Human Resources Manager

Job Description:

Human Resources Manager

Description

Requirements

MOS Code: 42 B, 42 H (Army), 120 RL, 3320 (Navy)

Education and Experience : A Bachelor’s degree or higher in social or behavioral science, business or public administration or related field, and four (4) years professional human resource administration experience, including three (3) years in a lead or supervisory capacity.

Licenses and Certificates : Texas Class “C” Driver’s License or equivalent from another state.

General Purpose

Under direction, manage a division of the City’s Human Resources Department with accountability for ensuring citywide coordination of professional and administrative functions associated with delegated policies and programs through subordinate lead or supervisory staff.

Typical Duties

Plan, direct and review employment services if assigned. Involves: Oversee recruitment activities that include developing and implementing methods to effectively attract pools of qualified job applicants to adequately meet staffing needs, to include succession and workforce planning. Oversee examination activities that include developing, preparing and administering tests, verifying and validating results. Oversee application review and evaluation, and eligible candidates list preparation. Monitor selection methods including candidate interview processes. Oversee position requisition and applicant referral processes to ensure positions are filled according to applicable rules and regulations. Oversee the review of examination protests, analyze test data, recommend disposition, and propose and implement approved changes to unsuitable tests.

Plan, direct and review classification and compensation services if assigned. Involves: Oversee position analysis activities to establish, revise and abolish job classes that include devising and implementing methods to effectively collect job data, scheduling and assigning audits, studying organization charts and other job information, preparing and reviewing findings reports, writing or editing specifications, applying job classification and evaluation plans, determining occupational categories for regulatory compliance, and recommending approval or disapproval of working out of class requests. Oversee compensation analysis activities that include conducting and participating in market pricing surveys, comparing competitiveness of programs, reviewing individual pay adjustments, hiring offers and personnel contracts for adherence to standard practices, calculating cost estimates of short and long term budget effects of pay schedule alternatives and collective bargaining economic proposals, and making recommendations. Design or modify job and survey questionnaires. Analyze and consult with departments on such complex issues as organization and job design, occupational career lattices and capabilities required, pay equity and compression, and performance rewards and recognition.

Plan, direct and review organization development services if assigned. Involves: Oversee the development, coordination and execution of initiatives aligned with the overall business of the City to ensure employee retention and training effectiveness. Ensure planning, monitoring and appraisal of employee work results by training managers to coach and discipline employees; schedule management conferences with employees; hear and resolve employee grievances; counsel employees and supervisors. Collaborate with legal staff to interpret civil service rules and regulations or human resources administrative policies, advising employees and management on such human resources matters prescribe by incident or complaint. Oversee the administrative investigation progressive discipline, employee grievance, medical reassignment, tuition reimbursement and drug and alcohol testing process. Oversee the design, development, and delivery of skill-building activities, including training and development, career frameworks, which target individual development. Establish tracking and reporting of key human resources metrics, including return on investment for training and development programs. Use data and analysis to solve real-world human resources challenges. Maintain management guidelines by researching best practices, preparing, updating, and recommending human resources rules, policies, and procedures.

Plan, direct and review payroll processing and personnel records management if assigned. Involves: Coordinate and monitor data entry, quality control. Research or assign research to identify and solve systemic and individual problems, and complex issues associated with new and changed activities. Render expert technical advice to individuals and departments on implementing corrective measures, answering questions, and responding to subpoenas and open records requests. Represent the City and Department in hearings about and furnish information required to process workers’ compensation and unemployment claims, and for retirement service credit. Oversees leave management such as FMLA, LOA and collaborates on transitional duty and temporary accommodations under the ADAAA. Ensure maintenance and security of employee files. Analyze end user needs, and collaborate with other division heads and Information Technology to develop and install current and planned computerized payroll and human resource management system changes. Oversee ongoing data management services provided to City departments.

Represent department and provide technical guidance on issues for which functionally responsible. Involves: Remain up-to-date on changes, and advise department heads and others regarding applicable rules, regulations, ordinances, state and federal laws, and professionally accepted practices and procedures. Review, research and recommend innovations for existing or proposed plans, policies and processes to improve program effectiveness and service efficiency, and implement approved changes in conjunction with other human resources divisions. Participate in coordinating delivery of human resources services to departments. Respond to information requests by participating in special studies and preparation of comprehensive analytical reports on complex general human resources management issues and assisting in document dissemination. Attend Civil Service Commission, City Council, professional association and other meetings, as required.

Plan, direct and review the City’s employee benefits, risk management, worker’s compensation and safety services if assigned. Involves: Develop, recommend and implement approved, new or modified plans and employee benefits policies. Monitor delivery of services for adherence to terms of contracts and to evaluate third Party administrators (TPA’s) management of City health benefits. Oversee program planning and the development of informational materials. Investigate, research and respond with accurate materials to inquiries and complaints. Monitor information system(s) for timely and accurate recording of losses, claims, premiums and other risk related costs and experience factors. Coordinate the investigation of on-the-job injuries and reviews of Worker’s Compensation Claims. Oversee the development of accident prevention programs. Participate and make recommendations to the city collective bargaining unit in connection with employee benefits. Prepare analysis and reports on worker’s compensation cost and loss data. Prepare specifications for risk management and employee benefits bids in conjunction with purchasing and legal staff. Prepare and execute, with legal consultation, benefit documentation, such as original and amended plan texts, benefit agreements and insurance policies. Ensure prompt and accurate compliance with applicable federal, state and local regulations. Review and analyze changes in state and federal laws pertaining to benefits and report necessary changes to administration.

Perform division general and fiscal administration. Involves: Participate in setting performance goals and priorities that contribute to departmental mission. Prepare recommendations and justify division program and capital funding to assist in preparation of department budget and control expenditures. Plan, develop, implement and administer components of information system to establish and maintain timely and accurate reporting and recording pertaining to functions managed. Design databases and partner with information technology staff and outside consultants and vendors to provide Intranet access to applicable databases and end user training. Oversee preparation of activity reports.

Supervise assigned personnel. Involves: Schedule, assign, instruct, guide and check work. Appraise employee performance. Provide for training and development. Enforce personnel rules and regulations and work behavior standards firmly and impartially. Counsel, motivate and maintain harmony. Interview applicants. Recommend hiring, termination, transfers, discipline, merit pay or other employee status changes.

General Information

For complete job specification click here.

Note: Applicants are encouraged to apply immediately. This position will close when a preset number of qualified applications have been received.

Please note: Applicants with a foreign diplomas, transcripts and degrees must have all documents translated and evaluated by an agency of the National Association of Credential Evaluation Services (NACES) prior to submitting them to the Human Resources Department. Please visit www.naces.org/members for more information.

Important Note: The required Supplemental Questions and answers are considered an examination component and will generate a score.

Applicants are being tested on a conditional basis pending a review of minimum qualifications. Applications will be reviewed for applicants who pass the Supplemental Questions exam.

Per CSC Rules & Regulations, after review of the minimum qualifications for applicants that pass the Supplemental Questions exam, a passing score, combined with applicable seniority points and veteran points, will be used to create a list of candidates.

A résumé and/or other documents will not be accepted in lieu of a completed application. Comments such as “See résumé” are not acceptable and will result in the application being considered incomplete.

To qualify for this position, the required education, experience, knowledge, and skills must be clearly stated on your application’s employment history. We do not use any information on your resume to review if you meet the minimum qualifications for this position.

Failure to fully detail all experience and job duties in the application, or copying/pasting directly from the job specification, or responses referring to your résumé will eliminate you from consideration for the position.

BENEFITS

LIFE AND HEALTH INSURANCE

The City of El Paso is a self-insured entity with a third-party administrator for Medical and Pharmacy benefits. Basic Life Insurance Coverage is available at no cost to eligible employees. Additional Life Insurance and coverage for your dependents are also available.

Employees can select optional Dental, Vision, and Short Term Disability coverage. Employees also have the option to participate in a Health Savings Account or Flexible Spending Account (healthcare and/or dependent care for daycare expenses). All of these insurance and coverage options can be configured within a month of your new employee orientation date.

An Employee Assistance Program (EAP) with access to mental health sessions, therapy, and more is available at no cost. A trained counselors are also available to help you and your dependents cope with life’s stressors so that you can live a happy productive lifestyle.

The City’s Wellness Program seeks to promote better health and wellness amongst the workforce through various programs and incentives in which employees may choose to participate in, to include wellness education, fitness tests, biometric screenings, group fitness, health coaching and so much more!

Keep Learning, Growing & Reinventing Yourself! The City of El Paso's Tuition Assistance Program encourages employee personal and professional development by sharing educational costs with those employees who have successfully completed their original probation, and in turn retain a skillful workforce. Each year, employees can obtain Tuition Assistance for Degree, Certifications, Continuing Education, and Books & Equipment.

ELIGIBILITY FOR VACATION LEAVE

All regular employees who are regularly scheduled to work on an average, a minimum of twenty (20) hours per week, who have held a position in the City Service for a period of six months from date of employment, shall be eligible for vacation allowance as hereinafter set forth. Part-time employees shall accrue vacation leave at a pro-rated amount of full-time entitlement based on the number of hours that they are scheduled to work. Employees covered by collective bargaining agreements shall accrue vacation as provided in the applicable agreement.

Regular employees in the City Service shall accrue vacation credit at the following rates per pay period, calculated from the date of employment of each employee:

For 0 - 5 years of service (12 days):
40 hour per week employees - 3.70 hours per biweekly pay period

For >5 to 15 years of service (17 days):
40 hour per week employees - 5.24 hours per biweekly pay period

For >15 or more years of service (20 days):
40 hour per week employees - 6.16 hours per biweekly pay period

SICK LEAVE WITH PAY

Employees shall be entitled to accrue sick leave with pay in accordance with the Rules of the Civil Service Commission.

ACCIDENT WITH PAY LEAVE

The Amended Section 4.4 of the Ordinance shall become effective upon adoption and shall apply to occupational injuries and occupational diseases occurring on and after date of adoption. Occupational injuries and occupational diseases occurring before such date will be governed by the Ordinance in effect at the time of the date of injury or disease.

PREGNANCY LEAVE

A) Pregnancy shall be treated the same as any other temporary physical disability.

B) An employee on pregnancy leave shall use accumulated and unused regular sick leave time and then (unless granted use of special sick leave) shall be on leave without pay, unless the employee chooses to use any accumulated and unused annual leave.

C) An employee going on pregnancy leave shall give written notice to her department head with appropriate medical verification. Before returning to work from pregnancy leave, the individual will provide appropriate medical documentation releasing the employee to return to work, as is required for any individual who has been on leave for a temporary physical disability.

LEGAL HOLIDAYS

The following days are hereby declared legal holidays for all the City departments, provided that the provisions of this section shall not apply to members of the Fire Department whose duties are to prevent or extinguish fires, or to members of the Police Department whose duties are those of law enforcement: (Amended 10/03/95)

1. First day of January (New Year's Day)

2. Third Monday in January (Martin Luther King Holiday)

3. Thirty-first day in March (Cesar Chavez Day)

4. Last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. Fourth day of July (Independence Day)

7. First Monday in September (Labor Day)

8. Eleventh Day in November (Veteran's Day)

9. Fourth Thursday in November (Thanksgiving Day)

10. The Friday following the fourth Thursday in November (Day after Thanksgiving)

11. Twenty-fifth Day in December (Christmas Day)

12. Employee's Birthday

In addition to the above days, the following days are also declared to be legal holidays: 1. Any day designated as a holiday by City Council. 2. When any legal holiday falls on a Saturday, the preceding Friday shall be considered a legal holiday. 3. When any legal holiday falls on a Sunday, the following business day shall be considered a legal holiday.

Closing Date/Time: 9/16/2025 11:59 PM Mountain

Salary:

$70,510.00 - $110,510.00 Annually