Bargaining Unit: Unrep - Zone 7 Confidential Mgmt (U61)
$110.26-$134.05 Hourly / $8,820.80-$10,724.00 BiWeekly /
$19,111.73-$23,235.33 Monthly / $229,340.80-$278,824.00 Yearly
Under strategic and policy direction from the General Manager, plans, organizes, directs and coordinates a comprehensive human resource and safety programs for Zone 7 Water Agency including classification and salary surveys, examining and recruiting, position control, employee and labor relations, employee benefits, affirmative action, grievance and disciplinary hearings, employee development and training; and performs other human resource and safety related functions as circumstances require; recommends to the General Manager solutions to mitigate Agency risk exposures and provide protection against loss to Zone 7 Water Agency assets (i.e., people, property, financial, environmental, and continuation of Agency operations); may be assigned to act as General Manager, and to perform related duties as required, which may include various on-call responsibilities; and performs related work as required.
This is a single position executive management classification with overall responsibility for directly managing through subordinate supervisors, all Zone 7 staff, budget and functions in the Human Resources and Safety Sections. Formulates and interprets Agency policies, procedures, goals, and objectives in support of the Agency’s mission and Board of Directors policies.
EXAMPLES OF DUTIES
NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all duties listed.
2. May be assigned to act for the General Manager in his/her absence, with the Board of Directors, the public, media, governmental agencies, private contractors and consultants, and others.
3. Develops, evaluates and implements policies, procedures, standards, goals and objectives related to functional areas of responsibility.
4. Performs or supervises long- and short-range planning to anticipate and prepare for agency human resources and safety programs, and implements the directives of the General Manager and Board of Directors.
5. Guides and directs subordinate supervisors in the selection, training and development, appraisal, recognition, documentation and discipline of subordinates. Provides direction and support services in these areas to other agency departments and divisions.
7. Plans, organizes, oversees and directs staff through subordinate supervisors, in all human resources and safety programs, including classification and salary surveys, examining and recruiting, position control, affirmative action, employee and labor relations, organizational development employee benefits coordination, affirmative action, grievance and disciplinary hearings, employee development and training; risk management, worker’s compensation and safety programs and performs other human resource and safety related functions as circumstances require.
8. Develops, oversees and directs staff through subordinate supervisors, in the evaluation and implementation of policies, programs and procedures; amends and interprets Agency rules, policies, and Memoranda of Understanding; applies Federal, State, and local regulations.
9. Represents the Agency as Chief Negotiator during contract negotiations and meet and confer sessions with employee bargaining units; assists in resolving sensitive labor relations problems; and confers with the General Manager on relevant matters.
10. Advises and confers with the General Manager and Agency Managers on agency programs and matters. Directs the preparation of a wide variety of periodic and special studies and reports as requested by the General Manager.
11. Evaluates activities of subordinate supervisors and assigns responsibilities; recommends improvements and modifications, prepares various reports on human resources and safety activities.
12. Supervises, evaluates and provides work direction and coordination for assigned staff; encourages professional growth and development through leadership and coaching; selects new personnel; resolves employee disputes, grievances, and problems.
13. Participates in strategic planning for the Agency and sets goals for the Departments to support the strategic plan; prepares and recommends long-range plans for Departmental services and programs.
14. Represents the Agency before external organizations, including other governmental and regulatory agencies, private entities, professional and community organizations, citizen boards and commissions, and the general public.
15. Develops safety and loss control programs and necessary training programs to minimize risk.
16. Performs all other related duties as assigned.
The ideal candidate will possess a combination of higher education and progressively responsible professional level experience that would provide the knowledge and skills relevant to the position. (Each candidate’s education and experience will be considered as it closely relates to the duties and responsibilities of the position.)
Possession of a Bachelor’s degree from an accredited college or university in human resources, business, or public administration or a closely related field.
The equivalent of seven (7) years professional/management human resources experience involving a combination of labor and employee relations, classification and compensation, recruitment and selection, health and safety, and/or training, which has provided the required knowledge and abilities and is inclusive of four (4) years of supervisory and table negotiations experience. (Additional experience may be substituted for degree on a year-for-year basis.)
Possession of a valid California Driver License required.
NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.
KNOWLEDGE AND SKILLS
NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.
• Principles and practices of public personnel administration, recruitment, selection, classification, benefits, workers' compensation, training, California public employee relations and employee relations.
• Applicable Federal, State and local laws and regulations relating to personnel administration and employer-employee labor relations.
• Principles and practices of policy and program development and implementation.
• Principles and practices of business correspondence, report writing, statistical concepts and methods including budget preparation.
• Principles and practices of effective strategic planning models.
• Principles and practices of labor relations/negotiations, grievances, and arbitrations.
• Principles and practices of effective alternative dispute resolution system design.
• Principles and practices of Safety programs, and CalOSHA compliance requirements.
• Principles and practices of effective leadership and staff supervision, including selection, training and development, techniques of effective interpersonal communications and relations, effective problem-solving and decision-making techniques, planning and delegating work, performance evaluation, positive recognition methods, and public employee progressive discipline;
• Interpret and apply policies, regulations and laws and advise management, supervisors and employees on personnel, employee relations, occupational safety, and related matters.
• Interpret administrative policies/procedures, MOU's and current personnel law.
• Analyze problems, identify alternative solutions, project consequences of proposed action, and implement recommendations in support of goals.
• Independently develop and administer a comprehensive public personnel program, including recruitment, selection, classification, benefits, and training.
• Provide supervision, training and work direction for assigned staff; select, train and evaluate staff and provide mentoring and coaching to subordinates.
• Analyze reports and policies; identify potential problem areas and suggest solutions.
• Present ideas effectively, orally and in writing.
• Utilize conflict management skills and effectively resolve controversial issues.
• Effectively motivate and develop subordinate staff and others to carry out the responsibilities of the Human Resources and Safety Sections to include the planning, development and implementation of comprehensive administrative programs of a broad scope and high degree of complexity pertaining to human resources and safety.
• Organize, direct and implement a comprehensive human resources and safety program.
• Prepare and administer a department budget.
• Develop and implement goals, objectives, policies, procedures, work standards, and internal controls;
• Establish and maintain cooperative and effective working relationships with a variety of representatives of public and private organizations, board members, Agency staff and the public;
• Maintain and exhibit discretion and integrity when handling sensitive information;
• Provide effective leadership in a diversely staffed organization, consistent with executive direction and agency values; and objectives in support of the Agency’s mission and Board of Directors policies.
• Read, understand, and accurately interpret complex rules, regulations, laws, legislation, policy, and guidelines applicable to functional areas of responsibility.
CLASS SPEC HISTORY
CSC Date: 5/20/2009
MH:cs Revised 8/17/10
CSC Date: 8/25/10
Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*:
For your Health & Well-Being
For your Financial Future
For your Work/Life Balance
*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change.
** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.