INFRASTRUCTURE SERVICES PERSONNEL OFFICER

Recruitment #2207-4033-002

Introduction

Located on the western shore of Lake Michigan, Milwaukee is an urban hub bursting with energy. Milwaukee provides a casual sophistication – big city appeal without the big city hassles. We are accessible and affordable, and our residents are welcoming. Milwaukee has evolved through the years, bringing together its unsurpassed old-world charm with a breathtaking Art Museum, top-flight arts and cultural attractions, professional sports, lakefront festivals, recreational opportunities, and great restaurants.

 The City of Milwaukee is proud to employ a diverse workforce that is committed to providing exemplary service to the City’s residents. If you have a passion for being a part of an inclusive team of public servants, please consider the following opportunity.

Purpose

The Infrastructure Services Personnel Officer performs a wide range of employee relations functions, including those involving recruitment and retention, succession planning, training and development, professional development, and leave administration.

Essential Functions

Human Resources Management and Administration        

  • Coordinate all personnel administration with the DPW Administrative Services Division and the Department of Employee Relations (DER).
  • Collaborate with the DPW Infrastructure leadership team in anticipating operational issues, identifying resource needs, and aligning and managing HR programs and support to achieve objectives. 
  • Advise and recommend strategic HR solutions to attract and retain employees and improve service and delivery outcomes. 
  • Ensure compliance with state and federal employment laws, City Ordinances, Civil Service Rules, and work rules. 
  • Develop, disseminate and review departmental personnel and employment related policies, work rules and procedures, monitor compliance, and provide guidance and direction to managers and staff.
  • Serve as the departmental liaison to and attend meetings for the Finance and Personnel Committee and the City Service Commission. 
  • Prepare communications, including compensation and classification requests, salary ordinance and position ordinance changes and City Service Rule changes, in collaboration with leadership.
  • Serve as a trusted adviser to the leadership team and recommend strategic HR solutions to improve service delivery and outcomes

Performance Management, Staff Development and Workforce Planning         

  • Administer performance management systems and compensation programs to ensure effectiveness, compliance and equity.
  • Collaborate with sectional managers and the DER on-market studies, classifications, and job evaluations.
  • Assess employee learning, training and development needs; develop and deliver effective training programs for all DPW-Infrastructure employees. 
  • Provide guidance and direction to managers regarding employee performance; perform complaint investigations; implement improvement plans and disciplinary matters in collaboration with leadership.
  • Develop strategies to achieve and maintain staffing levels to ensure appropriate service levels. 
  • Collaborate with the DER on staffing functions, including job analysis and job evaluation, recruitment, interviewing, background investigations, pre-placement and placement requirements, and compliance with civil service rules and policies. 
  • Oversee onboarding and the probationary review process.
  • Develop and implement succession planning and workforce planning strategies in collaboration with leadership.
  • Establish and maintain employee engagement and recognition programs

Leave Administration and Racial Equity

  • Develop and oversee implementation of the department’s sick leave control policies.
  • Administer FMLA and other leave legislation, ordinances and policies; monitor usage.
  • Partner with DPW Safety to determine accommodations or leave options under the ADAAA.
  • Serve as the lead in racial equity and inclusion (REI) work within the division; develop and implement ongoing REI accountability measures and learning initiatives, in collaboration with leadership.

We welcome qualified individuals with disabilities who are interested in employment and will make reasonable accommodations during the hiring process in accordance with the Americans with Disabilities Act (ADA) of 1990, as amended by the Americans with Disabilities Act Amendments Act (ADAAA) of 2008.

Conditions of Employment

  • Please be advised that new employees are required to have received either both doses of the Moderna or Pfizer or one dose of the Johnson & Johnson vaccine prior to their employment start date or have an approved religious or medical accommodation prior to their employment start date.  You can find further information relative to the City’s Covid-19 Vaccination Policy here
  • Must be able to work some extended hours, weekends and/or holidays to provide service as needed for snow and ice control operations.

Minimum Requirements

  1. Bachelor’s degree in business, psychology, public administration or a closely related field from an accredited college or university.
  2. Three years of professional-level experience in the field of human resources management, including interpreting and applying laws related to selection, compensation, equal employment opportunity, and various types of leave.

Equivalent combinations of education and experience may be considered.  

NOTICE: Please do not attach your academic transcripts to your employment application. The hiring department will verify candidates’ education as part of the background screening process prior to extending any job offers.

Knowledge, Skills, Abilities & Other Characteristics

Technical         

  • Knowledge of human resource practices, including hiring, onboarding, FMLA procedures, succession planning, and recruitment and discipline procedures.        
  • Knowledge of the laws, rules, and regulations governing the practices and procedures of human resources; ability to provide current advice on human resources topics.         
  • Ability to interpret City ordinances and rules regarding employment, including the CSC rules and the Salary and Positions ordinances.         
  • Ability to use standard and enterprise computer applications such as the Microsoft Office suite, databases, Peoplesoft Human Capital Management (HCM), and time entry systems.         
  • Commitment to professional development and staying abreast of best practices in human resources management.

Leadership and Management       

  • Ability to have difficult conversations with staff while conducting personnel investigations.         
  • Ability to perform well under pressure and handle sensitive or difficult inquiries and complaints.
  • Ability to effectively and positively represent the DPW- Operations Division before committees and the public.         
  • Ability to handle staffing and performance issues, including the implementation of performance improvement plans and discipline.         
  • Ability to develop and maintain departmental standard operating procedures.

Critical Thinking and Planning         

  • Skill in identifying complex human resources issues and reviewing related information to develop and evaluate options and implement solutions.         
  • Ability to employ innovative approaches to meeting and resolving critical issues.         
  • Ability to plan, organize, and prioritize work to achieve objectives within deadlines.        
  • Forward thinking, with sound business judgment to operate in a dynamic environment of rapid change.         
  • Analytical, problem-solving, and decision-making skills.          
  • Ability to maintain confidentiality.         
  • Ability to represent the department with professionalism, honesty, and integrity.         
  • Highly motivated and self-directed.

Communication and Interpersonal        

  • Written communication skills to develop business correspondence, document investigations, create reports, and draft and edit policies and procedures.        
  • Interpersonal and customer service skills to effectively develop and maintain working relationships with employees, co-workers, and management.         
  • Verbal communication skills to respond to questions from employees, managers, and administrators and to present before committees and groups.        
  • Ability to use tact and diplomacy when interacting with the public, elected officials, and City employees.         
  • Ability to work cooperatively, effectively, and fairly with coworkers and citizens whose backgrounds may differ from one's own.

Current Salary

Infrastructure Services Personnel Officer (Pay Range 2HX):

The current salary range (2HX) is $55, 962-$78,342 annually, and the resident incentive salary range for City of Milwaukee residents is $57,641-$80,692.  Appointment above the minimum is possible base upon level of experience and other qualifications and is subject to approval.

The City of Milwaukee provides a comprehensive benefit program that includes the following:

  • Defined Benefit Pension Plan
  • 457 Deferred Compensation Plan
  • Health and Dental Insurance
  • Paid Parental Leave
  • Comprehensive Wellness Program
  • Onsite Clinic Services
  • Onsite Employee Assistance Program
  • Alternative Work Schedules
  • Long Term Disability Insurance
  • Group Life Insurance
  • Tuition Benefits
  • Paid Vacation
  • 11 Paid Holidays
  • Paid Sick Leave and other paid leaves
  • Flexible Spending Arrangement
  • Commuter Value Pass

For full details of the benefits offered by the City of Milwaukee, please visit https://city.milwaukee.gov/der/benefits.

Selection Process

THE SELECTION PROCESS will be job related and will consist of one or more of the following: education and experience evaluation; written, oral, or performance tests, or other assessment methods. The Department of Employee Relations and the Department of Public Works reserve the right to call only the most qualified candidates to oral and performance examinations. Oral examinations may include written exercises. Selection process component weights will be determined by further analysis of the job.

INITIAL FILING DATE - The examination will be held as soon as practical after the deadline listed above. Receipt of applications may be discontinued at any time after this date without prior notice. However, recruitment may continue until the needs of the City have been met. Qualified applicants will be notified of the date, time, and place of the examination. Unless otherwise required by law, the City of Milwaukee will not provide alternative test administration. The applicant is responsible for attending all phases of the job selection process at the time and place designated by the City of Milwaukee.

Additional Information

APPLICATIONS and further information may be accessed by visiting www.jobapscloud.com/MIL       

  • Applications and transcripts should be submitted no later than the deadline listed above.         
  • If you would like assistance completing an application, please contact the Department of Employee Relations at (414) 286-3751 or staffinginfo@milwaukee.gov.        
  • The Department of Employee Relations is in City Hall, 200 E Wells St, Room 706, Milwaukee, WI 53202.  

Conclusion

EEO = 102

“The City of Milwaukee values and encourages diversity and is an equal opportunity employer.”



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