Human Resources Manager II (Special Duty Assignment)
- Summary
The Department of Natural Resources and Parks (DNRP) has an exciting special duty opportunity for current King County employees interested in growing their strategic human resources skills while leading a team of skilled professionals. This position serves as a strategic advisor and partner to the Wastewater Division (WTD) leadership and leads a team of eight professionals. Your work would involve daily interaction with senior-level management and multiple business units and it requires a strong understanding of the human resource strategies and tactics. The HR Manager II also participates in the development of department HR systems and contributes to countywide systems development.
This position reports to the Wastewater Treatment Division Director and works under the direction of the DNRP Human Resources Manager III. To learn more about the Wastewater Treatment Division click on the below links:
http://www.kingcounty.gov/environment/wtd/About.aspx
http://www.kingcounty.gov/environment/wtd/About/Vision.aspxWho may apply: This is a special duty assignment for current King County employees eligible for special duty assignments. If you are not a current King County employee, you are not eligible to apply for this position.
Recruitment Process: The selection process will involve an oral interview which is scheduled for April 23, 2019.
Work Location: King Street Center - 201 S Jackson St, Seattle, WA 98104Work Schedule: This full time special duty position works a 40 hour work week, Monday through Friday with some evening and weekend work as required. This position is exempt from FLSA provisions and is not overtime eligible.
Forms and Materials required: Applicants must submit a (1) King County Application and (2) letter of interest. The letter of interest should detail your background and describe how your education and/or experience meets the qualifications and has prepared you to perform the essential functions of the job.
Examples of Job Duties:Lead high-quality and timely HR Service Delivery by:
• Acting as the senior advisor for the full range of human resources and labor relations matters
• Ensuring quality and effective delivery of systems and processes for recruiting, developing, and retaining a high quality, diverse workforce that is prepared for the evolving business needs of the future
• Overseeing complex employee relations issues, investigations, grievance and Loudermill hearings, and arbitration or litigation processes
• Providing strategic advice, oversight, and support for the negotiation of collective bargaining agreements and grievance resolution through coordination with the Office of Labor Relations, senior management, and union managementModel best practices in managing employees by:
• Supervising, coaching, and motivating employees to do their best work
• Creating an environment of continuous learning and development of skills
• Fostering a model of every employee being accountable for high-quality service delivery; and,
• Creating a work environment that is welcoming to all employeesManage and lead division organizational development efforts by:
• Serving as a member of the WTD senior management team, providing strategic guidance and leadership on employee centered initiatives such as Investing in You to increase and foster employee engagement and enhance organizational performance
• In conjunction with the ESJ Program manager, division ESJ teams, and division leadership, overseeing the implementation of programs and practices that align with the ESJ Strategic PlanOur Ideal Candidate Will Have:
• In-depth, progressively responsible background in managing daily HR Service Delivery, or any combination of education and experience that clearly demonstrates the ability and skill to perform the scope of job duties of the position;
• Knowledge of how large organizations work, and are collaborative in their approach including how to get things done through formal and informal channels.
• Ability to provide leadership and guidance to staff for both day-to-day activities as well as longer term goal setting and employee professional growth.
• Skill and commitment to advancing equity, social and racial justice in HR practices.
• Knowledge and experience using Lean tools and monitoring performance measures and adjusting operations to meet service expectations and performance goals.
Contact Information: For any questions regarding this recruitment, please contact Prakash Meloot at prakash.meloot@kingcounty.gov.
King County offers a highly-competitive compensation and benefits package to all eligible employees. These benefits include county-wide paid medical, dental and vision coverage for yourself and all eligible dependents (spouse/state-registered domestic partner and children) who you enroll. Benefit eligible positions include -- Career Service, Career Service Exempt, provisional and term-limited temporary (TLT) employees working 20 hours/week or the equivalent of half-time or greater. These benefits become effective on the first calendar day of the month following the month in which the employee is hired; except if the employee's hire date is the first calendar day of the month, benefits begins on the day of hire.
More information about employee benefits is available on the county's website at: http://www.kingcounty.gov/employees/benefits.aspx
County Paid Benefits Include:
- Health Insurance (choice of several plans)
- Dental Plan
- Vision Plan
- Life Insurance -- lump sum equal to annual base salary
- Accidental Death and Dismemberment (basic and enhanced)
- Basic Long Term Disability (LTD) -- replaces 60% of earnings after 180-day waiting period
- Bus pass and other alternative transportation incentives
- Employee Assistance Program
- Making Life Easier Program
Holidays: 10 paid holidays per year plus 2 additional floating holidays administered through the vacation plan.
Vacation with Pay:
first 6 months of employment)- Beginning of year 6: accrual at 15 days per year
- Beginning of year 9: accrual at 16 days per year
- Beginning of year 11: accrual at 20 days per year
- Beginning of year 17: accrual at 21 days per year
- Beginning of year 18: accrual at 22 days per year
- Beginning of year 19: accrual at 23 days per year
- Beginning of year 20: accrual at 24 days per year
- Beginning of year 21: accrual at 25 days per year
- Beginning of year 22: accrual at 26 days per year
- Beginning of year 23: accrual at 27 days per year
- Beginning of year 24: accrual at 28 days per year
- Beginning of year 25: accrual at 29 days per year
- Beginning of year 26: accrual at 30 days per year
Sick Leave is accumulated at the rate of one day per month. There is no restriction on the amount of sick leave that can be accumulated and carried over to subsequent years. At retirement an employee will be paid 35% of their unused, accumulated sick leave. Non-represented employees and employees in certain bargaining units will receive this benefit as a payment to a VEBA account, which pays for post-retirement health benefits on a pre-tax basis.
Other leaves include:- Bereavement Leave (up to 3 days/year)
- Military Leave
- Family Medical Leave
- King County Medical Leave
- Jury Duty Leave
- Organ Donor Leave
- Executive Leave (for eligible FLSA-exempt employees)
Voluntary Benefits -- available at employee option and at employee expense- Deferred Compensation Plan (no employer match) IRS 457 Plan
- Enhanced Long Term Disability -- reduce waiting period/increase monthly
- benefit
- Additional Life Insurance -- 1 to 4 times your base annual salary for yourself and 50% of your enhanced amount for your spouse/domestic partner; and $10,000 for each child
- Additional Accidental Death and Dismemberment coverage for employee and family
- Credit Union membership
- Flexible Spending Accounts – Health and Dependent Care
- HRA Voluntary Employee Beneficiary Association (VEBA) Trust upon retirement
accuracy. If any information on this document conflicts with the provisions of a collective bargaining agreement (CBA), the CBA prevails. Also, in the event of any incorrect information in this document, applicable laws, policies, rules, CBAs or official plan documents will prevail.