City of Austin - JOB DESCRIPTION

Human Resources Manager I

Under minimal direction, directs, manages, and supervises the activities and operations of all functional Human Resources (HR) areas for entire City departments with small-to-medium regular employee populations and/or complex operations or City-wide responsibilities.

1. Partners with executive management on HR programmatic analysis, in the achievement of objectives and in resolution of complex HR-related issues, providing direct operational oversight, advice, and analytical support within the assigned department. Ensures program efforts, policies, and programs are in alignment with goals and objectives of department as well as the City.
2. Supports and partners with senior leader(s) and City and Departmental Executive management to implement enhancements, monitor trends that could impact operations and efficiencies, improve policies and procedures, provide solutions and recommendations for practice and process improvements, and identify training needs and solutions to operational efficiency and service quality.
3. Develops and implements standard operating practices and procedures, as necessary.
4. Manages assigned budget and provides input to the annual budget process; prepares cost estimates and recommendations; monitors, administers, and controls budget allocation; authorizes expenditures; and recommends and justifies capital expenditures.
5. Directs implementation/administration on assigned project or process; assigns projects, sets schedules, and monitors task completion for timeliness, accuracy, and effectiveness; performs quality checks of program-related data and personnel, prepares and reviews reports to monitor and communicate performance results; and directs HR team in implementation of agreed upon actions until the problem has been resolved.
6. Communicates section/division, project, and program information to management and others; and represents the City at a variety of meetings, events, and on committees regarding services, programs, plans, and projects.
7. Serves as a liaison and advisor within department and between the Department HR and other City departments, agencies, and other external organizations by providing guidance on, and interpretation of, applicable systems, policies, procedures, strategies, process work flows, and regulations; and monitors compliance with policies, regulations, laws, and program objectives.
8. Investigates and responds to complaints from managers and employees, and makes recommendations.

Responsible for the full range of supervisory activities including selection, training, evaluation, counseling, and recommendation for dismissal. 

• Knowledge of Federal, State, and Local laws and ordinances governing personnel and employment practices.
• Knowledge of HR and departmental processes, techniques, and methods.
• Knowledge of practices, methods, and industry trends related to coaching, program administration, management, and leadership development.
• Knowledge of supervisory and managerial techniques and principles.
• Knowledge of fiscal planning and budget preparation.
• Skill in oral and written communication.
• Skill in using computers and related software applications.
• Skill in handling multiple tasks and prioritizing.
• Skill in handling conflict and uncertain situations.
• Skill in data analysis and problem-solving.
• Skill in planning and organizing.
• Ability to maintain up-to-date knowledge/education as it relates to HR, the operations of the City, and/or its departments.
• Ability to understand key, cross-functional business issues to resolve issues through conflict management and coaching.
• Ability to analyze HR business needs and develop short- and long-range plans.
• Ability to train others.
• Ability to work with frequent interruptions and changes in priorities.
• Ability to quickly recognize and analyze irregular events.
• Ability to establish and maintain good relationships with other City employees and the public.

• Graduation with a Bachelor’s degree from an accredited college or university with major course work in a field related to job, plus six (6) years of related HR experience, including at least two (2) years of which were in a supervisory capacity.
• Experience may substitute for one (1) year of the required education up to a maximum of four (4) years.