King County’s Department of Public Health (DPH) seeks a seasoned people leader to fill the role of Human Resources (HR) Manager III. As a strategic advisor and partner for the department you will serve as a member of its leadership team. The role provides innovative, collaborative, and strategic leadership in the delivery of human resources (HR) services within DPH. This leadership is needed to transition the workforce from meeting today’s demands to being prepared for the evolving needs of the future. You will focus on the organization’s health and ensuring systems are in place to attract, retain, and engage employees while providing a model of sound people leadership practices.
The HR Manager III will support the efforts to align and effectively integrate County and division human resources programs and strategic initiatives. You will use your strong interpersonal skills to build and leverage relationships, build effective teams and networks at all levels in the County, influence change, and engage in effective problem solving. You will develop and conduct team development strategies both proactively and, when necessary, to improve team performance, effectively allocating resources to meet business needs.
This position is a working manager, so in addition to leading a team of highly skilled human resources professionals, you will proactively assess and resolve employee relations issues across the organization, interpret employment law, and apply HR policies and practices in a complex and ever-changing work environment. Our goal is to provide reliable, efficient, customer-focused human resources services while ensuring consistency and reducing organizational liability.
For full details and to apply, please go here: https://www.governmentjobs.com/careers/kingcounty/jobs/3840522/human-resources-manager-iii?department=DHR%20-%20Dept.%20of%20Human%20Resources&sort=PositionTitle%7CAscending&pagetype=jobOpportunitiesJobs
ABOUT THE DEPARTMENT
Public Health – Seattle & King County is one of the largest metropolitan health departments in the United States with 40 sites, a biennial budget of $1 billion, and 1400 employees, most of whom are represented by 11 collective bargaining units. The department provides a wide range of services such as preventing and treating communicable diseases, preventing chronic diseases and injuries, delivering health services to vulnerable populations, inspecting restaurants and other food establishments, providing emergency medical services, responding to health emergencies, and assessing the impact of these and other efforts on the overall health of the community.
The Department of Public Health (DPH) is a mission-driven organization that works to protect and improve the health and well-being of all people in Seattle and King County and focuses on the elimination of inequities in social and health outcomes for black, indigenous, and people of color. DPH has built a regional and national reputation for innovative programs and its work on equity. Like many jurisdictions, it is in the midst of multiple crises – leading the effort in King County to respond to the Coronavirus pandemic, helping launch and support the transformative work to respond to Racism is a Public Health Crisis, and managing funding and operational challenges exacerbated by the economic fallout from the pandemic.
COMMITMENT TO EQUITY AND SOCIAL JUSTICE:
As the only jurisdiction in the world named after Dr. Martin Luther King, Jr., one of the most influential civil rights leaders in our nation’s history, King County is a vibrant international community with residents that represent countries from around the world. It is a region with increasing diversity that cherishes the traditions of many cultures.
We have a deep commitment to equity and social justice and advancing practices, strategies, and policies that promote fairness, justice, and opportunity for all – in our workplaces and our communities. With this commitment, King County has adopted a pro-equity agenda to advance regional change and ensure that residents from vulnerable communities are incorporated into our emergency planning and public outreach efforts.
To learn more, please visit Human Resources Manager III | Job Details tab | Career Pages (governmentjobs.com)
The HR Manager III is an employee of the Department of Human Resources and reports to and works in collaboration with the DPH Deputy Director and the Human Resources Services Delivery (HRSD) Division Director for the County. This reporting structure ensures consistent delivery of HR policies and practices across the County, while supporting the unique and varied needs of each department’s line of business.
Successful candidates for this position will be able to clearly demonstrate skill and ability to:
- Serve as a strategic advisor within the DPH leadership team:
- Provide advice to managers on department HR policy and regulations, while balancing the need of consistency and alignment with County HR programs
- Communicate complex HR ideas effectively in multiple settings with diverse audiences
- Manage high-quality and timely HR service delivery including:
- Shape and implement systems for recruitment, development, and retention of a high quality, diverse workforce that is prepared for the evolving business needs of the future
- Oversee complex employee relations issues, investigations, grievance and Loudermill hearings, and arbitration or litigation processes
- Administer collective bargaining agreements and applicable laws including Fair Labor Standards Act, Americans with Disabilities Act, etc
- Build and lead effective teams:
- Allocate staff and resources to meet service delivery demands and workload fluctuations
- Coach, mentor, and develop direct reports as well as coach managers to do the same
- Set goals for high-quality and customer-focused service
- Measure progress on goal achievement
- Model best practices in managing employees:
- Engage and motivate employees to work to the full extent of their classification
- Effectively manage diverse groups of people and understand how organizations work
- Create an environment of continuous learning and skill development
- Foster a culture where every employee is accountable for high-quality service delivery
- Contribute to the creation of a work environment that is welcoming to all employees
- Promote an organizational culture that is focused on a shared mission, fosters continuous improvement (LEAN), and embraces equity and social justice for employees and the community
Experience, Qualifications, Knowledge, Skills
The ideal candidate for this role will:
- Have a strong human resources background and expertise; or any combination of education and experience that clearly demonstrates the ability to perform all the key deliverables and expectations of the position
- Bring a strong background in management and provide strategic leadership to multi-faceted organizations, including working collaboratively at all levels
- Be customer-focused and able to advise and partner with senior and executive level management on a variety of complex HR policies, procedures, and practices
- Be a champion for equity & social justice; understand that systematic racism and its long-term effects are pervasive in our society
- Be comfortable having candid and sincere conversations with all employees about race and equity in the workplace
- Design and maintain systems that encourage leader and employee engagement
- Resolve workplace conflict skillfully
- Have strong experience managing complex employee leave issues and programs
- Be able to manage multiple and competing priorities in a fast-paced environment effectively
Additional qualifications that will be helpful in this role:
- Proficiency with PeopleSoft
- Proficiency with the NEOGOV applicant tracking system (ATS)
- Demonstrated ability to manage change
- Experience engaging a team that is both on-site and remote
- Experience performing HR service delivery in a unionized environment
- Experience in the public sector, government or other municipal agency
If you are ready to bring your passion and enthusiasm for HR with a deep understanding and appreciation for the vital role it plays as a strategic partner in the department, we encourage you to apply. Please include a letter of interest that describes your skills, abilities and qualifications related to this role. Applicants who apply by Monday, February 20, 2023, will receive first consideration in the process.
For more information regarding this recruitment, contact: firstname.lastname@example.org.
The work associated with these positions will be performed either predominantly by teleworking or through a combination of teleworking, complemented with onsite work and meetings as needed. Employees will have access to shared workspaces at various King County facilities. Employees must reside in Washington state and within a reasonable distance to their King County worksite to respond to workplace reporting requirements.
Employees will be provided with a County issued laptop and must maintain a workspace with an internet connection (access may be supplemented in some situations) where they can reliably perform work and remain available and responsive during scheduled work hours. Please note that when an employee conducts work that is likely to bring them in contact with another individual, safety precautions are required, including the wearing of masks in some situations. King County is doing its part to reduce the spread of COVID-19 and remains committed to reducing our carbon footprint.
King County has a robust collection of tools and resources to support working remotely. The individual selected for this opportunity will be joining an innovative and progressive team that is redefining how we work as we transition to the department’s hybrid environment.
COVID-19 Vaccination Requirement
King County Executive Branch employees are required to be fully vaccinated against COVID-19. If you are the successful candidate for the position you applied for, the County will send you a conditional offer letter.
As a condition of employment, prior to a final offer of employment, you will be required to:
- submit proof of vaccination or
- have an approved request for medical or religious exemption and an approved accommodation. Philosophical, political, scientific, or sociological objections to vaccination will not be considered for an exemption or accommodation.
People are considered fully vaccinated against COVID-19 two weeks after receiving the final dose of a vaccination approved by the Center for Disease Control and Prevention (CDC).
The Executive Branch includes employees in the Executive branch, the Assessor’s Office, Elections, the King County Sheriff’s Office, and the Executive Office.
Forbes named King County as one of Washington State’s best employers.
Together, with leadership and our employees, we’re changing the way government delivers service and winning national recognition as a model of excellence. Are you ready to make a difference? Come join the team dedicated to serving one of the nation’s best places to live, work and play.
Guided by our “True North“, we are making King County a welcoming community where every person can thrive. We value diversity, inclusion and belonging in our workplace and workforce. To reach this goal we are committed to workforce equity. Equitable recruiting, support, and retention is how we will obtain the highest quality workforce in our region; a workforce that shares and will help advance our guiding principles–we are one team; we solve problems; we focus on the customer; we drive for results; we are racially just; we respect all people; we lead the way; and we are responsible stewards. We encourage people of all backgrounds and identities to apply, including Native American and people of color, immigrants, refugees, women, LGBTQ+, people living with disabilities, and veterans.
King County is an Equal Employment Opportunity (EEO) Employer
No person is unlawfully excluded from employment opportunities based on race, color, religion, national origin, sex (including gender identity, sexual orientation and pregnancy), age, genetic information, disability, veteran status, or other protected class. Our EEO policy applies to all employment actions, including but not limited to recruitment, hiring, selection for training, promotion, transfer, demotion, layoff, termination, rates of pay or other forms of compensation.
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