Department:003-Human Resources
Reports To:Executive Director
FLSA Status:Exempt union representation:None
Date Approved By Department Director: / 1/12/15
Date Approved By Human Resources Department: / 1/12/15
Summary
The primary purpose of this position is to provide leadership in developing and executing human resource strategy in support of the Authority’s goals and mission. The position focuses on workforce planning, talent management, labor and employee relations, performance management, training and development, compensation and benefits.
All activities must support the Cambridge Housing Authority’s (“CHA” or “Authority”) strategic goals and objectives and produce results that accomplish the goals of the Human Resourcesdepartment (“HR” or “HR department”).
Qualifications
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skills, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Education and/or Experience
Bachelor’s Degree and at least five (5) years of human resources management experience,includingexperience in labor relations and negotiations, HR administration, recruitment, employee benefits, and training is required.Must possess experience in sourcing, interviewing, and hiring through focused employment programs, as well as in the development and maintenance of procedures related to affirmative action, compensation, benefits, etc. At least two (2) years of supervisory experience is required. Prior experience working in the public sector is desirable.Master’s Degree is desirable.Professional in Human Resources Certificate(PHR) or Senior Professional in Human Resources Certificate (SPHR) preferred. An equivalent combination of education and experience may be considered.
Technical Skills
To perform this job successfully, an individual should have strong knowledge of Human Resource Information System (HRIS) utilization, database, spreadsheet, e-mail, calendaring and word processing software.Proven ability to successfully negotiate union agreements. Working knowledge of ADP HR Systems is preferred.Must be able to learn other computer software programs as required by assigned tasks.
Essential Duties and Responsibilities
The below statements describe the general nature and scope of work being performed by this position. This is not a complete listing of all responsibilities, duties and/or skills required. Other duties may be assigned.
Management
- Translates the strategic and tactical business plans into HR strategic and operational plans. Evaluates and advises on the impact of long range planning of new programs/strategies and regulatory action as those items impact the attraction, motivation, development and retention of the people resources at the CHA
- Establishes credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues
- Leads and supports the HR activities of all Authority operating departments; works with CHA staff to meet their HR needs
- Manages the day-to-day functional operations of the HRdepartment; develops and administers departmental programs, plans, and policies
- Organizes, plans, and implements an effective HR program; prepares and updates plans and priorities; participates in the setting of program goals and objectives and evaluates the degree to which they are achieved
- Analyzes and resolves complex, precedent-setting HR problems, keeping the Deputy Executive Director informed of potentially controversial findings, issues, or problems with widespread impact; meets with senior management officials to present findings, explain the significance of conclusions, justify recommendations and answer questions on HR issues
- Participates in the formulation of budgets for the HRdepartment; conducts an ongoing review of budget expenditures; and submits related reports
- Supervises and effectively utilizes HR department staff
- Represents the HRdepartment in meetings with local district agencies and outside vendors
Employment and Recruitment
- Develops human resource planning models to identify competency, knowledge and talent gaps and develop specific programs for the filling of the gaps
- Develops and implements employment initiatives and strategies to successfully attract qualified candidates with emphasis on schools, internships, andCHA resident hiring
- Maintains working relationships with search firms, community agencies, affirmative action resources, placement agencies, and recruitment media
- Coordinates with CHA supervisors and keeps supervisors informed of the recruitment progress for open positions; tracks, manages and participates in the employment and orientation process for all employees
Employee/Staff Training
- Develops, modifies, and manages training policies, programs, and schedules, based on knowledge of identified training needs, Authority processes, business systems, or changes in activities or services
- Provides actual training and/or develops appropriate resources that will provide or complement training needs
Performance Management
- Counsels directors, managers, and supervisors in Human Resource management and employment-related issues in order to implement organizational objectives and minimize liability
- Develops and implements effectiveperformance evaluation programs for all CHA staff
- Manages the performance review process including staff notification, document tracking, and filing
- Provides training or consultation regarding the various aspects of the evaluation system
Benefits and Compensation Management
- Coordinates/conducts employee enrollment for all CHA benefits programs
- Communicates current benefits or changes to employees as required
- Manages benefit program vendors; researches, evaluates, and recommends additional and/or improved benefit plans for the Authority
- Directs compensation administration by ensuring that pay rates are in accordance with organizational policies and goals; designs, implements, and monitors classification and compensation systems
- Works with the Fiscal department to ensure accurate benefit deductions, changes, and effective dates
- Coordinates all compensation adjustments with the Fiscal department
- Assists with problem resolution as needed
Employee and Labor Relations
- Directs labor relations activities and maintains appropriate relations with union officials; hears and answers grievances according to contractual guidelines; resolves grievances in a manner that preserves management rights
- Participates in labor contract negotiations, including strategy development and bargaining; manages and administers the collective bargaining agreements; ensures that management personnel are fully aware of and in compliance with contractual provisions
- Develops and maintains employee assistance programs, distributes information, and makes referrals as needed
- Responds to labor contract/payroll questions and acts as a first line resource for problem resolution
Safety
- Manages the safety/loss control initiatives of the Authority
- Participates in safety/loss control projects, meetings, and inspections as required
Recordkeeping
- Manages the HRdepartment’s files according to Authority needs and legal requirements; ensures accuracy and efficiency in all recordkeeping activities; ensures that departmental filing is completed as required
Competencies
To perform the job successfully, an individual should demonstrate the following competencies:
Behavioral Competencies
Commitment:Sets high standards of performance; pursues aggressive goals and works hard/smart to achieve them; strives for results and success; conveys a sense of urgency and brings issues to closure; persists despite obstacles and opposition.
Customer Service: Meets/exceeds the expectations and requirements of internal and external customers; identifies, understands, monitors and measures the needs of both internal and external customers; talks and acts with customers in mind; recognizes working colleagues as customers.
Effective Communication: Ensures important information is passed to those who need to know; conveys necessary information clearly and effectively orally or in writing; demonstrates attention to, and conveys understanding of, the comments and questions of others; listens effectively.
Responsiveness and Accountability: Demonstrates a high level of conscientiousness; holds oneself personally responsible for one's own work; does fair share of work.
Teamwork: Balances team and individual responsibilities; exhibits objectivity and openness to others' views; gives and welcomes feedback; contributes to building a positive team spirit; puts success of team above own interests; able to build morale and group commitments to goals and objectives; supports everyone's efforts to succeed.
Leadership: Provides direction by clearly and effectively setting course of action for department and subordinates; manages performance by providing regular feedback and reinforcement to subordinates.
Job Competencies
- Thorough knowledge of key policies, procedures, functions, and staff in the HRdepartment
- Knowledge of learning theory, curriculum development,and a wide range of organizational development and training concepts, principles and practices
- Comprehensive knowledge of labor and employment practices
- Ability to administer labor contracts and HR policies and procedures
- Knowledge of compensation plan development and implementation, salary surveys and comparability studies, and benchmarking and job evaluation systems
- Extensive knowledge of employment and labor practices, as well as principles, procedures, and concepts for personnel recruitment, selection, placement, training, compensation, and negotiation
- Extensive knowledge of position classification concepts, principles, and practices
- Extensive knowledge of federal and state regulations related to benefits, including Section 125 cafeteria plans (flexible spending accounts) and pension programs
- Extensive knowledge of wage-and-hour laws and regulations, including maintenance, recordkeeping, and reporting requirements
- Strong ability to apply a wide range of local, state, and federal laws affecting HR programs
- Extensive knowledge of records management laws, regulations, processes, and procedures
- Ability to maintain confidentiality
Physical Demands
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to maintain a stationary position, operate computers and other office equipment, move about the office, attend onsite and offsite meetings, and communicate. The employee must be able to accurately exchange information in person, in writing and via e-mail and telephone. The employee must occasionally transport up to 10 pounds.
WorkEnvironment
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Office environment. The noise level in the work environment is usually moderate.
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Employee SignatureDate
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Employee Name (printed)
4816-2005-7870, v. 1
Cambridge Housing Authority
Director of Human Resources- Position Description
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