Administers the delivery of human resource management services in the area of classification and compensation to departments and employees. Develops partnerships with management, departments and employees.
This job reports to: Human Resources Director
Assists with strategic planning by identifying and forecasting organizational needs, conducting research, observing and communicating with professional human resources organizations and consultants about trends, and communicating recommendations to leadership.
Develops, analyzes, and evaluates classification and compensation plan objectives and revises City policies and procedures to ensure consistency and conformance with organizational structure and standards.
Monitors position reviews and evaluates job analysis reports of Human Resources staff to coordinate the implementation of classification and compensation plans and job analysis objectives.
Develops work methods and evaluates work performance of employees in Classification and Compensation division. This includes hiring, employee discipline, identification of training needs, and development/tracking of division goals.
Analyzes division rationale to defend decisions regarding classification and compensation as final Human Resources approver in related memorandum requests.
Reviews reports and compiles documentation to prepare evidence for annual dispute process and appears at related meetings or hearings to defend classification and compensation decisions made by the Department of Human Resources.
Conducts periodic staff meetings with Classification and Compensation employees and participates as a member of the Human Resources management team.
Coordinates classification functions with other Human Resources divisions to standardize minimum qualifications and special job requirements.
Consults with Human Resources managers and administrative staff to explain Administrative Directives regarding classification, organizational analysis, and other areas of personnel management.
Oversees periodic surveys of classification and compensation systems in other agencies to recommend changes in Class Evaluation Plan standards and application and participates in surveys initiated by other agencies.
Education Level & Type: Bachelor’s Degree
Experience: At least 5 years in human resources. At least 4 of required 5 years in a Supervisory capacity in a related functional area.
"Supervisory" is defined as having supervised at least 1 full-time employee.
FLSA Status: Exempt
Occupational Group Code: 10
Occupational Group Description: Personnel
EEO Job Category Code: A
EEO Job Category Description: Officials & Administration
Organizational Level: Administrator/Program Director
Bargaining Unit: No Rep
The following information pertains to driving requirements for this classification with the City of Tucson. Under "Driving Level" None, Secondary or Primary, refers to the driving responsibility as it relates to the essential functions of the classification. License Type, is just that, the type of Arizona Driving License required for the classification. If the position requires a Commercial Drivers License (CDL), the endorsements will be listed under "Endorsements." Under Safety Sensitive a "Yes" means employees with this classification are subject to pre-employment and random drug testing. License Type A,B,C,D,or M may require the use of personal or City vehicles on City business. Individuals must be physically capable of operating the vehicles safely, possess a valid license and have an acceptable driving record. Use of a personal vehicle for City business will be prohibited if the employee is not authorized to drive a City vehicle or if the employee does not have personal insurance coverage. Exceptions to classification driving requirement's may exist based on position.
Driving Level: Secondary
License Type: Valid and Unrestricted Class D - Driver
CDL Endorsements: None
Safety Sensitive: No
This description is not intended to limit or in any way modify the right of management to assign, direct and control the work of employees under supervision. The listing of duties and responsibilities shall not be held to exclude other duties not mentioned that are of similar kind or level of difficulty. They are intended to describe the general nature and level of work being performed by individuals assigned to this position.