Under general administrative direction, is responsible for assisting the Director in planning, directing, managing, and overseeing the activities and operations of the Human Resources Department. Coordinates assigned activities with other City departments and outside agencies and provides highly complex administrative support to the Director and city leadership. Advises and consults with City departments and staff at all levels to establish and implement human resources policies, procedures and best practices for HR Operations and personnel administration. Exercises direct supervision over assigned staff.

Essential Job Functions
Manages and participates in the development and implementation of human resources goals, objectives, policies, and priorities for assigned programs related to Recruitment, Employee Relations, Organizational Development and City-wide compensation and classification projects.

Assumes management responsibility for assigned services and activities of the Human Resources department in the absence of the Director by supervising all divisions within the department.

Assists in managing the development and implementation of department goals, objectives, policies, and priorities for each assigned service area; establishes appropriate service and staffing levels and allocates resources accordingly.

Assists in acting as official departmental representative to other City departments, City Manager's Office, elected officials and outside agencies; explains, justifies, and defends department programs, policies, and activities; and negotiates and resolves sensitive, significant, and controversial issues.

Serves as the liaison for the Human Resources department with other City departments, City Manager’s Office, elected officials and outside agencies, by serving as a technical resource and subject matter expert in providing staff assistance and counsel in resolving sensitive and controversial issues by providing pertinent information, interpreting policy, and staying current on employment law and HR issues.

Participates in the development of Request for Proposals (RFP) to meet Human Resources needs by developing City Council agenda packets that may include hiring and recruitment suppliers, risk management, employment assistance services, drug and alcohol policy services, and benefits plan administrators; reviews contract proposals and makes recommendations for best vendor services.

Assists in managing and participating in the development and administration of the department budget and the established controls to stay within the operating budget for assigned areas; Identifies and develops new budget initiatives to help move the department forward; estimates funds needed for staffing, equipment, materials, and supplies; and assists in directing the monitoring and approval of expenditures; and directing the preparation and implementation of budgetary adjustments as necessary.

Assists in planning, directing, and coordinating, through department staff, the department work plan; meets with management staff to identify and resolve problems; assigns projects and programmatic areas of responsibility; and reviews and evaluates work methods and procedures.

Consults with management on employee grievances, disciplinary actions, discuss and provide advice on personnel problems and interpret policies and procedures on personnel related issues.

Duties related to Compensation Administration
Assists the Director of Human Resources by managing and participating in the development and implementation of goals, objectives, policies, and priorities for assigned programs for City-wide compensation and classification projects.

Responsible for recommending pay plans, salary structures and market adjustments that affect the major source of expenditures for the city.

Direct the job evaluation and classification process; provide leadership to the compensation team in their research, analyzation, and compilation of internal and external market data using compensation best practices and presenting recommendations to City and/or HR Director, based on trend analysis and point factor job evaluation.

Maintain and update City’s official pay plan(s); make recommendations for changes.

Direct the development of management studies, surveys, and analysis, including internal and external surveys.

In conjunction with the annual budget process, estimate the cost of proposed reclassifications with respect to salary and fringe; load annual merit/step increases for all City employees into HRIS.

Perform research to develop policy and procedure recommendations to director; review current policies and practices for compliance with federal and state laws and regulations.

Interpret and apply policies and procedures to ensure coordination between written policy and actual practice; audit data repositories / HRIS to assure compensation data is accurate.

Act as a liaison with directors, managers, and/or supervisors regarding compensation procedures.

In collaboration with HR Operations, maintain City Job Analysis Questionnaires (JAQs) and job descriptions and work with department managers and supervisors when revisions are needed.

Knowledge Skills and Abilities
Requires a high level of critical thinking and excellent analytical skills to facilitate contract negotiations, resolve complex employee relations issues, and interpret federal, state, and local laws and the application of these laws into City procedures.
Knowledge of objectives, methods and problems of public administration.
Knowledge of the purposes, techniques and problems of personnel administration.
Knowledge of public relations, recruitment, job evaluation, training, employee relations, benefits, safety and office management.
Knowledge of pertinent Federal, State, and local laws, ordinances, statutes, and regulations.
Knowledge of personnel management policies and procedures.
Ability to analyze problems, provide alternatives, identify solutions in support of established goals, project consequences or proposed actions, and implement recommendations.
Ability to research, analyze, and evaluate best practices, trends and new service delivery methods, procedures, and techniques.
Ability to establish and maintain effective working relationships with City staff and officials, other government officials, community groups, the general public, and media representatives.
Ability to prepare statistical and narrative reports, analyzing program effectiveness and ensuring compliance with legal requirements
Ability to effectively administer a wide variety of administrative programs and activities.
Ability to develop, implement, and administer goals, objectives, and procedures for providing effective and efficient services for the City.

Minimum Requirements
A Bachelor's Degree in Human Resources, Business or Public Administration or a related field. Five years’ experience in progressively responsible positions within human resources and three years in management with exposure to the full array of municipal human resources functions, including recruitment and selection, compensation and benefits administration, training, organizational development, risk management, employee relations and civil service.

Background Check Requirements
Offer of Employment is conditional upon satisfactory completion of the following:
Criminal History Check

City of Arlington

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Assistant Director of Human Resources