Human Resources Manager (Benefits Services)

Job Description:

Human Resources Manager (Benefits Services)

Description

THE POSITION

THIS POSTING WILL BE OPEN UNTIL FILLED

Application cut-off dates are weekly, every Monday .

With supervisor approval, incumbents may be eligible for intermittent remote work; however, they must physically reside within the Sacramento region or have the ability to regularly report to a City of Sacramento physical worksite with little notice.

The Benefit Services Manager manages the Benefit Services Division within the Department of Human Resources, which administers comprehensive health, well-being, and retirement benefits for more than 8,000 active employees and retirees. The division manages more than 30 benefit plans and 11 defined contribution and deferred compensation retirement plans, and is responsible for ensuring compliance with CalPERS requirements and other applicable laws, regulations, labor agreements, and City policies. The Benefit Services Manager also works closely with Information Technology, Finance, Payroll, Labor Relations, and other City partners to support accurate, efficient, and consistent Citywide benefits administration.

IDEAL CANDIDATE STATEMENT

The ideal candidate will be a knowledgeable, collaborative, and service-oriented benefits professional who demonstrates empathy and sound judgment when addressing the needs of employees and retirees. The successful candidate will possess a strong understanding of health, well-being, and retirement benefits, including the laws, regulations, labor agreements, and administrative requirements that govern public-sector benefit programs. Experience administering employee benefit plans and using PeopleSoft or other automated human resources information systems is required. The ideal candidate will be an effective leader and team player who can manage competing priorities, develop staff, and work collaboratively across departments. Strong communication skills and the ability to build trust and consensus with City leadership, recognized employee organizations, vendors, and other stakeholders are essential.

Under general direction, the Human Resources Manager (Rep20) performs complex managerial and analytical work in the management of a major division of the Human Resources Department; plans, administers, and directs one or more program areas including labor relations, recruitment, examination development and testing, classification and compensation, benefits administration and payroll and personnel actions, retirement, organizational development, training, equal employment, or other personnel program area; directs the work of human resources professionals; assures Division compliance with applicable laws, ordinances, and codes; establishes standards and expectations for the conduct of administrative investigations and disciplinary processes across City departments; and acts in the absence of the Director.

DISTINGUISHING CHARACTERISTICS

This management classification is populated with multiple incumbents. Human Resources Managers manage a major program or section of the Human Resources Division, assist the Director in administering the City's Human Resources Program, and act for the Director during absences. This classification is distinguished from Senior Personnel Analyst in that the Human Resources Manager manages one or more programs or sections while the Senior Personnel Analyst performs responsible professional personnel work in one or more programs or sections.

SUPERVISION RECEIVED AND EXERCISED

General direction is provided by the Director of Human Resources. Responsibilities include supervision of professional, technical, and clerical staff.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Develops and directs specific personnel programs including labor relations, recruitment, examination development and testing, classification and compensation, benefits administration and payroll and personnel actions, retirement, organizational development, training, equal employment, or other personnel program area to meet local needs; comply with Federal, State, City, and labor relations requirements and improve service to the public; writes proposals to secure funding; and, supervises grant or contract programs.
• Represents the Director of Human Resources before the Civil Service Board; makes presentations before various committees, hearing officers, and other decision-making or public interest groups; coordinates activities of Division with human resources staff, City Manager's Office, and City departments.
• Plans, organizes, trains, evaluates, coordinates, and directs the work of human resource professionals and technical staff; selects, hires, coaches, counsels, and disciplines staff and makes other personnel decisions; prepares and delivers performance evaluations.
• Evaluates and implements changes in work methods, determines workload methods and standards, and establishes measures of effectiveness; develops and monitors Division budget; justifies proposed expenditures; recommends changes to budget.
• Works with representatives of employee organizations; meets with management to resolve problems within area of responsibility; advises management on policy issues, the interpretation of various rules and agreements; and participates in the development of new or revised policies.
• Interprets and applies laws, regulations, rules, and policies; drafts, reviews, and analyzes existing and proposed codes, rules, and ordinances affecting area of specialty, and recommends and implements changes as needed.
• Participates in the development of a comprehensive labor relations program including goals, objectives, policies, and priorities for the City; serves as a resource to City management staff on complex labor relations issues including proposed disciplinary actions, sensitive grievances, contract interpretation , and the allocation of responsibility for administrative investigations.
• Participates in labor negotiations with assigned bargaining units and may serve as chief negotiator or back-up the Director of Human Resources in negotiations.
• Provides strategic guidance to staff on disciplinary appeals, grievance/arbitration appeals, and labor negotiations proposals.
• Develops avenues for departmental management to present concerns regarding contract proposals and the impact of such proposal on departmental operations.
• Participates in the development of long-range planning strategies for the City's Labor Relations Program with key City management staff to ensure that the Labor Relations Program is consistent with the City's strategic plan, and the mission, vision, and goals of the City Council.
• Assists in preparing reports, correspondence, memoranda of understanding; reviews and provides strategic direction regarding discipline letters, investigative reports, grievance responses, memos, settlement agreements, and other documents which either set policy or bind the city; ; including documents prepared by City departments and Labor Relations staff; determines when matters warrant direct involvement by the Labor Relations Division due to complexity, sensitivity, or risk exposure; assists in budget preparation and expenditure monitoring.
• Provides exceptional customer service to those contacted in the course of work.
• Other related duties may also be performed; not all duties listed are necessarily performed by each individual holding this classification.

QUALIFICATIONS

Knowledge of:

• Principles and practices of modern human resource management and public administration including labor relations, staffing, testing, examination development, recruitment, classification, organizational development, training, equal employment, salary administration, benefits administration, and retirement.
• Public relations techniques and practices.
• Effective practices used in collective bargaining.
• Federal, State, and local laws, regulations, codes, policies, and agreements in the public sector.
• Principles and practices of personnel management, including supervision, training, and performance management.
• Effective management principles and organization.
• Budget development principles and practices.
• Statistical concepts and methods used in human resources programs.
• Standard negotiating strategies, tactics, and impasse procedures; effective administration of grievance procedures.
• Current literature and trends in public and private sector human resource management.
• Principles of management rights, representation rights, and unfair labor practices.
• Practices used in public negotiations and patterns of arbitration decisions.
• Procedures for administering disciplinary appeals, including arbitration.
• Project management.
• Effective team building.
• Merit system principles.

Skill in:

• Use of modern office equipment including computers, and computer applications and software.

Ability to:

• Plan, organize, assign, and coordinate the work of Division staff; build a high performance workforce.
• Accurately analyze, interpret, and resolve a variety of complex human resource issues in accordance with applicable contract provisions, law, and regulations.
• Research, evaluate, and recommend policies and programs to comply with Federal, State, and local laws and regulations.
• Supervise, train, motivate, and evaluate Division staff.
• Communicate clearly and concisely, verbally and in writing; prepare and make public presentations.
• Perform the most complex human resources work independently.
• Establish and maintain effective working relationships.
• Conduct studies, analyze data, perform complex costing and impact analysis, evaluate alternatives, and develop recommendations for City programs, bargaining proposals, and to resolve problems or issues; train other staff in these areas.

EXPERIENCE AND EDUCATION

Experience:

Five years of progressively responsible administrative analytical experience in personnel programs, including a minimum of two years of advanced journey level or professional supervisory experience.

-AND-

Education:

A Bachelor's degree from an accredited college or university.

Substitution:

Additional qualifying experience may be substituted for the required education on a year-for-year basis.

PROOF OF EDUCATION

Should education be used to qualify for this position, then proof of education such as, but not limited to, university/college transcripts and degrees should be submitted with your application and will be required at the time of appointment . Unofficial documents and/or copies are acceptable.

An applicant with a college degree obtained outside the United States must have education records evaluated by a credential's evaluation service. Evaluation of education records will be due at time of appointment.

SPECIAL QUALIFICATIONS

Driver License:

The employee is not required to hold a driver license but must be able to arrange reliable and timely transportation through private or public transportation for attendance at off-site meetings, events, and trainings.

Other Requirements

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information.

ENVIRONMENTAL CONDITIONS

Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with members of the public or with staff under emotionally stressful conditions while interpreting and enforcing departmental policies and procedures.

WORKING CONDITIONS

May be required to attend meetings outside of regular working hours.

THE SELECTION PROCEDURE

Please note, the City of Sacramento's preferred method of communication with applicants is via e-mail. As such, please ensure you verify the e-mail address on your application, and check your e-mail frequently, including your spam and junk folders. All e-mail notifications can also be accessed through the governmentjobs.com applicant inbox.

1. Application: (Pass/Fail) - All applicants must complete and submit online a City of Sacramento employment application for further consideration by the next posted cut-off date;

• Employment applications must be submitted online; paper applications will not be accepted.
• Employment applications will be considered incomplete and will be disqualified:
  • If applicants do not list current and past job-related experience in the duties area of the "Work Experience" section. Note: Qualifying experience is based on full-time experience (40 hours per week). Qualifying experience is calculated to the full-time equivalent (pro-rated if less than 40 hours/week).
  • If "see resume" is noted in the "Work Experience" section; a resume will not substitute for the information required in the "Work Experience" section.
• Position/job titles will not be considered in determining eligibility for meeting the minimum qualifications for this position.
• Proof of education such as, but not limited to, university/college transcripts and degrees should be submitted online with your application. Proof of education will be required at time of appointment.

2. Supplemental Questionnaire: (Pass/Fail) - In addition to the City of Sacramento employment application, all applicants must complete and submit online responses to the supplemental questionnaire to the City of Sacramento Employment Office as part of the application process ;

• Responses to the supplemental questionnaire must be submitted online; paper questionnaire will not be accepted.
• Incomplete supplemental questionnaire will not pass the review process; omitted information cannot be considered or assumed.
• A resume will not substitute for the information required in the supplemental questionnaire.
• Possession of the minimum qualifications is not necessarily a guarantee for further advancement in the selection process.

3. Screening Committee: (Pass/Fail) - All applications received will be forwarded to the hiring department for review until the position is filled. The hiring department will select the most competitive applications for further consideration. Human Resources will only evaluate employment applications for the minimum qualifications, as stated on the job announcement, for applications selected by the hiring department.

4. Interview Process: Human Resources will forward applications to the hiring department. Those determined to be the most qualified candidates will be invited to participate in an interview process.

5. Conditional Hire: Upon receipt of a conditional offer, the selected candidate must complete and pass Live Scan/fingerprinting. If applicable, candidates may also need to pass a pre-employment medical exam, controlled substance and/or alcohol test, and possess any required licensure or certification prior to receiving a start date from the Department. Failure to meet these prerequisites will be grounds for withdrawal of your conditional offer of employment.

QUESTIONS:
For questions concerning this job announcement and the application process:

• Please visit https://www.governmentjobs.com/Home/ApplicationGuide for a comprehensive, step-by-step guide to the application process.
• For technical support between 6 AM - 5 PM PT, contact Live Application Support at 855-524-5627.
• Visit the City of Sacramento Human Resources Department website at https://www.cityofsacramento.gov/HR/employment;
• Send an email to [email protected] ; or

• Call the Human Resources Department at (916) 808-5726

Bilingual Pay
Did you know that the City offers bilingual pay? That's right, most labor agreements offer the option of providing employees with bilingual pay if the department deems it to be operationally necessary.

Pension Reform Act
The City of Sacramento is covered by the California Public Employees' Retirement System, and as such, must adhere to the California Public Employee's Pension Reform Act (PEPRA) of 2013. Please note that the provisions within this act may affect or impact an applicant's eligibility and/or selection for open vacancies at the City of Sacramento.

Equal Opportunity Employer
The City of Sacramento is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

Additional Information

Civil Service Rules: https://www.cityofsacramento.gov/content/dam/portal/hr/documentlibrary/CivilServiceBoardRules62012.pdf

Union Contracts: https://www.cityofsacramento.gov/HR/labor-agreements.html

Salary Schedule: https://www.cityofsacramento.gov/content/dam/portal/hr/documentlibrary/SalarySchedule.pdf

Closing Date/Time: Continuous

Salary:

$112,896.78 - $179,590.55 Annually