The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Manager.

The Broward County Human Resources is searching for a creative and forward looking individual to fill the vacant Human Resources Manager in the Labor Relations Section. The Broward County Human Resources Division provides services to a wide variety of diverse County organizations with the principal goal of serving the community and citizens of the County. To that end, the Broward County Human Resources Division has a culture of engagement and strives for continuous development and performance excellence.

The incumbent in this position works closely in conjunction with the Human Resources Director in the management and the administration of all Employee/Labor Relations activities and initiatives for Broward County.

These responsibilities include: positive and proactive relationships with eight bargaining units in an organization of over 6,000 employees. complex employment issues, collective bargaining activities, progressive disciplinary and grievance procedures, leaves of absence and FMLA, workplace violence and critical incidents, substance abuse and rehabilitation agreements, disability, reductions in force/layoffs and performance management issues, and outreach initiatives through training programs and consultation sessions. Also serves as a subject matter expert in the County’s ERP/HRIS implementation and updates of the Human Resources modules.

General Description:
Plans, directs, and coordinates Human Resources (HR) activities for Broward County.

Works under administrative supervision, developing and implementing programs within organizational policies and reports major activities to executive level administrators through conferences and reports.

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 management or closely related field.

(One year of relevant experience may be substituted for each year of required education.)

Requires six (6) years of progressively responsible HR professional experience specifically in the area of Employee/Labor Relations or closely related experience including four (4) years of supervisory experience or closely related experience.

Preferences:

Juris Doctor (Employment Law)
Master's Degree
HRCI-SPHR, IPMA-SCP, SHRM-SCP
HRCI-PHR, IPMA-CP, SHRM-CP
HR Certification from an accredited college
FPELRA FCLRP
NPELRA CLRP
Collective Bargaining/Management Experience.
Public Sector Employee/Labor Relations (Collective Bargaining, Union Environment, Grievance/Arbitration; Progressive Discipline, Leave (FMLA) & Performance Management).
Supervisory Experience
HRIS Experience (PeopleSoft)

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 Human Resources activities, as appointed, in labor relations.
Manages and provides overall direction to the appointed section staff.
Completes special projects and establishes new policies and programs that improve overall efficiency of the human resource functions in the agency.
Consults with all levels of management regarding human resources policies, procedures and programs specific to labor relations.
May conduct supervisory training sessions and coaching to improve supervisory practices.
Represents the County and the Human Resources Director, as assigned, in collective bargaining activities with employee union representatives, such as negotiating successor agreements and labor management committees with bargaining agents representing employee groups; participation during impasse proceedings, unfair labor practices, and arbitrations.
Manages complaint and grievance procedures, communications of these to employees and adequate follow up with management to resolve issues.
Initiates procedures for reviewing adverse actions taken by supervisors to ensure that such actions are defensible, and consistent with County policy. Investigates the facts of cases and determines whether disciplinary action is appropriate. Provides direction and training to supervisors in discipline and discharge cases.
Conducts pre-termination conferences, grievance meetings and supervisor/employee counseling sessions.
Acts for the Director in rendering decisions in such matters.
Assists all levels of management in resolving employee issues and concerns, including, but not limited to leaves of absence, workplace violence, substance abuse, disability, layoffs, and performance issues.
Initiates programs to improve the quality of supervision, primarily through training programs and counseling to improve knowledge of effective supervisory practices. May develop and present training programs for supervisors in discipline/discharge procedures, grievance handling and other topics.
Assists the Director in interpreting the provisions of labor contracts to supervisors.
May conduct supervisory training sessions in contract administration.
Keeps abreast of current developments in governmental employee relations and applies such concepts in carrying out the County's employee relations programs.
Reviews and recommends to the Director, policy changes which are needed to enhance employee/management relations.
Supervises Human Resources Generalists and others in carrying out employee relations activities.
Participates in outreach initiatives for the Human Resources Division and Labor Relations Section through training programs and consultation sessions with management and employees to improve knowledge of effective supervisory practices.
Participates as a subject matter expert (Labor Relations) in the County’s ERP/ HRIS implementation and updates of the Human Resources modules.
Performs related work as assigned.

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 (Work Environment)

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

None.

Competencies

Business Insight

Applies knowledge of business and the marketplace to advance the organization's goals. Leverages insights to shape and drive critical initiatives. Shares industry developments with the team; helps them grasp business and industry fundamentals and understand how they contribute.

Manages Complexity

Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Asks questions to encourage others to think differently and enrich their analyses of complex situations. Accurately defines the key elements of complex, ambiguous situations.

Balances Stakeholders

Anticipates and balances the needs of multiple stakeholders. Ensures that own efforts meet the needs and requirements of internal and external stakeholders. Works to identify all relevant issues and satisfy the interests of multiple stakeholders during the decision-making process.

Directs Work

Provides direction, delegating, and removing obstacles to get work done. Confirms mutual agreement on accountabilities, fostering strong coordination and minimizing duplicated efforts. Communicates delays or problems early so others can manage their own work schedules effectively.

Ensures Accountability

Holds self and others accountable to meet commitments. Measures and tracks team's and own performance, and helps the team learn from success, failure, and feedback. Adheres to, and enforces, goals, policies, and procedures.

Manages Conflict

Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.

Builds Effective Teams

Builds strong-identity teams that apply their diverse skills and perspectives to achieve common goals. Holds constructive dialogue with the team regularly; takes multiple perspectives into account when making decisions. Commits to and prioritizes the team's decisions in most situations; conveys team spirit.

Communicates Effectively

Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Disseminates knowledge, insights, and updates in a polished, precise, and compelling manner. Demonstrates a deep interest in others' comments. Creates rich documents and reports.

Drives Engagement

Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Readily includes people and ensures their efforts are recognized; seeks to learn from their success. Ensures that people understand exactly why the work is important and meaningful.

County Core Values

All Broward County employees strive to demonstrate the County's four core behavioral competencies.

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.

Americans with Disabilities Act (ADA) Compliance

Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request.

Emergency Management Responsibilities

Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned.

County-wide Employee Responsibilities

All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies.

All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression.

Human Resources Manager ( Labor Relations)

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