

  WORK ENVIRONMENT

  Work is performed in a dynamic environment that requires sensitivity and responsiveness to changes that include goals, priorities, and needs of the organization and position.

  JOB CLASS

• Unclassified – At-will Employees who serve at the pleasure of the Clerk and do not have appeal rights should they be demoted, suspended, or terminated

  CAREER PATH

• Director
• Chief Deputy
• Clerk of Courts and Comptroller

To perform this job successfully, an individual must be able to perform the essential job functions satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the primary job functions described herein. Since every duty associated with this position may not be described herein, employees may be required to perform duties not specifically spelled out in the job description, but which may be reasonably considered to be incidental in the performing of their duties just as though they were actually written out in this job description.