Human Resources Officer (Human Services) at Broward County, FL

About the Department

The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Officer in the Human Services Department.

The Human Resources Officer position is an outsourced position provided by the County's Human Resources Division to the Human Services Department (Agency).  The position reports to the Agency and the County's Human Resources Division.  Organizationally, the position is part of a section within the Agency's Business Administration Division.  The position provides supervision for the Agency's HR section staff, manages human resources for the Agency as related to labor relations, staffing services, compensation, training and policy administration - inclusive of supervising and coordinating the work of support staff - and works independently under limited supervision, reporting major activities through periodic meetings.  Represents the Agency at Labor Management Committee meetings, labor negotiations, and related meetings.


General Description
 Oversees Human Resources for the agency as related to labor relations, staffing services, compensation and records, training, and policy administration, inclusive of supervising and coordinating the work of support staff.
 Works independently, under limited supervision, reporting major activities through periodic meetings.

Minimum Education and Experience Requirements

Requires a Bachelor's Degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field.
(One year of relevant experience may be substituted for each year of required education.)

Requires six (6) years experience in human resources professional work specifically in the areas of staffing, compensation, employee/labor relations, organizational development and/or benefits depending upon the area of assignment or closely related experience including two (2) years of supervisory experience.

Special Certifications and Licenses

None.

Preferences

• Master’s degree related to Human Resources Management/Labor Relations/Public Administration
• HRCI-SPHR, IPMA-SCP, SHRM-SCP or HRCI-PHR, IPMA-CP, SHRM CP
• HR Certification from an accredited college
• 2+ years of prior ERP/ATS/HRIS experience (PeopleSoft, NeoGov)
• 2+ years prior public sector employment/labor relations (union environment, grievance/arbitration, negotiations; progressive discipline, FMLA, performance management)
• 4+ years organizational training and development experience
• 4+ years developing & executing human capital strategies, workforce & succession plans
• 2+ years of Human Resources Management in a Human Services organization

Position Duties

The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.

Manages labor relations, directing disciplinary proceedings, preparing and reviewing related documentation; provides recommendations to supervisors and management regarding related County policies and procedures.

Provides guidance to staff regarding County policies and procedures; interprets human resources laws, union contracts, policies and procedures; maintains professional relationship with several agencies and agency groups/sections as required to ensure proper policies and procedures are implemented.

Provides supervision and direction to the agency's human resources support staff ensuring the accuracy and completion of tasks, assignments and special projects; makes recommendations regarding policies and procedures as related to safety, training, risk management, workers' compensation, and vendor management.

Coordinates full-cycle recruitment activities for assigned agencies including processing of requisitions, posting and tracking job announcements, advertising, evaluating applications, participating in interviews and onboarding activities, conducting selection interviews and pre-screening and rating applicants.

Coordinates and advises on disciplinary actions and employee grievance process; coordinates and advises on Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) related matters; participates and advises in labor negotiations.

Initiates classification actions such as creating and revising classification descriptions, salary reviews, and range reallocations; advises, reviews and coordinates position classification changes; conducts compensation analyses and market surveys; makes recommendations and processes salary adjustments and compensation plan changes.

Advises and assists supervisors and managers in performance management including employee development and performance improvement plans; prepares and delivers training, primarily to supervisory, administrative, and managerial staff, on various human resources-related topics.

Consults with agency directors, managers and supervisors regarding human resources related issues and strategies; participates in disciplinary, grievance, and related employee meetings.

Provides guidance to the Director and consults with the Human Resources Division in labor relations activities; recommends policies and procedures to improve existing programs; interprets and clarifies Federal, State, and local employment laws and collective bargaining agreements.

Performs related work as assigned.

Minimum Qualifications

Physical Demands

Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

None.

Other Qualifications

Competencies

• Business Insight

• Manages Complexity

• Decision Quality

• Plans and Aligns

• Ensures Accountability

• Manages Conflict

• Communicates Effectively

• Drives Engagement

• Collaborates: Building partnerships and working collaboratively with others to meet shared objectives.
• Customer focus: Building strong customer relationships and delivering customer-centric solutions.
• Instills trust: Gaining the confidence and trust of others through honesty, integrity, and authenticity.
• Values differences: Recognizing the value that different perspectives and cultures bring to an organization.