Director - Department of People Operations

Job Description

Job Description

GENERAL PURPOSE

Under the administrative direction of the Chief of People Operations, this at-will management position within the Department of People Operations (DPO) assists in the overall management of the Department of People Operations including planning, organizing, administering, coordinating, reviewing, and evaluating the operations of the department; serves as the Chief of People Operations in the Chief's absence; and performs related duties as required. This position is responsible for providing leadership, strategic direction, and policy control on a department-wide level, and administrative oversight to assigned divisions. The work requires a high level of administrative and management skill, knowledge, and ability as well as demonstrated leadership. The incumbent exercises considerable initiative, judgment, discretion to make independent decisions within established legal and policy frameworks established by the Chief of the DPO, CEO, Board of Directors, and local, state, and federal laws.

The class is distinguished from the Chief of the Department of People Operations by the latter’s overall executive responsibility for the DPO policy, functions, services, and staff. The class is further distinguished from the DPO Manager by the latter’s responsibility for professional oversight and quality assurance for a set of major People Operations functions and services, and provision of the most complex professional work in labor and employee relations.

ESSENTIAL DUTIES AND RESPONSIBILITIES – (ILLUSTRATIVE ONLY)

The duties listed below are intended only as illustrations of the various types of work that could be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

• Develops and recommends department goals, objectives, performance plans, measures, work plans and standards.
• Assists the Chief in policy and strategy development, ensuring legal and policy compliance and consistency in department services and programs.
• Administers and coordinates day to day activities of the department, directly and through management and supervisory levels, coordinates and integrates overall department activities to improve customer service and ensures effective communication within the department and with other departments.
• Provides expert legal advice in relation to a myriad of legal matters.
• Consults and collaborates with other TPCP executives and managers on all aspects of department services, discusses organizational problems, and develops and coordinates alternatives and strategies for addressing those problems.
• Ensures the regular conduct of annual performance and development plans and evaluations for all department managers and staff. Advises managers and supervisors on appropriate handling of employee performance and conduct issues.
• Plans, organizes, and directs the operations, programs and activities of assigned divisions and functions.
• Directs efforts to improve and document department systems and procedures.
• Directs the development of a variety of analytical studies and reports.
• Leads, coordinates, or participates in high-priority TPCP and department-wide projects, establishing appropriate partnerships, facilitating meetings, removing barriers, and ensuring successful and timely project completion.

QUALIFICATIONS

MINIMUM:

A typical way of obtaining the knowledge, skills and abilities outlined above is through graduation from an accredited college or university with a master’s degree in public or business administration, human resources, psychology, or a related field; and five years of experience in a leadership position.

LICENSES; CERTIFICATES; SPECIAL REQUIREMENTS

· California driver’s license & current vehicle insurance/registration if driving; and,

· Reliable means of transportation capable of passing vehicle safety inspection if more than five years old excluding all modes of two-wheeled transport inclusive of bicycles, mopeds, and motorcycles.

·

Compensation: $110,240 - $119,329

KNOWLEDGE AND ABILITIES

Knowledge Of

• · Technical understanding of a broad range of human resources functions.
• Federal and state fair employment laws, regulations and related legislation including Equal Employment Opportunity, Americans with Disabilities Act and FEHA, Fair Employment Act, ADEA, FMLA/CFRA, etc.
• · Principles and practices of leadership and management including program planning, implementation, and evaluation, goal setting, personnel management, budgeting and fiscal administration, and contract management.
• · State and federal laws, regulations and case law pertaining to California human resources administration and related personnel practices.
• · Theory and practices of organization analysis, organization behavior and systems, effective group leadership, conflict resolution and problem solving.
• · Functions and operations of a non-profit entity.
• · Modern technology, systems and computer applications related to the work.
• · Research methodology, policy development, report writing and basic statistical techniques.

Ability To

• Assist in directing and coordinating all aspects of human resources administration.
• Provide leadership skills, ingenuity, consensus building, and independent analysis.
• Develop, recommend, implement, and interpret goals, objectives, policies, procedures, and internal controls through best management practices.
• Plan, organize, and direct the work of staff through direct and indirect supervision; encourage and provide for staff's professional development.
• Delegate and provide administrative direction to management staff including coordinating activities of all divisions and functions.
• Explain and apply complex and often overlapping federal and state laws and county policies related to all aspects of human resources management.
• Conduct effective meetings and group problem solving, including interest-based methods.
• Analyze complex situations, assess alternatives, and administer relevant policies. Recognize consequences of proposed actions, negotiate mutually satisfactory solutions to problems, and implement or ensure implementation of recommendations.
• Direct, develop and implement internal and countywide communication strategies and plans for keeping employees, managers, unions, and others informed.
• Effectively communicate, both orally and in writing, including making presentations of recommendations and policies to public officials, commissioners, employees, employee representatives and community groups, to gain concurrence and cooperation through discussion and persuasion.
• Develop, document, and improve work procedures, processes, and systems.
• Direct the preparation of and/or prepare clear and comprehensive reports, correspondence, policies, and other written materials.
• Establish and maintain effective working relationships with those contacted in the course of the work, including County officials and managers, employee representatives, representatives of other governmental agencies, community, business and other groups, employees, and the public.
• Ability to get to multiple locations.

SKILLS

• · Leadership
• · Strategy development
• · Planning
• · Decision-making
• · Self-discipline
• · Organization
• · Emotional intelligence
• · Communication
• · Stress-management
• · Conflict-management
• · Teamwork
• · Driving