61 Human Resources and Personnel jobs

Base Rate 0.0000 Status NA Schedule NA Department NA Bargaining Unit NA Closing Date 5/29/2050 12:00:00 AM Description Attachments REQUIRED for a complete application for this position include: * copy of driver's license* * college transcripts* Minimum Qualifications Special Requirements Representative Examples of Work Physical/Environmental Demands Additional Required Information Supplemental information may be required with your application for this position. Check the TO APPLY section of this job posting to see what documents may be required. All required documents must be attached before you submit this application. THIS MAY REQUIRE THAT YOU SCAN THOSE DOCUMENTS SO THEY CAN BE ATTACHED HERE. In addition, the following information must completed and submitted with your application. Please save these file(s) to your hard drive, complete as necessary, and attach using the form provided below. Test

About Our Job This posting will accept applications until January 26th. Please apply as soon as possible. About Denver Human Services Denver Human Services provides support to one in three Denver residents. We envision a healthy community where people are connected, supported, safe, and well. Our services include food, cash and medical benefits, child support and veteran services, child welfare and adult protection, work opportunities, and more. If you are committed to supporting the health and strength of the community and want to be a part of an engaged workplace, we'd love to work with you! About Protection & Prevention Denver Human Services works to protect Denver's children, youth, adults, and elders by providing services and advocacy while promoting family stability, respecting diversity, and working to create and strengthen connections to community resources. We work to prevent abuse by providing education, resources, and support to parents, families, and community organizations. Denver Human Services is seeking a committed and passionate candidate to serve as Human Service Advocate for the CARE Center: Community Advocacy Recourses and Education. As an HSA, you will work with a team of Lead Social Workers, Senior Social Case Workers, FAAD Eligibility Workers, and Human Services Advocates developing strong relationships with the community partners to engage and strengthen families involved int Child Welfare, Child Support and all Human Services needs. As a Human Service Advocate, you will be expected to: Work in collaboration with DHS Social Case Workers, Outside Agencies and Partners and all Human Services employees to provide: -Customer Service - Interacts with customers in a friendly and professional manner, works to resolve issues quickly and effectively, and is knowledgeable about products and services. -Decision making - Specifies goals and obstacles to achieving those goals, generates alternatives, considers risks, and evaluates and chooses the best alternative to decide, draw conclusions, or solve a problem. -Influencing/Negotiating - Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. -Interpersonal Skills - Shows understanding, friendliness, courtesy, tact, empathy, cooperation, concern, and politeness to others and relates well to different people from varied backgrounds and different situations. -Oral Communication - Expresses information to individuals or groups effectively; considering the audience and nature of the information; makes clear and convincing oral presentations; listens to others, attends to nonverbal cues and responds appropriately. -Teaching Others - Helps others learn through formal or informal methods; identifies training needs; provides constructive feedback; coaches others on how to perform tasks; acts as a mentor. -Written Communication - Composes, reviews, edits, and issues written materials for diverse audiences and communicates purpose in a succinct and organized manner that is appropriate for context, time, and place. Additionally: Work directly with the CARE Center Trainers in all systems of care (Kinship Care, Fatherhood and Parenting classes, Kinship Orientation) Effectively document communication and contact with clients using appropriate documentation and reports in all DHS databases. Facilitate training sessions for the all curriculum. All CARE Center desk duties and additional duties assigned. Refer clients and customers to appropriate community resources Provides direct services to families including supervised visitations and in-home services, develops supportive relationships with families, and monitors the safety of children in the home and during supervised visitations. Participates in treatment planning with caseworkers and other professionals working with families, provides needed level of supervision based on the treatment plan, establishes specific goals with family members that support the specifications of the treatment plan, documents observations and interventions, and provides family members with productive feedback. Ascertains a family's current situation, works in conjunction with the family and the caseworker to determine priorities, and describes to family members available services and community resources. Provides hands on services to family members in an interactive manner including teaching parents household skills (cleaning/cooking), nutrition, budgeting, time management, parental education and other life skills. Provides families with information and available community services and resources and assists families develop informal community support systems. Documents case progress and contacts with clients and prepares monthly summary reports of each case. Testifies in Juvenile Court regarding parent/child interaction as needed. Performs other related duties as assigned. Any one position may not include all of the duties listed. However, the allocation of positions will be determined by the amount of time spent in performing the essential duties listed above. About You Our ideal candidate has: A Bachelor's in Social Work, Psychology, Education, Child Development, or closely related field Bilingual Spanish (verbal and written fluency) - not required Exemplary verbal and written communication skills Professional track-record of successful coaching, mentoring and being a positive role-model Extensive experience facilitating groups and handling difficult conversations Comfortability facilitating groups on medically accurate sexual health curricula. We realize your time is valuable so please do not apply if you do not have at least the following required minimum qualifications: Education Requirement Associate's Degree in Sociology, Psychology, Human Services, Child Development, or a related field. Experience Requirement One (1) year of experience providing services to families and children. Education & Experience Equivalency One (1) year of the appropriate type and level of experience may be substituted for each required year of posthigh school education. Additional appropriate education may be substituted for the minimum experience requirements. Licensure & Certification By position, requires a valid Driver's License at the time of application. About Everything Else Job Profile CA2650 Human Services Advocate To view the full job profile including position specifications, physical demands, and probationary period, click here . Position Type Unlimited Position Salary Range $18.41 - $26.88 Starting Pay $18.41 - $22.65 Agency Denver Human Services The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law. For information about right to work, click here for English or here for Spanish.

Job Summary HUMAN RESOURCES SPECIALIST Are you looking for an exciting opportunity in Human Resources? Come be part of a team that is working hard to create raving fans by delivering world class service! The purpose of this position is to work with other City departments to plan and coordinate human resource needs for new and current employees. This is accomplished by coordinating recruitment and hiring processes for both general, civilian and sworn entry and promotional positions; assisting with the group health and wellness programs; tracking and coordinating city-wide training offered through Human Resources; administering the drug/alcohol testing and records management; assisting with injury reporting, data entry, tracking and workers compensation reports; as well as processing paperwork and updating the HRIS/HRMS system relating to benefits, recruitment, retirement, out-processing and records management of such. Other duties include completing special projects, responding to customer concerns, issues and service requests, as well as interacting with other City employees, retirees and citizens. Essential Job Functions This information is intended to be descriptive of the key responsibilities of the position. The following examples do not identify all duties performed by any single incumbent. Essential functions described below are intended to demonstrate key responsibilities but are not all inclusive, and are subject to change. This position is primarily sedentary, but may occasionally lift up to 10 pounds, and requires the ability to move frequently as needed to teach, meet with others and attend meetings around the city. Essential functions are as follows: Participate in team or special projects that arise as needed. Identify process changes, update policies, procedures and document such. Implement new software related to business operations to ensure a smooth transition from current processes. Process all related electronic updates in the HRIS/HRMS system or paperwork necessary and related to job; scan to personnel files as needed on a timely basis. All other duties as assigned by a supervisor/manager within your department/division. Strong verbal and written communication skills are required; ability to communicate with diplomacy, confidence, effectiveness and clarity Ability to creatively identify issues, craft resolution and implement through application of sound business solutions and within business ethics, policies and culture. Functional Area Essential Duties: Benefits Administration/Risk Management/Wellness Programming: Assists with administering and coordinating proper safety and risk training programs, monitoring driving records, inputting, tracking and responding to employee and supervisor inquiries regarding on the job injuries, and worker's compensation Coordinates, organizes and tracks all city-wide training courses to include: soliciting for instructors, setting up courses in the HRIS system, ensuring all course materials are updated annually, assisting employees with registration, coordinating class locations, and set-up and clean-up of the classroom Assists with administering group health insurance program to include annual enrollment, benefit activities and communication, education and/or training materials; lead/develop benefits education for new-hires (including Onboarding/New Employee Sign-In), retirees, employee outreach or other similar programming to enhance knowledge of benefits; Administer, program, plan and coordinate all activities surrounding wellness including: annual health fair and related screenings; monthly wellness activities, campaigns, calendar and communication tools; schedules and leads monthly wellness committee meetings; monitors the wellness and workout equipment budgets; locates and calls vendors for participation; and creates letters, maps, flyers, other communication pieces for vendors and employees. Coordinates leave functions to include Family Medical Leave (FMLA) and military leave for all departments and employees Works with active employees and retirees on benefit inquiries, elections, minor claims issues, troubleshooting, etc. Works with those planning on retiring to ensure all paperwork to retire is completed, sent to TMRS for processing and benefits are set up properly in the HRIS system; works with vendors to order retirement gifts, clocks, etc. Handles drug testing software reporting and entry for CDL, safety sensitive, FTA and random testing processed. Assists in annual FTA audit as needed to provide requested documents and reports. Amends policies and procedures as needed when issues arise or corrective action is requested by the FTA for transit drivers or other applicable changes city-wide. May be asked to coordinate and participate in additional related duties and projects as assigned by leadership Participates as an active member of the Employee Wellness Committee Recruitment/HRIS/Classification/Compensation: Coordinates the applicant and onboarding process by preparing advertisements, posting jobs, and screening applications. Coordinates out-processing with all employees leaving to ensure proper forms are provided and identified as well as going over all out-processing materials. Updates and creates job descriptions; enters new employee data into computer; assists with new employee sign in and my assist in New Employee Orientation event. Conducts civil service entrance exam processes Explains City policies and procedures to new employees. Conducts background investigations and coordinates e-verify processes for social security validation and administers pre-employment testing as needed. Works with all departments on challenges in hiring and/or recruitment processes. Works with Police/Fire and other large department recruitment teams as needed. Conducts or participates in job fairs as needed. Assist in volunteer recruitment as needed. May be asked to coordinate and participate in additional related duties and projects as assigned by leadership Participates as an active member of the Employee Recognition Committee and assists with planning and hosting various city-wide events, from ordering supplies, setup, take-down, vendor coordination, logistics, etc. Minimum Qualifications JOB QUALIFICATIONS: Education: HS/GED required. Bachelor's Degree preferred in Human Resources Management, Business Administration, or related. Experience: 1-2 years of experience in performing Human Resources related duties in any of the disciplines - benefits, recruitment, risk, wellness, classification, compensation, Chapter 143 - Fire and Police, retirement or related. Licenses : Valid Class C Driver's License required Certifications Required: None Reading : Intermediate - Ability to read and interpret vendor materials, business documents such as plan documents, forms, contracts, training materials, video training or applications. Math : Intermediate - Ability to deal with system of real numbers for analytics and analysis such as addition, subtraction, multiplication, statistics, etc. Ability to review and apply formulas using Excel for benefits, retirement and civil service related documents. Writing : Intermediate - Ability to review and prepare business letters or documents, applications, forms, job descriptions, plan documents, benefits materials, and video scripts; Ability to prepare minutes, agendas and materials related to civil service tests, eligibility lists and local rules; Ability to apply proper format, punctuation, spelling, grammar and appropriate parts of speech. Managerial : Receives direction. The employee normally performs the duty assignment after receiving general instructions as to methods, procedures, and desired end results. There is some opportunity for discretion when making selections among a few, easily identifiable choices. Assignment is reviewed upon completion. Budget Responsibility : Has little to no budgetary responsibility. Supervisory / Organizational Control : No responsibility for the direction or supervision of others. Complexity : Work involves choices of action within limits set by standard practices and procedures. Some use of judgment applies in limited circumstances when implementing new programs, processes and/or software related to the job. Interpersonal / Human Relations Skills : Work may require providing advice to others outside direct reporting relationships on specific problems or general policies. Contacts may require the consideration of different points of view to reach agreement. Elements of persuasion may be necessary to gain cooperation and acceptance of ideas. Closing Date/Time: 1/31/2020 12:00 AM Central

Requisition Number: 59349 Department: Human Resources The City of Fort Worth has a Sr Recruiter job available in our Talent Acquisition Divison. You will contribute to the development of our recruiting strategy to achieve our organizational goals. You'll manage recruitment within an assigned set of departments and be a partner to your hiring managers and their teams. Sr Recruiter job duties include the following: Partner with hiring supervisors to understand their business and recruitment needs Manage and execute the hiring process for entry-level, mid-level, and executive-level full-time positions as well as seasonal and intern positions Provide regular feedback to hiring managers on status of recruiting activity and any challenges being faced Build personal networks and social network connections Identify passive candidates and develop/manage sourcing strategies that address strategic business needs/goals Perform behavioral interviews with potential candidates to assess qualifications and job fit Advise hiring managers on the recruiting process and best practices to increase efficiency and reduce cycle time to meet hiring needs Proactively manage the interview process, accounting for all candidates interviewed and ensuring proper documentation Participate in local job fairs, hiring events, and other networking events on an ongoing basis Facilitate citywide trainings on an ongoing basis Conduct phones screens and sourcing Minimum job qualifications include: Bachelor's degree preferred but will substitute years of experience for education At least three years of experience in corporate recruitment or agency recruitment Preferred experience includes: Previous executive recruiting experience Closing Date/Time: 1/31/20

Position Description   Application Filing Deadline:  February 2, 2020 Exam #:  P20/14H03/01JL PROMOTIONAL ONLY   This is a Promotional Only recruitment; open only to current regular Monterey County employees or previous employees on an active recall list. THE DEPARTMENT   Through collaborative partnerships, the Human Resources Department fosters organizational excellence in attracting, developing, and retaining a diverse and talented workforce to effectively serve our community. We provide leadership in shaping an inclusive culture that drives excellence and innovation. THE POSITION The Human Resources Department is seeking talented and motivated individuals to fill Personnel Technician - Confidential positions in our HR Services and Human Resources Information Systems (HRIS) Units. The incumbents will provide day-to-day direct support for various County systems and perform a wide variety of paraprofessional support activities. These individuals will instill confidence and be approachable. The incumbents will work closely with HR Analysts to ensure that the department consistently delivers exceptional customer service. The Eligible List established by this recruitment may be used to fill current and future vacancies on a regular full-time, part-time, or temporary basis, County-Wide. Examples of Duties Provides day-to-day Advantage HRM operations support to human resources personnel and the Auditor Controller Payroll Division. Responds professionally with accuracy and in a timely manner to new hire changes, employee requests for information and changes by reviewing and analyzing moderate to complex Human Resources transactions pertaining to employee pay, new hires, terminations and personal status changes according to established policies and procedures, collective bargaining agreements and laws. Works directly with Human Resource personnel (county-wide) and Payroll end-users. Responds timely to calls and inquiries. Coordinates the deployment and delivery of e-learning activities and resources, on-line content for Human Resources website, NEOGOV and LMS. Performs employee data management functions to include data entry, updates into and maintains data integrity of the Human Resources Information System and other related systems. Assists Human Resources Analysts with routine recruitment assignments and activities; prepares and maintains recruitment files; may assist with the development of recruitment plans, identification of targeted recruitment sources and other outreach activities, such as attendance at job fairs; develops and maintains mailing lists. Prepares and/or assists in the preparation of routine job announcements, supplemental questions or supplemental questionnaires, advertisement copy and placement for approval; coordinates the development, printing and distribution of recruitment materials. Assists Human Resources Analysts with examination and other testing activities: researches, coordinates and assists with exam development; schedules and coordinates the exam administration processes, including rating panels, subject matter experts, proctors, facilities, and materials; assists rating panels as necessary; proctors rating panels and tests; coordinates, monitors/proctors, and may participate in selection processes, such as interviews, pre-interview exercises, oral boards, written and/or performance tests; scores and records test results on an applicant tracking system. Uses a computer to input, access, process, maintain data, and generate reports and referrals from the NEGOV Applicant Tracking System; and maintains and processes Human Resources transactions in County's HRM System. Responds to inquiries from departments, applicants, other agencies, and the public regarding recruitments and status, personnel procedures, and other applicable HR activities. Collects, develops, prepares, coordinates, updates, and maintains a variety of reports, documents, correspondence, logs, record-keeping/files and databases, various records, policies, procedure manuals, and other information/data. May monitor and provide technical assistance on personnel/payroll transactions for compliance with Personnel Administration and County policies, collective bargaining agreements [MOUs], and other State, Federal regulations, rules and mandates. The successful applicant will have a proven track record demonstrating the following knowledge, skills, and abilities:   Working Knowledge of: Office administrative and clerical processes and procedures associated with Human Resources functions/Personnel staff, and which may involve independent judgment and require accuracy and speed. The general principles and practices of personnel administration in any of the following areas, including recruitment, selection, classification, compensation, employee benefits, employee relations, risk management, workers' compensation, Equal   Employment Opportunity/Affirmative Action, and training. Business English usage, including grammar, rules of punctuation, spelling, and vocabulary in order to format business correspondence and write reports. The use and operation of common office equipment, including copy machines, personal computer and related software applications i.e. Windows, Microsoft Word, Excel, Outlook and/or PowerPoint, fax, etc., and the application of automated data processing to business office operations. Computerized personnel systems. The fundamentals of data research, survey and analysis principles, practices and techniques in order to summarize a large body of information. Principles and practices of public relations and customer service. Record-keeping, alpha/numeric filing and other database/filing practices and procedures. Basic arithmetic and elementary statistics principles and concepts. Clerical practices and procedures.   Skill and Ability to: Establish and maintain good rapport and effective working relationships with departments, employees, HR staff, peers, subordinates, applicants, other external agencies, and members of the public. Gain cooperation from people over whom one has no authority. Organize and schedule work, set priorities, adjust to changing workloads, and meet critical and/or changing deadlines or priorities under pressure, perform a variety of duties requiring good judgment and problem-solving skills, and follow up on assignments with a minimum of direction as knowledge, skills and abilities are developed through experience. Manage multiple interruptions while still completing projects or work assignments.  Pay attention to detail. Identify and recognize problems of a sensitive or political nature. Evaluate and resolve potentially sensitive issues through discussion and persuasion in order to gain concurrence and cooperation. Use tact and discretion; exercise good judgment and problem-solving skills and initiative in making decisions; understand limits of own authority. Understand organizational and political implications of decisions. Understand and recognize when to refer sensitive and/or politically charged issues to superiors that are not within scope of own authority and responsibility. Maintain confidential files and confidentiality of privileged information. Set up and maintain complex, complete, and accurate records, files and/or other database/filing systems. Effectively organize and maintain recruitment, applicant, test, classification, employee, and/or benefits files, documents and fiscal data. Compile, research, interpret, and analyze a variety of informational materials and data, issues, and problems; prepare or develop information or reports; and recommend and/or implement appropriate action as directed. Identify and refer office, administrative, or other situations and problems to superiors as necessary. Operate standard office equipment, word processing equipment or personal computer to input, access and print data and reports. Learn to use the complex software required to operate the County Applicant Tracking System, email, and the Internet. Examples of Experience/Education/Training The knowledge and abilities listed above may be acquired through various types of education, training or experience. Typical ways to acquire the required knowledge and skills are listed below. Experience: Two years of progressively or increasingly responsible experience providing highly complex clerical or administrative support to management or professional staff, including one year of experience in Human Resources, in support of recruitment and selection functions, or in employee benefits. AND   Education: Completion of all coursework leading to an Associate's degree, or equivalent, from an accredited college or university. Additional Information Conditions of Employment: Possession of a valid California Class C Driver's License or the employee must be able to provide suitable transportation, which is approved by the appointing authority.   Benefits: Monterey County offers an excellent benefits package. To view the  "Unit ZJ - Unrepresented Confidential"  Benefit Summary Sheet, please visit our website or click  HERE . This information is not legally binding, nor does it serve as a contract. The benefits listed in the Monterey County Personnel Policies and Practices Resolution prevail over this listing. Notes: Employment is contingent upon acceptable documentation verifying identity and authorization for employment in the U.S.; a list of acceptable documents is available on the USCIS Form I-9. If you are hired into this classification in a temporary position, your rate of pay will be hourly, and you will not be eligible for the benefits listed in the summary.   Veterans and their widows/ers who within the past five years have served on active duty for 30 or more days in a 1) national or State military emergency or 2) military expedition for which a medal was authorized, may be eligible for Veterans' Preference Points. To apply, veterans must submit an "Application for Veterans' Preference" with their application materials by the application filing deadline.     Application and Selection Procedures   Apply On-Line! Our website:  www.co.monterey.ca.us/personnel   Applications may also be obtained from and submitted to: Monterey County, Human Resources Department Attn: Jovany Luna, Human Resources Analyst 168 W. Alisal Street, 3rd Floor Salinas, CA 93901 Email: LunaCorreaJ@co.monterey.ca.us | Phone: 831-755-5395   To assess applicants' possession of required qualifications, the examination process may include an oral examination, pre-examination exercises, performance examination, and/or written examination. The competitive examination process includes submittal of required application materials. A complete application package will include: A completed County of Monterey Employment Application Responses to the Supplemental Questions Applicants who fail to provide all required materials by the application filing deadline will not be considered. Resumes, cover letters, letters of interest, and other correspondence will not be accepted as a substitute for required application materials. All required application materials will be competitively evaluated. Those applicants that are determined to be the most appropriately qualified will be invited to participate further in the examination process.  EQUAL OPPORTUNITY Monterey County is a drug-free work place and an equal opportunity employer. The County seeks candidates who can make contributions in an environment of cultural and ethnic diversity. Monterey County provides reasonable accommodations for the disabled. If you believe you possess a disability that would require test accommodation, please call the Human Resources Analyst at (831) 755-5395. Closing Date/Time: 2/2/2020 11:59 PM Pacific

Introduction THIS IS A NEW ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended. Applications must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Applications will only be accepted on-line. Supplemental Questionnaire: A properly completed Supplemental Questionnaire must be submitted with each application. Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Failure to submit the Supplemental Questionnaire will result in disqualification. DESCRIPTION THE POSITION: The Human Resource Technician is a paraprofessional classification in the human resource series of job classes. Human Resource Technicians perform technical personnel administrative work. The successful candidate will be trained in technical human resource activities, and will perform these functions in support of professional staff. The Technicians may participate in a variety of tasks including but not limited to gathering and tabulating statistical human resource data, conducting initial research in various planning aspects of opening an exam or for other personnel programs or functions by gathering material from other agencies, reviewing questionnaires, scanning surveys for information, and examining history files. They may conduct initial investigations for operating departments in areas such as occupational health complaints, alleged discrimination, grievances, and affirmative action compliance. Technician will answers routine questions and may prepares routine correspondence relating to County procedures, rules and regulations, job opportunities, salary information, benefits, memorandums of understanding, and examination scheduling for county employees and the general public. Technicians may assist in constructing written examination or interview questions and may perform a variety of other technical human resources functions. CURRENT VACANCIES: Human Resources Technician is a countywide classification; positions in this class can be found in departments throughout Alameda County. This recruitment is to establish a countywide eligible list that can be used to fill vacancies in this classification during the life of the eligible list. Immediate vacancies can be found in the Alameda County Human Resources Services department and the Alameda County Health Care Services Agency. THE DEPARTMENT: The Human Resource Services Department provides state and local mandated support services to all County agencies, departments and to some special districts regarding: merit-based examinations, position classification, salary administration, grievance resolution, disciplinary appeals, labor negotiations, unemployment insurance, employee benefits, disability case management, training and organizational development and provides departmental personnel support services. The Department further supports the Civil Service Commission and its implementation of the Civil Service Rules. We pride ourselves in delivering high quality and timely human resource services in partnership with County agencies, departments nd special districts to enable our customers to reach their organizational goals. To learn more about the Alameda County Human Resource Services Department, please visit their website at: http://www.acgov.org/hrs/aboutus/ . Alameda County's Health Services Program is administered by the Health Care Services Agency and includes the following program areas: Behavioral Health Care, Public Health, Environmental Health, and Agency Administration/Indigent Health. The ultimate mission of the Health Care Services Agency is to provide fully integrated health care services through a comprehensive network of public and private partnerships that ensure optimal health and well-being and respect the diversity of all residents. Health Care Services Agency currentlyhasmultiple career opportunities for experiencedprofessionals to become part of a service delivery team dedicated to the optimal health and well-being of Alameda County residents. To learn more about the Alameda CountyHealth CareServices Agency, please visit their website at: http://www.acgov.org/health . THE IDEAL CANDIDATE: In addition to meeting the minimum qualifications listed below, the ideal candidate will be a detail-oriented, proactive individual with experience working in a Human Resource setting with: • A competency for appropriately following up and completing assignments and tasks, while paying close attention to detail and set processes; • A proven track record of consistently managing time and resources in a fast-paced environment to appropriately prioritize and complete identified goals and objectives; • A demonstrated history of identifying and understanding issues, problems, and opportunities; comparing data from different sources to draw conclusions; using effective approaches for choosing a course of action or developing appropriate solutions; taking action that is consistent with available facts, constraints, and probable consequences; • A superior command of both written and oral communication with experience interacting with various levels of management and the public, while concurrently demonstrating diplomacy, politeness and tact.; • A demonstrated ability to take initiative and work independently with confidence; and • A strong ability to be adaptable to changing situations and environments, with the capability to take instruction from multiple, senior-level staff members. MINIMUM QUALIFICATIONS Either I The equivalent of one year of full time experience as a Specialist Clerk I or equivalent or higher level class in the Alameda County classified service (non-classified includes District Attorney's Office, Hospital Authority, and the Consolidated Courts) working with County personnel policies, procedures and practices which would have enabled the applicant to acquire the abilities and knowledge listed below. Completion of the Alameda County Management Academy "Management & Supervision Certificate Program" may substitute for six (6) months of the required qualifying experience. OR II The equivalent of two years of full time experience working with personnel policies, procedures, and practices in a human resources operation of a large organization which would have enabled the applicant to acquire the abilities and knowledge listed below. (Possession of a bachelor's degree from an accredited college or university with a major in Human Resources may be substituted for one of the required two years of experience.) NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination. KNOWLEDGE AND SKILLS The most suitably qualified candidates will possess the following competencies: Knowledge of: • Current trends in human resources policies, procedures and practices. • English grammar, spelling and punctuation. • Basic mathematics and statistics. • Operation of office machines and equipment, including personal computers and word • Processing and spreadsheet software. • Basic interviewing techniques. Ability to: • Learn to perform human resources related statistical computations. • Establish and maintain record-keeping procedures and systems. • Understand and follow oral and written directions. • Gather and evaluate relevant information. • Establish and maintain effective working relationships with employees, the public and other agencies. • Communicate effectively both orally and in writing. • Perform detailed work accurately. • Compile and analyze data and reach logical conclusions. • Work with a variety of tasks simultaneously and prioritize multiple tasks. • Conduct fact-finding interviews. • Make public presentations. EXAMINATION COMPONENTS THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS: A review of candidates' applications and supplemental questionnaire to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process. A Pass/Fail WRITTEN EXAMINATION weighted at 50% of the candidate's final score. Candidates passing this test will move on to the next step in the examination process. An ORAL EXAMINATION, weighted as 50% of the candidate's final examination score. The oral interview may contain situational exercises. CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work. For more information on the Civil Service Selection process, please visit the "What You Need to Know" section of our website, www.acgov.org/hrs . Selection Plan Applicants will be informed via email with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency: TENTATIVE SELECTION PLAN Deadline for Filing: Tuesday, February 11, 2020 Review of Applications for Minimum Qualifications: Week ofFebruary 24, 2020 Written Exam: Week ofMarch9th, 2020 Oral Interviews: Week ofMarch23rd, 2020 WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County's Reasonable Accommodation Policy and applicable statutes. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing . Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statutes. For more information regarding our Reasonable Accommodation procedures, please visit our website: www.acgov.org/hrs BENEFITS Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being. These benefits include but are not limited to*: For your Health & Well-Being Medical - HMO & PPO Plans Dental - HMO & PPO Plans Vision or Vision Reimbursement Share the Savings Basic Life Insurance Supplemental Life Insurance (with optional dependent coverage for eligible employees) Accidental Death and Dismemberment Insurance County Allowance Credit Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance Short-Term Disability Insurance Long-Term Disability Insurance Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services Employee Assistance Program For your Financial Future Retirement Plan - (Defined Benefit Pension Plan) Deferred Compensation Plan (457 Plan or Roth Plan) For your Work/Life Balance 11 paid holidays Floating Holidays Vacation and sick leave accrual Vacation purchase program Management Paid Leave** Catastrophic Sick Leave Pet Insurance Commuter Benefits Program Guaranteed Ride Home Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts) Employee Discount Program (e.g. theme parks, cell phone, etc.) Child Care Resources 1 st United Services Credit Union *Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement. This provides a brief summary of the benefits offered and can be subject to change. ** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave. Conclusion All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @acgov.org and alamedacountyHR@acgov.org as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the 'My applications' button on the Current Job Openings page. Please take the steps recommended above to ensure you do not miss any notices about a recruitment for which you have applied. The County of Alameda is not responsible for notices that are not read, received, or accessed by any applicant for a County recruitment. NOTE: All notices are generated through an automated email notification system. Replies to the email box alamedacountyHR@acgov.org are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs . You may also contact the Human Resources Analyst listed on the bulletin for the recruitment for which you have applied. Monique Hill| Personnel Services Manager Human Resource Services, County of Alameda 510-208-4841 or email Monique.Hill@acgov.org www.acgov.org/hrs Alameda County has a diverse workforce, that is representative of the communities we serve, and is proud to be an equal opportunity employer. All aspects of employment are based on merit, competence, performance and business need. Alameda County does not discriminate in employment on the basis of, race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors protected under federal, state and local law. Alameda County celebrates diversity and is committed to creating an inclusive, and welcoming workplace environment. Closing Date/Time: 2/11/2020 5:00:00 PM

Posting Title Human Resources Manager II Job Requisition Number COA081482 Position Number 103713 Job Type Full-Time Division Name Police Headquarters Minimum Qualifications 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. Notes to Applicants Austin has a vibrant, eclectic culture known for its progressive community, its beautiful parks and lakes and inspiring cuisine. The City of Austin Police Department is looking for an influential, adaptive Human Resources Manager to support the largest and considerably complex organization. If you are an adept leader, exceptional at building relationships and creating collaborative solutions, the City of Austin Police Department encourages you to apply. *This position may close prior to closing date without prior notice. Pay Range $36.96 - $48.97 Commensurate Hours Monday-Friday; occasional evenings and weekends for special initiatives or to meet deadlines. Job Close Date 02/14/2020 Type of Posting External Department Police Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 715 E. 8th Street, Austin, Texas Preferred Qualifications Experience supporting a group of 2,500+ employees. Experience working in large public safety or government agency Experience performing in a multi-site environment. Ability to travel to multiple work locations Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. 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. 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. Develops and implements standard operating practices and procedures, as necessary. 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. 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. 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. 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. Investigates and responds to complaints from managers and employees, and makes recommendations. Responsibilities- Supervision and/or Leadership Exercised: Responsible for the full range of supervisory activities including selection, training, evaluation, counseling, and recommendation for dismissal. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. 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. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA City of Austin is committed to compliance with the American Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or TTY (512) 974-2445. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * This position requires a Bachelor's degree in a related field, plus six (6) years of relevant human resources experience, at least two (2) of which were in a supervisory capacity. One (1) additional year of experience may substitute for one (1) year of the required education up to a maximum of four (4) years substitution. Do you meet these requirements? Yes No * What is your experience working in human resources activities leading or supervising a group of human resources professionals? Less than 1 year. 1 to 2 years of experience in Human Resources. 2 or more years of experience in Human Resources. 1 to 2 years of experience but NOT in human resources. 2 or more years of experience but NOT in human resources. * Describe your experience developing strategic goals and objectives. (Open Ended Question) * Describe your experience identifying, analyzing, and recommending solutions for various human resources and employee relations concerns. (Open Ended Question) * Briefly describe your human resources compensation and classification experience? (Open Ended Question) * Do you have experience administering Leave Management, FMLA, Workers' Compensation, Return to Work and ADA? Experience in all Experience in 4 Experience in 3 Experience in 2 Experience in 1 No Experience * Please briefly outline your experience developing and providing program performance measures, statistical reports, and/or other quantitative data related to meeting goals and objectives? (Open Ended Question) * What is your experience in developing or revising policies and/or procedures in the field of human resources: Have no experience representing management or Human Resources in grievance, mediation or conflict resolution processes. 1 - 2 years experience in editing or revising policies and/or procedures. 1 - 2 years experience in editing or revising policies and/or procedures. 1 - 2 years experience in developing, editing and revising policies and/or procedures. 2+ years experience in developing, editing and revising policies and/or procedures. * What is your experience working in human resources in a civil service environment? No experience in human resources in a civil service environment (local, state or federal government) Up to 2 years experience in human resources in a civil service environment (local, state or federal government) More than 2 years but less than 5 years experience in human resources in a civil service environment (local, state or federal government) More than 5 years experience in human resources in a civil service environment (local, state or federal government) * Do you have experience working in a Public Safety Environment? If so, please check the amount of experience that you have in this area. 0 - 1 year 1 - 2 years 2 - 3 years 3 - 4 years 4 - 5 years 5 or more years I do not have experience in this area. * Please indicate below the approximate number of employees you have experience supporting as a Human Resources professional: Less than 100 100 to 500 500 to 1000 1000 to 2000 over 2000 * Describe your experience performing HR duties, tasks or responsibilities for multiple work sites or locations. (Open Ended Question) * This position requires traveling to multiple sites as part of the regular job duties. Will you be able to meet this requirement? Yes No * If identified as a top candidate, do you agree to a Criminal Background Investigation (CBI)? Yes No Optional & Required Documents Required Documents Cover Letter Resume Optional Documents

As an integral part of the Talent Acquisition leadership team, the Hourly Talent Acquisition Lead is responsible for overseeing all facets of recruiting activities for the talent acquisition team supporting Hourly Recruitment across all IG's. This individual will lead a team of Recruiters to deliver exceptional talent acquisition services to our stakeholders and partner effectively with our stakeholders, across the US. Additionally, this role will develop and execute talent acquisition strategies, provide internal and external labor market intelligence, build and maintain relationships at all levels of leadership. This role will proactively identify top talent that will flourish at ABM and this comes with an intense focus on delivering a memorable experience for both internal stakeholders and candidates. The TA Lead will drive a culture of continuous improvement and motivate a team of Recruiters to succeed and lead Talent Acquisition projects and initiatives. This is a highly visible leadership role with the highest responsibility to deliver consistent and flawless service execution to our stakeholders internal and external to our organization. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other minor duties may be assigned : Lead a Talent Acquisition team that will provide best -in-class recruitment, to include but not limited to, partnering with managers to develop a robust and effective recruiting strategy, maintain posted positions, source top talent, screen and interview candidates that align with the positions, extend offers, and deliver an overall exceptional candidate experience. Develop a trusted relationship with the business leaders, hiring managers, and human resources by participating in collaborative conversations and meetings to leverage a broad knowledge of the business and associated labor market; to determine the right talent pool, the first time. Monitor requisitions on an ongoing basis to ensure workloads are appropriately distributed between the team to maximize effectiveness. Maintain a high level of accountability with ensuring Recruiters partner with business leaders to establish and manage strategy delivery and execution. Monitor, track and report on recruiting efficiencies via various staffing metrics such as costs per hire, hire ratios, turnover, and others, to determine effectiveness and impact to the business. Identify trends, gaps and overall effectiveness of sourcing strategies. Enable a team of Recruiters by leading by example, mentoring, coaching and developing their performance alongside Talent Acquisition Managers. Provide insights and recommendations on recruiting strategies and best practices that contribute to the overall achievement of our vision: Deliver a world-class hiring experience to the following stakeholders: candidates, hiring managers, business stakeholders, and Talent Acquisition at large. Contribute to and lead various Talent Acquisition initiatives and projects that support of our vision and enable global scale and long-term success. To include but are not limited to; participating in evaluation, selection and development of Talent Acquisition processes, systems, technology and people, to maximize service delivery to the business. Ensure hiring, promotion, and job change practices within EEO guidelines are in sync with company philosophy and commitment to diversity and equality. Maintain applicant tracking system to ensure all applicant data is updated timely for accurate reporting and metrics/KPIs. Sustain a proficiency level with prioritizing responsibilities, i.e. leading a successful team and maintaining a req load as assigned. Minimum Requirements Minimum of (5) years of high-volume recruiting experience. Minimum of two (2) years of supervisory experience - preferred. Expertise and a proven track record of developing recruiting best practices, and candidate sourcing strategies. Exceptional verbal and written communication, interpersonal, consultative, and negotiation skills. Understanding of labor supply market trends and legal requirements. Expertise in developing and presenting strategic recruitment plans to internal clients and sourcing for hard-to-fill and critical positions. Applicant Tracking System experience. Customer-service focus with a "roll up your sleeves" attitude to make things happen. Passion to grow strong relationships across all levels of the organization. Endless curiosity to question the way things are and have the courage to develop them into what they can be. Proactive and data-driven approach to problem solving, drive to find root causes and fix them, despite challenges. Ability to work through ambiguity and maintain composure in a variety of situations. Passion for excellence backed by a track record of accountability, collaboration, and integrity. Location Los Angeles, CA 90001 US (Primary)Tustin, CA 92780 USABM is an EOE (M/F/Vet/Disability/Gender Identity/Sexual Orientation) California Consumers Notice http://www.abm.com/californiaprivacy Date posted: 01/13/2020

As an integral part of the Talent Acquisition leadership team, the Hourly Talent Acquisition Lead is responsible for overseeing all facets of recruiting activities for the talent acquisition team supporting Hourly Recruitment across all IG's. This individual will lead a team of Recruiters to deliver exceptional talent acquisition services to our stakeholders and partner effectively with our stakeholders, across the US. Additionally, this role will develop and execute talent acquisition strategies, provide internal and external labor market intelligence, build and maintain relationships at all levels of leadership. This role will proactively identify top talent that will flourish at ABM and this comes with an intense focus on delivering a memorable experience for both internal stakeholders and candidates. The TA Lead will drive a culture of continuous improvement and motivate a team of Recruiters to succeed and lead Talent Acquisition projects and initiatives. This is a highly visible leadership role with the highest responsibility to deliver consistent and flawless service execution to our stakeholders internal and external to our organization. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Other minor duties may be assigned : Lead a Talent Acquisition team that will provide best -in-class recruitment, to include but not limited to, partnering with managers to develop a robust and effective recruiting strategy, maintain posted positions, source top talent, screen and interview candidates that align with the positions, extend offers, and deliver an overall exceptional candidate experience. Develop a trusted relationship with the business leaders, hiring managers, and human resources by participating in collaborative conversations and meetings to leverage a broad knowledge of the business and associated labor market; to determine the right talent pool, the first time. Monitor requisitions on an ongoing basis to ensure workloads are appropriately distributed between the team to maximize effectiveness. Maintain a high level of accountability with ensuring Recruiters partner with business leaders to establish and manage strategy delivery and execution. Monitor, track and report on recruiting efficiencies via various staffing metrics such as costs per hire, hire ratios, turnover, and others, to determine effectiveness and impact to the business. Identify trends, gaps and overall effectiveness of sourcing strategies. Enable a team of Recruiters by leading by example, mentoring, coaching and developing their performance alongside Talent Acquisition Managers. Provide insights and recommendations on recruiting strategies and best practices that contribute to the overall achievement of our vision: Deliver a world-class hiring experience to the following stakeholders: candidates, hiring managers, business stakeholders, and Talent Acquisition at large. Contribute to and lead various Talent Acquisition initiatives and projects that support of our vision and enable global scale and long-term success. To include but are not limited to; participating in evaluation, selection and development of Talent Acquisition processes, systems, technology and people, to maximize service delivery to the business. Ensure hiring, promotion, and job change practices within EEO guidelines are in sync with company philosophy and commitment to diversity and equality. Maintain applicant tracking system to ensure all applicant data is updated timely for accurate reporting and metrics/KPIs. Sustain a proficiency level with prioritizing responsibilities, i.e. leading a successful team and maintaining a req load as assigned. Minimum Requirements Minimum of (5) years of high-volume recruiting experience. Minimum of two (2) years of supervisory experience - preferred. Expertise and a proven track record of developing recruiting best practices, and candidate sourcing strategies. Exceptional verbal and written communication, interpersonal, consultative, and negotiation skills. Understanding of labor supply market trends and legal requirements. Expertise in developing and presenting strategic recruitment plans to internal clients and sourcing for hard-to-fill and critical positions. Applicant Tracking System experience. Customer-service focus with a "roll up your sleeves" attitude to make things happen. Passion to grow strong relationships across all levels of the organization. Endless curiosity to question the way things are and have the courage to develop them into what they can be. Proactive and data-driven approach to problem solving, drive to find root causes and fix them, despite challenges. Ability to work through ambiguity and maintain composure in a variety of situations. Passion for excellence backed by a track record of accountability, collaboration, and integrity. Location Los Angeles, CA 90001 US (Primary)Tustin, CA 92780 USABM is an EOE (M/F/Vet/Disability/Gender Identity/Sexual Orientation) California Consumers Notice http://www.abm.com/californiaprivacy Date posted: 01/13/2020

About Our Job The City and County of Denver's Office of Human Resources (OHR) is seeking a skilled and seasoned Senior Employee Relations Partner. This position will collaborate with HR Business Partners, agency leaders and employees regarding employee relations matters. The ideal candidate has experience in analyzing and interpreting employment laws and policies, writing comprehensive disciplinary actions, and conducts investigatory interviews; utilizing recording methods, transcribing statements, and compiling fact-finding reports. Job responsibilities include: Provide counseling and guidance to team members on employee relations issues and investigates allegations of discrimination, sexual harassment, or any questionable behavior. Advise and consult with HR Business Partners, management and employees on employee relations issues to ensure compliance with rules, policies and procedures and relevant laws Conduct timely and objective investigations to include, scope identification, facilitating interviews and creation of Summary of Findings Under guidance of leadership and City Attorney's Office partnerships, recommends disciplinary action to include written reprimand, suspension, temporary reduction in pay, involuntary demotion or dismissal. Create comprehensive employee relations documents in adherence with our progressive discipline practices Track and record all disciplinary actions, and initiate data entry into ER case management and Workday systems. Review and provide direct support to agency management for timely responses to grievances and complaints while adhering to relevant policies and procedures Cultivate a strong client-oriented service rapport with HR Business Partner teams, and other internal partners, that is based on a high level of collaboration and inclusion Identify legal issues and risk exposure for referral to the City Attorney's office Provides formal and informal training for management/supervisory staff regarding applicable laws; policies and procedures; effective disciplinary application to support fair and consistent business practices About You Our ideal candidate: Possess a working knowledge of local, state and federal employment laws Exceptional customer service and responsiveness to employee relations matters Strong attention to detail and excellent problem-solving skills Must be able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action to support positive business outcomes Quickly build positive and credible relationships across all levels of the organization Strong written and verbal communication skills. Presents views and arguments well to a variety of audiences We realize your time is valuable so please do not apply if you do not have at least the following required minimum qualifications: Education requirement: Bachelor's Degree in Business Administration, Human Resources, or a related field. Experience Requirement: Five (5) years of professional human resources experience. Education/Experience Equivalency: One (1) year of the appropriate type and level of experience may be substituted for each required year of post-high school education. Additional appropriate education may be substituted for the minimum experience requirements. About Everything Else Job Profile CA2992 HR Business Partner Senior To view the full job profile including position specifications, physical demands, and probationary period, click here . Position Type Unlimited Position Salary Range $66,775.00 - $106,840.00 Starting Pay Based on education and experience Agency Office of Human Resources The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law. For information about right to work, click here for English or here for Spanish.

Position Information Beginyour County career as a Bilingual Human Services Aide I. Starting salary up to $21.13/hour* plusan additional $1.15/hour bilingual premium pay Sonoma County's Human Services Department (HSD) seeks highly qualified candidates for two fluent, bilingual Human Services Aide Ipositions in their Economic Assistance Division. The Benefits of County Employment When you join HSD,you become part of a strong work familythat makes a differencein lives of ourcommunity. We offer opportunities for growth, development, andthe ability to be a part of a rewarding work environment. In addition to the $600 cash allowance, you can also look forward to excellent benefits,* including: An annual Staff Development/Wellness Benefit allowance up to $500 and ongoing education/training opportunities Competitive vacation and sick leave accruals, 12 paid holidays, and an additional 8 floating holiday hours per year Significant portion of health care premiums paid by the County and access to several health plan options County contribution to a Health Reimbursement Arrangement to help fund post-retirement employee health insurance/benefits Retirement fully integrated with Social Security May be eligible forup to8 weeks (320 hours) of Paid Parental Leave after 12 months of County employment Eligibility for a salary increase after 1,040 hours (6 months when working full-time) for good work performance; eligibility for a salary increase for good performance every year thereafter, until reaching the top of the salary range With time and good performance, the opportunity for advancement toHuman Services Aide II ($23.66/hour) Bilingual premium pay is an additional $1.15 cents per hour on top of the hourly pay rate. Fluent (reading, writing, conversation) Spanishis required for these positions. Applicants who do not indicate they possess this skill will not be considered for this recruitment. A bilingual examination will be conducted prior to employment to confirm level of skill. The bilingual premium pay begins upon the assignment of bilingual work. *Salary is negotiable within the established range. Benefits described herein do not represent a contract and may be changed without notice. Additional information can found in the Service Employees International Union Local 1021 Memorandum Of Understanding (SEIU MOU) . About the Position Human Services Aide I is an entry-level position, providing routine non-technical assistance and supportive services to clients and staff. They act as a liaison between professional staff, disadvantaged individuals, and groups in the community, and: Greet clients; assisting them with questions and the completion of forms and applications Evaluate client service needs; providing information and guidance regarding various services and resources Schedule clients for meetings, workshops, and/or trainings Enter client information into databases and spreadsheets; generating receipts and reports Translate documents and conversations The ideal candidate will possess: Experience working with a diverse cultural and socioeconomic population Exceptional customer service skills, withan ability todiffuse stressful interactions A high degree of proficiency with word processing, spreadsheets, and database programs The employment list established from this recruitment may also be used to fill future English/Spanish bilingual full-time, part-time, or extra-help (temporary)positions as they occur during the active status of the list. The Civil Service title for this position is Human Services Aide I. About HSD & The Economic Assistance Division As the largest agency in Sonoma County government, HSD's mission is to protect vulnerable children and adults, and to promote maximum independence and well-being for individuals and families. The department is dedicated to providing quality, client-focused, cost-effective services and values the integrity, teamwork, leadership, and accountability of all staff. HSD works collaboratively at the federal, state, and local level to find creative solutions to human needs. To meet that goal, the department enjoys the support of other public and private sector partners, including other government agencies, community-based organizations, and business leaders. For more information regarding HSD's services please visit http://sonomacounty.ca.gov/Human-Services . The Economic Assistance Division offers benefits and services to our community by providing access and assistance to Federal, State, and County programs, such asMedi-Cal,CalFresh(formerly Food Stamps), County Medical Services Program (CMSP), and General Assistance. More information about the Divisionmay be found online, at http://sonomacounty.ca.gov/Human-Services/Economic-Assistance/ . APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Minimum Qualifications Education: Any combination of education, training and experience which would provide the opportunity to acquire the knowledge and abilities listed. The ability to read and write English and make arithmetic calculations for successful job performance. Completed coursework or training in sociology or psychology is desirable. Experience: Any combination of education, training and experience which would provide the opportunity to acquire the knowledge and abilities listed. Normally, recent experience, either paid or unpaid, in working with the problems of poverty and understanding various aspects of ethnic and cultural differences would provide such an opportunity. Experience performing customer service and/or clerical duties is desirable. License: Possession of a valid driver's license at the appropriate level including special endorsements, as required by the State of California, may be required depending upon assignment to perform the essential job functions of the position. Special Requirement: Designated positions will require the ability to speak and write a specified foreign language in addition to English. Knowledge, Skills, and Abilities Working knowledge of: Needs, problems, attitudes and behavior patterns of persons with varying socio-economic issues and backgrounds, and of the total community. Knowledge of: Cultural and human behavior to effectively deal with ethnically diverse clients and professional staff modern office procedures and practices. Ability to: Relate well to a wide variety of members of the community, including those with mental health or chemical/alcohol dependency challenges, and to representatives of public and private organizations providing services; complete necessary documentation and paperwork; work cooperatively and effectively with people from a wide variety of backgrounds including those with legal and family problems; learn the policies, procedures and services of the Human Services Department; learn and apply standards of client confidentiality; understand and act upon mandated child abuse reporter regulations; operate modern office equipment, including copiers, fax machines, printers, and computers; performing data entry using basic keyboarding skills; read and write English and make arithmetic calculations; communicate effectively both verbally and in writing and to understand and follow oral and written instructions. Selection Procedure & Some Helpful Tips When Applying Your application information and your responses to the supplemental questions are evaluated and taken into consideration throughout the entire selection process. You should list all employers and positions held within the last ten years in the work history section of your application. Be as thorough as possible when responding to the supplemental questions. You may include history beyond ten years if related to the position for which you are applying. If you held multiple positions with one employer, list out each position separately. Failure to follow these instructions may impact your competitiveness in this process or may result in disqualification. Please visit Getting a Jobwith the County of Sonoma to review more detailed information about the application, examination, and department selection processes. APPLICATION SUBMISSIONS REQUIRE THE SUPPLEMENTAL QUESTIONNAIRE BE COMPLETED. Responses to supplemental questionswill be scored using position-specific criteria. Please provide specific and detailed responses of a reasonable length to allow for thorough assessment of your qualifications. Responses which state "See Resume" or "See Application" may be considered insufficient and therefore may not be scored. The selection procedure will consist of the following examination: An Application & Supplemental Questionnaire Appraisal Examination (weight 100%) will be conducted to evaluate each applicant's application and supplemental questionnaire for satisfaction of minimum qualifications (pass/not pass); and for educational coursework, training, experience, knowledge, and abilities which relate to this position. Each applicant will be evaluated based on the following criteria: Relevance of work history, related experience, and achieved level of education and/or training as described in the application and responses to the supplemental questions. Candidates demonstrating possession of the minimum qualifications will be placed on an employment list in order of most qualified to least qualified based on the achieved score received in the Application & Supplemental Questionnaire Appraisal Examination. Scores may be adjusted based on such factors as number of candidates, anticipated vacancies, past practice, and natural breaks in the scores achieved by this group of candidates. ADDITIONAL INFORMATION A background investigation is required prior to employment. Candidates referred to departments for a selection interview are typically required to sign authorization and release forms enabling such an investigation. Failure to sign prescribed forms will result in the candidate not being considered further for that vacancy. Reference information will not be made available to applicants. Additional requirements, such as successful completion of a physical exam, drug screen, etc., may apply, depending on the duties and responsibilities of the position. If you receive a conditional job offer for the position, the requirements upon which the offer are contingent will be outlined in the conditional job letter. You may also review the Job Classification Screening Schedule to determine the requirements for this position. HOW TO APPLY Applications are accepted on-line at: www.yourpath2sonomacounty.org . Paper applications may be submitted by person, fax (707-565-3770), email, or through the mail. All applications and appropriate supplemental information as outlined in the job bulletin must be RECEIVED by the time and date specified on the first page of this job announcement. Applications received after the recruitment closes will not be accepted. The County of Sonoma prioritizes and is committed to continuously providing a workplace where equal employment opportunity is afforded to all people.Please view the County's Equal Employment Opportunity Policy for further information. HR Analyst: EP HR Technician: RR

HUMAN RESOURCES SPECIALIST-BENEFITS ADMINISTRATION 1920-43 HUMAN RESOURCES DEPARTMENT ROCKLIN CAMPUS Sierra College is seeking a full-time Human Resources Specialist-Benefits Administration in the Human Resources Department. Sierra College is a Community College located near Sacramento, California where a heavy emphasis is placed on academic excellence and student success. Since its founding in 1936, Sierra College has focused on quality instruction and meeting the evolving needs of the students and communities that it serves. The Sierra Community College District covers more than 3,200 square miles and serves the Northern California foothill counties of Placer and Nevada, as well as parts of El Dorado and Sacramento. We serve over 18,000 students throughout the region in both on-ground and online courses, including students at our main Rocklin Campus as well as at three centers located in Grass Valley, Tahoe/Truckee, and Roseville. Sierra College has a strong commitment to the achievement of equity and inclusion among its faculty, staff, and students and values the rich, diverse backgrounds that make up the campus community. A strong candidate for this position must demonstrate a profound understanding of and experience with successfully supporting individuals with varying backgrounds. This includes persons with disabilities, various gender identities and sexual orientations, as well as individuals from historically underrepresented communities and other groups. Our District is committed to providing strategies for success and proactive student-centered practices and policies focused on eliminating equity gaps. As an institution, Sierra College is committed to eliminating the equity gap in all student populations with dynamic, learner-centered practices and policies that fully engage the college community. The ideal candidate will share the College's commitment to helping its racially and socioeconomically diverse students develop the critical skills necessary to succeed in their degree and career objectives. Currently, Sierra College enrolls 18,300 students per term: 26% of Sierra College's students are Latinx, 3% are African-American, 2% are Filipino, 5% are Asian-American, 1% are Native American, 6% are multiracial and 57% are White. As a Hispanic Serving Institution (HSI), Sierra College understands that it has a great responsibility to the educational attainment and economic well-being of our students. The successful candidate will join a Human Resources Department dedicated to the use of use of culturally responsive teaching strategies and methods that meet the varying needs of our students and ensure a successful learning environment. Sierra College demonstrates its commitment to equity by supporting ongoing professional development for students, faculty, and staff. These opportunities include trainings and workshops on equity and inclusion, a Faculty Equity and Inclusion Certificate, SC4 (Sierra College Community, Creativity, Culture, and Collaboration Training), active Academic Senate standing committees concerned with student success and equity, a Presidential Equity Advisory Committee (PEAC), culturally responsive student engagement centers, support for our undocumented and AB540 students, campus-wide equity summits, a robust set of programs, events, and conferences related to equity-mindedness and supporting the success of our diverse students. Under general direction of the Human Resources Director, this position performs specialized functions supporting the operations and administrative functions of the Human Resources Department including Benefits Administration, Recruiting/EEO, Salary Administration, Compensation Analysis, Employee Relations, Leave of Absence Program Administration, Workers' Compensation Program Administration and Organizational Development. APPLICATION PROCEDURE Required Documents Please include a self-assessment that addresses the responsibilities and qualifications listed on the job announcement, including: The transferable experience, knowledge, skills and abilities to serve as a Human Resources Specialist-Benefits Administration. Evidence of responsiveness to and understanding of the racial, socioeconomic, academic, and cultural diversity within the community college, including individuals with different ability statuses (e.g., physical and/or learning) as these factors relate to the need for equity-minded practice in the campus community. Candidates must submit a Sierra College Online Application available at: https://sierracollege.hiretouch.com/ DEADLINE: Applications must be received by the Sierra College Human Resources Department no later than MONDAY, FEBRUARY 3RD 2020 . Late or incomplete applications will not be considered. Cover letters and resumes are not required but may be included if applicant so desires. Please note that letters of reference may be utilized during the reference checking process, but will not be provided to the hiring committee. Tentative Interview Dates: February 21, 2020 (Final Interviews 24, 2020) Tentative Start Date: March 2020 TRAVEL EXPENSES BORNE BY THE CANDIDATE EEO EMPLOYER Sierra College is an equal employment opportunity employer committed to nondiscrimination and the achievement of diversity among its faculty, staff, and students. Sierra College 5100 Sierra College Boulevard Rocklin, CA 95677 (916) 660-7105 hr@sierracollege.edu Persons with questions regarding reasonable accommodation of physical and other disabilities should contact the Sierra College Human Resources Department at (916) 660-7105. If you have limitations hearing or speaking, the State of California offers a specially-trained Communications Assistant (CA) that can relay telephone conversations for all of your calls. Dial 711 to reach the California Relay Service (CRS). Dialing 711 is for everyone, not just those who have difficulty hearing on a standard phone. If you prefer having your calls immediately answered in your mode of communication, dial one of the toll-free modality and language-specific numbers below. The call will be routed to the CRS provider. Salary & Benefit Information: Salary & Benefits: $28.12 hour, 40 hours per week, 12 months per year. Current work hours are subject to change in accordance with pertinent provisions of the collective bargaining agreement. Family coverage health, dental and vision insurance, P.E.R.S. retirement system, income protection, life insurance, sick leave, vacation, and holidays as provided according to District policy. Duties: EXAMPLES OF FUNCTIONS AND TASKS Representative Duties - The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices. PRIMARY FUNCTIONS Compile and maintain records, files, and employment-related reports, including reconciliations, audits, adjustments, historical data, etc. This includes the development and submission of benefits data for Federal, State, and Local agencies as well as Board Agenda items pertaining to employment actions. This may additionally include performing complex analysis of data and submitting statistics and trends for executive review. Administer the District's Benefit (health and welfare) Program including medical, dental, vision and life insurances, short & long-term disability (STD/LTD) insurance, State Teachers' Retirement System (STRS), Public Employees' Retirement System (PERS) pension programs, EAP, Wellness, 457 & 403(b) annuities. Coordinate communication of benefits information District-wide; assist new, active, retired, terminated, and COBRA employees with benefit selections, changes, concerns, and various issues related to health benefits program; coordinates open enrollment activities. Interpret employment laws and human resource regulations in the areas of benefits, employment policies and procedures, equivalency processing, credentialing, salary schedule movement and various other functions. Conduct New Employee Orientation Sessions as well as provide information regarding health and welfare benefits programs, HR/Payroll procedures, and language in the Collective Bargaining Agreements to new employees; this includes ensuring that all required employment documentation is obtained for new regular faculty, management, and classified employees. Input benefits information into District integrated database, including compensation and benefits, for all District employees (full-time permanent, part-time faculty, student and temporary). Provide technical assistance to District staff regarding their employment and/or benefit programs. This includes interpretation of CBA rules, employment laws, and new healthcare regulations relating to benefit programs. Develop and/or maintain collective bargaining agreements, salary schedules, employment eligibility and retirement forms, faculty and educational administrator contracts and a variety of other procedural information as required. May serve as initial contact for the Human Resources office and provide information to employees and the public on Human Resources programs and services; this includes providing employees with information on the Employee Assistance Program, Retirement, Employee Wellness, Leaves of Absence and Short/Long-Term Disability. Create and maintain personnel files. Complete and/or conduct employment verifications. Operate a variety of office equipment including computers and applicable word processing applications; composes correspondence. Perform related duties as required. SECONDARY FUNCTIONS (The Human Resources Department employs multiple Human Resources Specialists (HRS) each with a specific focus, yet all under the same job description. As such, the following Secondary Functions may apply as back up for other HRS positions or assigned to this position). May administer the District's Leaves of Absence Program. May evaluate and compute salary adjustments for employees based on range, step, longevity or other changes such as reclassifications and out-of-class assignments; submit data, salary rate and related information to payroll for processing. May perform complex compensation analysis, which includes evaluating and analyzing professional development credits for faculty movement on the salary schedules; researching personnel files and verifying employment, seniority, and/or other factors to determine movement on the classified/management salary schedules. This includes notifying faculty members and other employees of their movement on the salary schedules as well as submitting the necessary processing information to payroll. May evaluate applicant academic background of teaching credentials to determine compliance with minimum eligibility requirements for full-time and part-time faculty and educational administrator positions; determine placement on salary schedule; notify applicants and employees regarding eligibility for positions. May provide technical and procedural guidance to staff on recruitment and selection procedures including strategies for outreach and the design and use of candidate selection methods; consult with administrators District-wide on specific recruitment and selection activities. May prepare and distribute position vacancy announcements to newspapers, periodicals, external agencies, web sites, and other areas of access; work with publishing agencies, newspapers, and employment agencies to post and monitor activity relating to job announcements. May accept, control, and process applications for full-time, part-time and temporary positions; review applications for required information; develop, maintain and update applicant mailing lists and provide applicant pools to managers; maintain and update all recruitment files. May contact successful job applicants for interviews as well as correspond by letter to those not receiving interviews. Provide employment and general information about the District to prospective job applicants, staff and students; this includes compiling and forwarding any special request information to selection committees. May consult with selection committee chairpersons and EEO representatives to develop and prepare rating guidelines for applications, interviews, performance demonstrations, and supplemental materials or processes; this includes organizing and assembling applications, supporting materials, and approved interview/rating guides for selection committees. May monitor the progress of selection committees during screening, assessment, and interviews; this includes facilitating committee processes by scheduling meetings, logistics, candidate testing, and communications. Review committee member ratings for consistency and EEO compliance; monitor and resolve problems; discuss exceptions and/or inconsistencies among committee members with the Human Resources Director, Vice President of Human Resources and/or Director of EEO, Diversity, & Title IX. Monitor employment activities and provide statistical and demographic information on recruitment and employment of full and part-time staff to support EEO analysis; this includes compiling and organizing data on the composition of job applicant pools. May review provisions of applicable state and federal laws, collective bargaining agreements, carrier contracts, and board-adopted documents to determine necessary changes required in various benefit programs. May coordinate, interpret, process and maintain Workers' Compensation claims; establish lists of occupational health care providers and hospitals; inform employees of rights and benefits under Workers' Compensation programs; serve as liaison with the District's Workers' Compensation carrier. May train and provide work direction to assigned student workers and temporary help as assigned. May complete and/or participate in salary surveys, benefit surveys and/or employment practice surveys. May administer and analyze employee surveys. Qualifications: QUALIFICATIONS - The following generally describes the knowledge and ability required to enter the job and/or be learned within a short period of time in order to successfully perform the assigned duties. Education and Experience Guidelines: Any combination of education, experience and training that provides the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be: Education/Training: Equivalent to completion of the twelfth grade supplemented by college level course work in business administration, human resources or a related field. Experience: Two years of increasingly responsible experience in human resources including employment procedures, evaluation of academic background for compliance with State regulations, benefits administration and basic payroll processing functions. Knowledge of: Operational characteristics, services, and activities of a college human resources program. Generally accepted personnel management practices, fair employment practices, Workers' Compensation regulations and other laws governing human resources. Pertinent academic requirements for faculty and educational administrators. Principles and practices of health and welfare benefits administration. Insurance contracts and their interpretation. Principles and procedures of payroll processing. Mathematical principles and practices. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. Principles and procedures of record keeping and filing. Principles of business letter writing and basic report preparation. Methods and techniques of public relations. Pertinent federal, state, and local laws, codes, and regulations. Ability to: Analyze academic background information and ensure compliance with established regulations. Apply rules for State academic minimum qualifications and teaching credentials. Serve as liaison to third party administrator for employee benefits. Interpret labor contract provisions and apply salary structures to employee status changes. Coordinate and assist employees with the selection and maintenance of, changes to, and issues concerning health and welfare benefits. Coordinate, maintain and document group benefits program elements including the setup of employee enrollment services. Maintain various insurance and benefit program records and files and prepare required reports. Organize office area for efficient customer service and timely document processing. Perform mathematical calculations in the determination of payroll. Coordinate assigned functions with other District departments as appropriate. Respond to requests from the general public regarding District employment practices and procedures. Maintain confidentiality of records and sensitive issues. Operate office equipment including computers and supporting word processing, spreadsheet and database applications. Independently prepare routine correspondence and memoranda. Communicate clearly and concisely, both orally and in writing. Establish and maintain effective working relationships with those contacted in the course of work. PHYSICAL DEMANDS AND WORKING ENVIRONMENT - The conditions herein are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions. Environment: Work is performed primarily in a standard office setting. Physical: Primary functions require sufficient physical ability and mobility to work in an office setting; to stand or sit for prolonged periods of time; to occasionally walk, stoop, bend, kneel, crouch, reach, and twist; to lift, carry, push, and/or pull light to moderate amounts of weight; to operate office equipment requiring repetitive hand movement and fine coordination including use of a computer keyboard; and to verbally communicate to exchange information. Vision: See in the normal visual range with or without correction; vision sufficient to read computer screens and printed documents; and to operate assigned equipment. Hearing: Hear in the normal audio range with or without correction. Job Function: Human Resources Hire Type: External Closing Date/Time: 02/03/2020

Job Summary The purpose of this position is to oversee the management of key human resources functions for the City of Grand Prairie. This is accomplished by supervising staff, leading and managing projects, completing bid/proposal design, analysis and recommendations to management and city council, designing and implementing new strategic programs and/or software, overseeing new initiatives, and and ensuring compliance with all the related laws, rules and policies. Our HR Managers have departments assigned to them and ensure their team provides Raving Fans service in the full cycle of Human Resources functions including: strategic planning, compensation and classification, recruitment, retention and recognition, administration of Civil Service in accordance with Chapter 143 of the Local Government Code, Benefits, HIPAA and Risk Administration, hearing and resolving employee relations matters (complaints, grievances, discipline and investigations), HRIS data management, Imaging and Records retention, city-wide training, retirement and/or out-processing functions. This position is responsible for strategic planning, and working with various levels of employees, management, city-manager and staff, as well as ensuring positive relationships with vendors, consultants and other resources for staff and our programming. Essential Job Functions Supervises staff by assigning work duties, planning workloads, coaching, mentoring, recognizing and disciplining staff as appropriate, providing training, conducting performance evaluations, and evaluating work progress routinely. Oversees and handles a variety of Human Resources areas including, but not limited to, budget development and forecasting, compensation/classification and HRIS (Lawson) administration and maintenance; staffing analysis and retention, recruitment and NEOGOV applicant tracking system maintenance, Legislative involvement for bills to be passed, administration of Civil Service in accordance with state and local rules (Chapter 143 of TLGC), Benefits and Risk Management, HIPAA compliance, employee relations including management of grievances, appeals, EEOC and investigations, Imaging and Records retention, city-wide training and recognition programs, retirement and/or out-processing functions. Administrative involvement in NEOGOV applicant tracking system and Lawson HRIS software by working with staff to fully utilize functions in those systems to improve efficiency and processing. Assist in workload as needed to complete assignments and processing on a timely basis Direct involvement with finding creative and strategic solutions for departments as needed to solve issues in hiring, retention, classification review, reporting and programming. Requires focus on core values of People, Service and Integrity. Ability to remain positive and have high energy in a challenging and fast-paced environment. Responsible for oversight of Civil Service under Chapter 143 of the Texas Local Government Code and administration/updates as needed to our local rules. Involves coordinating with staff to ensure proper administration of open meetings and minutes, entrance and promotional exams, assessment centers and coordinating Civil Service Hearings through the Civil Service Commission and/or a third party Hearing Examiner. Must be able to correctly interpret and strictly follow law, with consultation of the Police and/or Fire Chief, outside attorney and city attorney as needed. Monitors budget expenditures and forecasting. Prepare year-end and ongoing estimates, able to recommend cost cuts and improvements, assess departmental recommendations as needed and review city-wide budget at the City Manager's request. Involvement in Risk, Benefits and Wellness programming and administration by working with consultants, vendors, and staff. Manage nearly $30 million in risk and insurance budgets, safety measures and city-wide education of related topics. Review losses and make programming recommendations as needed Prepare and analyze bids as needed to ensure contracts and renewals remain compliant and up to date. Prepare council communication materials and speak to council or legislators at the state level as necessary. Track all contracts, Certificates of Insurance and other items due related to bids. Ensures budget is monitored, adjustments made, and recommendations for fiscal year recommendations made to Director. Create, provide and/or coordinate training as needed city-wide. May be responsible for assisting in development of leadership programs, Executive Retreats, Grand Prairie Management Academy. Work with City Manager's Office as needed to create specialized programs at their request. Other duties as assigned if or when new projects are requested. Minimum Qualifications Bachelor's degree required, with emphasis in Human Resources Management or related field desired. Master's degree preferred. Over five years in Human Resources required, with a demonstration of progressive responsibility in several key HR areas. Supervisory experience preferred. Work in a Texas Municipality with Chapter 143 experience highly preferred. Valid Texas Class C Driver's License required. Ability to read literature, books, reviews, scientific or technical journals, abstracts, financial reports, and/or legal documents. Ordinarily, such education is obtained at the college level or above. However, it may be obtained from experience and self-study. Ability to apply fundamental concepts of theories, work with advanced mathematical operations methods, and functions of real and complex variables. Ordinarily, such education is obtained at the college level or above. However, it may be obtained from experience and self-study Ability to write editorials, journals, speeches, manuals, or critiques. Ordinarily, such education is obtained at the college level or above. However, it may be obtained from experience and self-study. Receives administrative direction: Within this job, the employee normally performs the duty assignment within broad parameters defined by general organizational requirements and accepted practices. Total end results determine effectiveness of job performance. Has responsibility for final approval of at least one departmental budget and presents the budget(s) to Senior Management (Director). Is authorized to approve budgeted expenditures up to the amount that requires the approval of Senior Management. Work requires managing and monitoring work performance by directing subordinate supervisors or administrators, including making final decisions on hiring and disciplinary actions, evaluating program/work objectives and effectiveness, and realigning work and staffing assignments, as needed. Work is of the broadest scope dealing with highly complex concepts or issues of great importance to the City. Highly important policies, procedures or precedents may be approved, rejected or recommended to a Department Head or CMO by individuals in this classification. Final decisions regarding policy development and implementation are made and/or recommended. Interaction with others outside the City requires exercising participative management skills that support team efforts and quality processes as well as development of new tools. Closing Date/Time: 1/20/2020 5:00 PM Central

LOS ANGELES COUNTY DISTRICT ATTORNEY'S OFFICE TRANSFER OPPORTUNITY NOTICE Restricted to permanent employees of the Los Angeles County Personnel Officer, DA Bureau of Administration Human Resources Division This vacancy is located at 211 W. Temple St. Los Angeles, CA 90012 ABOUT THE POSITION: The Los Angeles County District Attorney's Office (LADA) is seeking a highly qualified, well-rounded human resources professional to oversee and direct the Human Resources (HR) Division. This position reports directly to the Administrative Deputy, DA and is responsible for directing, planning, and evaluating staff in supporting a full range of human resource operations for the Department, including: Examinations, Recruitment, Classification and Compensation, HR Operations and Quality Control, Personnel Processing, Benefits, Payroll, Workers' Compensation and Return-to-Work, Personnel Records Management, and Training. This position is also required to interact verbally and in writing with departmental executive staff, managers, supervisors, employees, and representatives from other County departments and outside agencies. Essential Job Functions DESIRABLE QUALIFICATIONS: Knowledge and expertise in multiple areas within the human resources field, including Classification, Compensation, Examinations, Recruitment, HR Operations, and Workers' Compensation. Extensive leadership experience in order to direct, supervise, and train professional staff in performing technical personnel work in the human resources field. Outstanding problem-solving skills, including performance and conflict management. Outstanding oral and written communication skills, including active listening, in order to relay information to people at all levels. Comprehensive knowledge and application of the Los Angeles County Code, Interpretive Manual, Policies, Procedures, and Guidelines, Civil Service Rules, and other Departmental, County, State, and Federal policies and procedures. Excellent research and analytical skills with attention to detail. Strong interpersonal and customer service skills with the ability to interact professionally and effectively with the executive team, other county departments, all levels of staff, and the public. Ability to handle highly confidential and sensitive personnel issues. Strong time and project management skills with the ability to plan, coordinate, prioritize, schedule work, and take the initiative to effectively meet deadlines while working on several tasks simultaneously. Experience using various computer programs (e.g., Word, Excel, PowerPoint, and Access) and databases (e.g., NEOGOV, eHR, ePAR, the Absence Management System, Performance Net, and the Learning Management System). Requirements ACCEPTING RESUMES FROM : Only permanent employees of Los Angeles Countywho either currently hold the payroll title of Departmental Human Resources Manager (DHRM) II or on the current DHRM II certification list may apply. Interested employees should submit a letter of interest, a resume detailing relevant work experience, copies of the last two consecutiveperformance evaluations, and two writing samples. The most qualified employees will be invited for an interview. PLEASE SUBMIT THE REQUESTED DOCUMENTS TO: Ginny Ortiz, Division Secretary Human Resources Division 211 West Temple Street Los Angeles, CA 90012 Telephone: (213) 257-2702 Email: gbortiz@da.lacounty.gov NO LATER THAN: FRIDAY, JANUARY 24, 2020 **THIS IS NOT AN OFFICIAL ANNOUNCEMENT FOR A CIVIL SERVICE EXAMINATION** Closing Date/Time: 1/24/2020 5:00 PM Pacific

SALARY: $8,096- $10,111 /month FILING DEADLINE: Open Until Filled, or until a sufficient number of applications have been received.  Recruitment may close at any time.   Position Description  The Public Works Manager is responsible for planning, organizing and managing the activities of a work unit in the Department of Public Works. Reporting to the Director or Assistant Director, the Public Works Manager provides professional and technical staff assistance. The incumbent exercises independent judgment relating to the performance, coordination and evaluation of staff and selects, trains and motivates them. The Public Works Manager within the Construction Management Division has strong knowledge of construction techniques and engineering principles as well as significant understanding of applicable codes, statutes and regulations. The Public Works Manager is a key member of the management team in the Department of Public Works.   In this unclassified position, the incumbent serves at the will of the Department Director.     Pay,Benefits, & Work Schedule  The City of Fresno offers an attractive and competitive salary and benefits package. The salary for Public Works Manager is dependent upon qualifications.  The employee benefits package, as noted below, is subject to change and includes:    -  Retirement: Fresno City Retirement System; reciprocity with other public California systems. The City's pension funds are among the best funded public systems in California.  The City does not participate in Social Security. -  Health Insurance: City contributes toward the current monthly premium for medical, dental, and vision for employee and dependents. -  Flexible Spending Account: IRS 125 Plan for health/dependent care. -  Deferred Compensation: 457 plan available. -  Administrative Leave: 60 hours per fiscal year. -  Annual Leave: 20 days per year of annual leave with cash out provision. -  Holidays: Ten (10) City-observed holidays annually, plus birthday and one (1) personal day per year. -  Life Insurance: Equal to annual salary; premium paid by City. -  Long-Term Disability: City pays premium for 66.66% of monthly salary up to $7,500 per month after 30 days.   Additional information regarding the City of Fresno is available at www.fresno.gov.   

EXAM NUMBER R1915I FILING DATES APPLICATIONS WILL BE ACCEPTED STARTINGJANUARY10,2020 at 8:00 a.m. (PT) The first review of applications will take place on January 27,2020. This examination will remain open until the needs of the service are met and is subject to closure without prior notice. SPECIAL SALARY INFORMATION This position is subject to the provisions of the Management Appraisal of Performance Plan (MAPP). Initial salary placement and subsequent salary adjustments will be made in accordance with MAPP guidelines and regulations TYPE OF RECRUITMENT Open CompetitiveJob Opportunity With more than 10 million residents, Los Angeles County is the most populous county in the nation. As the largest employer in Southern California, over 112,000 employees in more than 36 Departments provide vital public services as diverse as law enforcement, property assessment, public health protection, water conservation, cultural activities and many more. The Department of Human Resources (DHR) is committed to providing innovative and efficient HR solutions by recruiting, developing, and retaining a highly qualified, diverse workforce for the nation's largest County. We serve as the central HR agency and partner with line operations to provide a coordinated and balanced approach to HR management. We deliver the County's mission, vision, and strategic direction through our employees who make the difference in providing services for our community. We are looking for someone to fill our Human Resources Manager role. Our ideal candidate is innovative, motivated, and passionate about helping our organization and the community. We are searching for someone excited by the opportunity to help mold our organization. Essential Job Functions This position has the responsibility for assisting in the directiona major division within the Department of HumanResources inproviding comprehensivetalent assessmentservices to other County departments. Some examples of duties are: Assists in leading the Countywide Talent Assessment division; Directs the efficient design and management of examinations to expedite the hiring process and support client Departmental strategic plans; Supports departmental-specific and countywide hiring needs through consultative services; Directs development and execution of complex or sensitive projects related to assessment of the County's job candidates; Represents the department andthe division when working with the Board of Supervisors, other County departments, and outside organizations (e.g., community groups, private agencies, public/non-profit agencies) on issues related to Talent Assessment. Requirements Three years of professional/technical human resources experience* independently analyzing, developing, and making recommendations for employment recruitment, selection and placement activities, human resources program plans, policies and procedures and implementing recommendations as appropriate for the solution of complex problems, one year of which must have included supervision of professional personnel staff and one year must have been at the level of the County of Los Angeles class of Departmental Human Resources Manager II**; or Principal Analyst, Human Resources***; or Administrative Services Manager III**** or higher. Out-of-class experience in the service of the County of Los Angeleswill not be considered for this examination. License: A valid California Class C Driver License or the ability to utilize an alternative method of transportation when needed to carry out job-related essential functions. Physical class: 2 - Light. Physical effort which may include occasional light lifting to a 10 pound limit, and some bending, stooping or squatting. Considerable walking may be involved. Special requirement information: *For this examination, professional/technical human resources experience is gained at the level of the County classification of Human Resources Analyst IV and is defined as conducting complex administrative studies and analyzing personnel issues and providing professional services to operating departments regarding complex problems in the administration of Countywide Human Resources programs. **Departmental Human Resources Manager II in the County of Los Angeles typically reports to an administrative deputy or higher-level executive manager and are responsible for planning, directing, administering and evaluating all human resource functions for a medium size County Department with extensive human resources operations and activities. ***Experience at the level of Principal Analyst, Human Resources is defined as having immediate responsibility for a major central human resources program for a large organization, such as recruitment, employee benefits, or advocacy. Must demonstrate management and leadership skills in providing professional services, guidance, and oversight in administration of the program and when dealing with all meaningful partners within the organization. ****Administrative Services Manager III in the County of Los Angeles is responsible for directing, through subordinate professional administrative supervisors, a section composed of multiple units responsible for providing professional administrative services in human resources and other closely related administrative functional areas. Assignments require the use of care and discretion in the handling of confidential and sensitive information used to either make decisions which significantly impact departmental programs and administrative operations, or support decisions made by higher level management. These positions are typically located in the central administrative office of line departments and report to a higher-level manager. Desirable qualifications: Bachelor's Degree or higher from an accredited college or university Demonstrable experience in effectively leading, supervising, and evaluating the work of a variety of professional and technical personnel in administrative, human resources, and other support functions. Developing and/or improving programs including new or modified HR programs, policies, and work methods for delivering effective HR programs and services Using technology to enhance recruitment, selection, and placement activities. Extensive knowledge and understanding of the application of human resources principles and practices of a large and complex human resources program. Comprehensive knowledge of an expertise in interpreting federal, State, and local labor and employment laws, and regulations, and ability to effectively apply them to public sector human resources related issues. Excellent interpersonal and customer service skills in interacting effectively with County department management staff, public officials, union representatives, other employee organizations, departments, and staff. Demonstrable experience working with employees and employee groups on matters concerning personnel issues, problems, procedures, regulations, and grievances. Professional Human Resources Certification or designation, i.e., International Public Management Association - Human Resources (IPMA-HR) or Society of Human Resources Management (SHRM), etc. Additional Information Our Process: Once we determine that you meet the requirements, we will invite you to take assessments of the competencies required for this job. PART I: An evaluation of training and experience weighted 30%covering Professional/Technical Expert Knowledge of Assessment/Selection, Professional/Technical Knowledge of Human Resources, Ability to Effectively Supervise, and Ability to Manage. Only those whoachieveapassing score of 70% or higher on Part I will be invited to Parts IIand III. PART II: An online multiple choice assessment weighted at 40% covering Achievement, Practical Intelligence, Social Influence, Interpersonal, Self-Adjustment, and Conscientiousness. PART III: A writing assessment weighted 30% measuring English Structure and Content, Written Expression, and Prioritizing Information. BothPartsIIandIIIwillbeadministeredonthesameday. Only those whoachieveapassing score of 70% or higher on Part II will have their writing assessment scored and calculated. Applicants must achieve a passing score of 70% or higher on each weighted part of the examination in order to be placed on the eligible register. Applications will be processed on an as-received basis and promulgated to the eligible register accordingly.We will place everyone who passes on an eligibleregister, which is valid for 12 months. If you took an identical assessment in the past 12 months, we automatically transfer your answers to this opportunity. We will transfer your assessment responses to any future opportunity within 12 months. Final results will be sent via email or U.S. mail. Test scores cannot be given over the phone. These assessments are not reviewable per Civil Service Rule 7.19. VACANCY INFORMATION: The eligibleregister resulting from this examination will be used to fill a vacancy at the Department of Human Resources, Countywide Talent Assessment Division. Have a disability and need accommodation to take the assessment? Contact our ADA Coordinator at adarequests@hr.lacounty.gov. The sooner you contact us, the sooner we can respond. Please contact us with any questions: ADA Coordinator Email: adarequests@hr.lacounty.gov Teletype Phone: (800) 899-4099 Alternate Teletype: (800) 897-0077 California Relay Services Phone: (800) 735-2922 Department Contact Name: Adam Salgado Department Contact Phone: (213) 351-2945 Exam Number: R1915H Department Contact Email: rsalgado@hr.lacounty.gov We are a Fair Chance employer. Except for a very limited number of positions, you will not be asked to provide information about a conviction history unless you receive a contingent offer of employment. The County will make an individualized assessment of whether your conviction history has a direct or adverse relationship with the specific duties of the job, and consider potential mitigating factors, including, but not limited to, evidence and extent of rehabilitation, recency of the incident(s), and age at the time of the offense(s). Any convictions or court records which are exempted by a valid court order do not have to be disclosed . Equal Employment Opportunity: It is the policy of the County of Los Angeles to provide equal employment opportunity for all qualified persons, regardless of races, religion, sex, national origin, age, sexual orientation, or disability or any other characteristics protected by State or Federal law. All positions are open to qualified men and women pursuant to the Americans with Disabilities Act of 1990 and the California Fair Employment and Housing Act. The County will comply with all of its obligations under State and Federal laws regarding the provision of reasonable accommodations to applicants. Closing Date/Time: Continuous

Marin County is looking for a bold and progressive leader to assist in the management of the Human Resources Department and help devise innovative and transformative policies, programs and systems to ensure the County continues to be a dynamic organization. The Assistant Director is an at will position that will oversee the areas of recruitment, classification & compensation and learning & organizational development, and will have a demonstrated track record with implementing both equity and inclusion initiatives and organizational development programs. While the Assistant Director will not have direct oversight over labor and employee relations, the expectation is that the Assistant Director will have had experience and insight within that discipline area.

Are you an experienced HR professional who enjoys fast-paced roles? Are you a multi-tasker who is comfortable being the go-to person? Then let your career take off with ATS as an HR Generalist! Ideal candidates will have at least two years of human resources experience, which includes direct employee contact (recruiting, hiring, discipline, conflict resolution, etc.). Successful candidates can work independently with little supervision, are able to adapt to a dynamic environment, and are able to effectively present information to candidates and new team members. As an ATS HR Generalist you will: Create and maintains a thorough recruiting network that includes: community colleges, travel/airline academies, high school / student employment offices, Job Services (State Employment Office) and other public agencies to generate qualified applicants Develop recruitment strategies in conjunction with station manager to achieve the required staffing levels Interview and selects qualified applicants while managing the background verification and new hire orientation process in a manner that promotes a positive experience for the newly hired team member. Conduct wage and benefits surveys. Researches airport/port authorities, cities, etc. to determine any special regulatory regarding wages, benefits, and/or economic data Keep records of benefits plans participation such as insurance and pension plan, personnel transactions such as hires, promotions, transfers, performance reviews, and terminations, and employee statistics for government reporting Serve as point person for team member inquiries regarding policies, procedures, and programs Perform or assist with a variety of administrative duties including employee payroll, accounts receivable, accounts payable, other reports such as labor, out-of-scope billing, de-icing and airline compliance reports as assigned by station management To be an ATS HR Generalist you must: Demonstrate strong communication skills to interact professionally with team members and customers Maintain knowledge of legal requirements and government reporting regulations affecting human resources functions and ensure policies, procedures, and reporting are in compliance Possess strong computer skills, including MS Word, PowerPoint, Excel, and Outlook software Be at least 18 years old and possess an associate's degree or equivalent from two-year college or technical school; or two years of related experience and/or training Be able to pass a drug screen and obtain airport security clearance which includes an extensive employment, criminal record and residence background check As an ATS HR Generalist you must be able to: Sit and/or stand for extended periods of time Airlines are 24/7, so we need our team members to be flexible to work various shifts including nights, weekends and holidays. The successful ATS team member brings their A game every day with energy and enthusiasm, respect for their team, and the highest regard for safety! ATS employees should apply through Oracle | M/F Disabled and Vet Equal Opportunity Employer Date posted: 01/08/2020

Posting Title Human Resources Assistant Senior Job Requisition Number COA081425 Position Number 114036 Job Type Full-Time Division Name Human Resources Minimum Qualifications Graduation from an accredited high school or equivalent, plus three (3) years of experience in a field related to the job. Additional education may substitute for one (1) year of the required experience up to a maximum of three (3) years. Notes to Applicants Working with the City of Austin Parks and Recreation Department ( PARD ) provides a number of health and welfare benefits, such as medical, paid leave time, a great retirement plan, training opportunities and more! Click HERE for more information. The City of Austin Parks and Recreation Department ( PARD ) provides, protects and preserves a park system that promotes quality recreational, cultural and outdoor experiences for the Austin community. The purpose of this Human Resources Assistant Senior role is to provide administrative and customer service support to a high volume HR team. Duties include, but are not limited to: Provides administrative support for the Human Resources Manager. Coordinates and responds to high volume administrative and project items through email, memos and other communication means as needed with internal and external customers. Facilitate the handling of time sensitive and confidential requests such as open records request. Process human resources paperwork/documentation and filing. Provide reception and customer service support. Application Instructions: Detailed, complete Employment Application is required to help better evaluate the applicant's qualifications - minimum and preferred as noted on the job posting. Detailed, complete Employment Application (employment dates must include month and year) will be used to determine salary if the applicant is the top candidate that is selected for this position. Applicants must include on their Employment Application all experience (work and/or volunteer) related to this job posting - up to 10 years or more. Verification of employment history dates on resume should match online Employment Application - Statements such as "See Resume" will not be accepted. Employment history dates must include month and year. Resume will not be accepted in lieu of a complete online application. Skills Assessments: A skills assessment will be required for this position. 90 Day Provision for Additional Vacancy: This posting may be used to fill other vacancies in other divisions/work locations within the City of Austin Parks and Recreation Department. Decisions on assigned selection will be made at the time of hire based on the business needs of the department. Physical Requirements: Tasks may involve bending, lifting, walking, carrying or using a force equal to lifting up to ten (10) pounds. Must be physically and mentally able to communicate, respond and work with participant's needs and safety issues. Military/Veteran Preference for Interview Process: An applicant claiming Military/Veteran status must provide a copy of his or her DD-214(s), or valid comparable document, at the time of interview. Work/Location Schedule Notes: May be required to work during special events, evenings, weekends & holidays. Work schedule and location is subject to change based on department needs and programs. Driver's License and Certifications: If you are selected for this position and meet the Driver Safety Standards in the City of Austin Driver Safety Program, you may drive when necessary to multiple locations as part of your regular job duties. Otherwise, you are responsible for getting to and from these locations. Multiple Work Sites: This position may require traveling to multiple sites throughout the work day. All PARD work site locations are tobacco-free. Use of tobacco products and/or e-cigarettes is not permitted on any PARD work site - including construction sites, parking lots, garages or in any personal vehicles located on the premises. Pay Range $18.17 - $22.71 per hour. Hours Work/Location Schedule Notes: Monday - Friday, 8:00am - 5:00pm. May be required to work during special events, evenings, weekends & holidays. Work schedule and location is subject to change based on department needs and programs. Job Close Date 01/22/2020 Type of Posting External Department Parks & Recreation Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 200 South Lamar; Austin, 78704 PARD Main Office Preferred Qualifications Preferred Qualifications: Three (3) or more years experience providing management-level administrative support to two (2) or more managers or supervisors. Three (3) or more years' experience in managing calendars, writing and editing memos, tracking assignments/deadlines, compiling and reporting on data from multiple resources. One year (1) of experience performing payroll and timekeeping functions including entering, auditing and reconciling employee timesheets. One year (1) experience administering employer provided benefits, Family Medical Leave Act ( FMLA ) and Worker's Compensation. Proficiency in using Microsoft Office and productivity applications, including: Word, Excel, PowerPoint, Project and SharePoint. Experience using the City of Austin Banner System or similar Human Resources Payroll/Timekeeping system(s). Bilingual - speaking and writing in both Spanish/English. Other: Ability to travel to multiple work sites throughout the work day. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Provides administrative support, which may include data entry; maintaining databases; sorting records; assisting employees with filling out forms; creating a variety of correspondence, announcements, records, forms, and reports; and performing related activities. Responds to requests for information from employees and/or the general public over the phone, in-person, and via e-mail regarding a variety of HR programs, job opportunities, or other related information. Administers or assists with administration of HR or training programs. Assists with implementation of HR procedures and processes. Schedules, coordinates, or delivers training modules. Provides advice and counsel to employees on routine interpretations of City personnel policies. Assists more experienced HR staff members in solving HR problems. Assists in the analysis of HR problems by compiling a variety of data and information; prepares related reports; files information; and reconciles and verifies information for accuracy and completeness. Participates on teams with HR and other team members. Responsibilities- Supervision and/or Leadership Exercised: May provide leadership, work assignments, evaluation, training, and guidance to others. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of Federal, State, and Local laws. Knowledge of City practices, policies, and procedures. Knowledge of basic HR or training principles. Skill in oral and written communication. Skill in handling multiple tasks and prioritizing. Skill in using computers and related software. Skill in data analysis and related software. Skill in planning and organizing. Ability to handle hostility, conflict, and uncertain situations. Ability to work with frequent interruptions and changes in priorities. Ability to train others. Ability to develop and maintain current knowledge about HR and in the operations of the City and its departments. Ability to develop and maintain knowledge and skill in the use of computerized tools, databases, and communications techniques used in HR. Ability to establish and maintain good working relationships with other City employees and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA City of Austin is committed to compliance with the American Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or TTY (512) 974-2445. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * This positions requires graduation from an accredited high school or equivalent, plus three (3) years of experience in a field related to the job. Additional education may substitute for one (1) year of the required experience up to a maximum of three (3) years. Do you meet these minimum requirements? Yes No * If identified as a top candidate, do you agree to a Criminal Background Investigation (CBI)? Yes No * In reviewing the Preferred Qualifications of this position, please outline how you meet each of the Preferred Qualifications. (Open Ended Question) * Do you have City of Austin Human Resources experience? Yes No * How many years of experience do you have using the COA Banner system or similiar Human Resources Information System? No experience Some experience, but less than one year 1 year - 3 years 3 years or more * Select the statement that best describes your English/Spanish bilingual fluency level. I speak both English and Spanish fluently I speak some Spanish I understand some Spanish I am fluent in English only * How many years of experience do you have implementing and administering leave and disability programs such as Family Medical Leave, Americans with Disabilities Act, Leave of Absence, Donated Leave, Military Leave or any other similar programs? No experience Less than 3 years 3 - 5 years More than 5 years * Which of the following best describes your proficiency with Microsoft Office Suite, specifically with Word, Excel, and Outlook? No experience Basic: create/edit simple documents, spreadsheets, & emails Intermediate: create/edit a variety of documents & spreadsheets; reformat document features such as color, font style and size of text, change page size/width, & filter/sort data fields Advanced: create/edit complex documents & spreadsheets; integrate features such as tables, charts, mathematic formulas, hyperlinks, graphics; data/mail merge, import data from one document to another * As related to this position, describe your experience in assisting customers over the phone or in person; and in general office/administrative duties? (Open Ended Question) Optional & Required Documents Required Documents Cover Letter Resume Optional Documents

Please follow this link to view the formal brochure: http://www.affionpublic.com/positions/human-resources-director-city-of-greeley-co   About Greeley, Colorado Incorporated in 1886, Greeley became a Home Rule City in 1958 with the Council-Manager form of government. The county seat of Weld County, Greeley lies 30 miles east of the front range of the majestic Rocky Mountains near the confluence of the Cache la Poudre and South Platte Rivers and 52 miles northeast of Denver.   Education, Economy and Community Excellence.   Greeley thrives as the education, trade, transportation, cultural and marketing center of Weld County. It’s one of the top ten most prosperous and most productive agricultural counties in the U.S. and the state of Colorado’s most productive oil and gas operations. With an estimated population of 108,000, the City covers an area of 46.4 square miles at an elevation of 4,658 feet. Greeley is home to the University of Northern Colorado (UNC), the third largest university in Colorado and Aims Community College. In addition to investments in education, there is a true commitment to achieving community excellence through the development of economic opportunities, enhanced quality of life, cultivating community resources, talent and workforce development, enhanced transportation spending and the development of infrastructure to serve Greeley’s future.  Greeley is home to a diverse mix of industries - from breweries to oil and gas, from unique shops to food processing, and from agricultural innovation to an incredible concentration of creative industries and individuals. The city attracts good corporate citizens with skilled-labor jobs that pay competitive salaries.  Arts and Culture.   Greeley offers diverse arts, music and cultural events. This includes performances by the UNC’s College of Performing and Visual Arts, Greeley Chorale and the Greeley Philharmonic Orchestra, and many more entertainers. Enjoy Greeley’s Union Colony Civic Center hosting Broadway shows, art shows, movies, and performances. Greeley is also home to favorite community events such as the Greeley Stampede, Arts Picnic, Friday Fest, and so much more.  Parks, Recreation and Mountain Access.   With a plethora of parks and facilities encompassing over 650 acres, the recreational amenities in Greeley are endless. There are golf courses, recreation centers, swimming pools, fields and courts for sports, skate parks, playgrounds, fishing ponds, picnic areas, and more. Experience more time outdoors on biking and hiking trails in the community. Beyond our City, Rocky Mountain National Park and many other pristine alpine environments are all less than 50 miles away.   What’s happening in Greeley? Exciting things are happening in Greeley: Recently, the City of Greeley and the Weld County region have been nationally recognized as highlighted below: Second-fastest population growth in the United States (Weld County - 2017) 6th best place in the United States in 2019 for First Time Homebuyers by WalletHub 8th most dynamic metropolitan area in the United States by the Walton Family Foundation 8th on WalletHub’s 2019 Best Small Town Real Estate Market Study 5th on SmartAsset’s Top 50 Boomtown’s Nationwide Greeley benefits from a job growth rate of 5.3% and an unemployment rate of 2.6%. City Center South, a modern municipal office building recently constructed and is now open. The new complex houses City Council meeting chambers, Municipal Court, Information Technology, Water & Sewer offices, GTV8, and Central Records. The City is committed to developing centralized modern governmental workspaces with ample meeting rooms, effective collaborative spaces and up to date audio visual equipment to facilitate video conferencing, meeting broadcasting and other time and travel efficiency tools. Ongoing investment in the redevelopment of Downtown Greeley with major investments in public art, road & pedestrian infrastructure, stormwater mitigation, redevelopment incentives, and sense of place enhancements attracting investment and innovation. A new, upscale hotel and conference center recently opened downtown attracting new visitors, business meetings, and special events. New restaurants, hospitality, and retail outlets are choosing to locate in every corner of the city. Major construction projects recently completed include the construction of the UCHealth Hospital in west Greeley, Campus Commons on the University of Northern Colorado campus, and much more. The South Maddie Apartments currently under construction will feature mixed use multi-family housing and street-level retail shops; this project builds on the momentum of new improvements to the 8th Avenue corridor.   The Organization A Home Rule Municipality that is self-governed under the State of Colorado Constitution, Greeley operates under a Council-Manager form of government with seven elected officials on the Council including the Mayor.  Under this form of government, the City Council sets the policies for the operation of the Greeley government while the council-appointed City Manager has administrative responsibilities for city operations.  The City has a total 2020 budget of $471.3 million and a staff of approximately 970 full-time equivalent positions.   The Department The Human Resources Department is responsible for providing key resources to 970 employees in 13 departments and enhances employee excellence by providing services and programs to support the well-being and success of City of Greeley employees. The department provides support to the organization and employees in the areas of recruitment and selection, training and development, health and wellness, as well as safety and risk management.   The Position Greeley’s next Human Resources Director - who will have the opportunity to become an integral part of a transforming organization serving one of the fastest growing communities in the United States - will lead the department in pursuit of the City’s vision of a city achieving community excellence and support the organization in realizing its values of Applied Wisdom, Excellence, Accountability, Stewardship, Principled Relationships and Integrity.   The Human Resources Director will play a key role in modeling leadership and strategic planning in the implementation of organizational development, department programs, functions and activities to ensure alignment with City goals. Having recently undergone an operational and organizational assessment, the Department is poised to be formed to serve as a strategic partner to the City Manager and departments to meet City and Council objectives as they relate to employees, culture, productivity and being an employer of choice. Under the leadership of a new Director, the Human Resources Department is intended to support City departments in maximizing mission critical focuses through recruitment, retention, performance management, innovative solutions, total compensation, information systems, employee and bargaining-unit relations, and training and development.   The Human Resources Department has an adopted 2020 budget of $20.7 million (of which $15.36 million is associated with claims funds) and 11 full-time equivalent positions. Funding has been set aside to enable the addition of employees identified as a result of the department assessment. The Human Resource Director, who is appointed and removed by the City Manager, receives day to day supervision and guidance from an Assistant City Manager.   Key Human Resources Initiatives in 2020 and beyond include: Implement recommendations included in the recently completed Human Resources Department organizational and operational assessment. Play a key role in completing the implementation of a new Enterprise Resource Planning (ERP) system scheduled to go live in the second quarter of 2020 and ensuring the continuous iteration of procedures, policies and process to ensure ease of use and data driven decision making. Lead the transformation of Human Resources transactional processes to a strategic systems and partner model. Initiate a third party supported classification and compensation plan study in late 2020 guided by the overall objective to be an employer of choice. Develop and implement an equity and inclusion organizational strategy. Negotiate collective bargaining agreements with the Local 888 International Association of Firefighters and Police Officers’ Association. Review City workforce needs and skills to support workforce development, recruitment and retention, and succession planning. Update human resource related policies and recruitment practices and explore options and strategies to be an employer of choice.   The Ideal Candidate Greeley’s ideal candidate is an established or up and coming leader in the human resources field with a proven ability or passion to engage staff and shape the culture of an organization while integrating policy, best practice and employment law. The new Human Resources Director should: bring a strong foundation in human resource core services – while also providing vision and strategy to create a high-performance culture, and develop a solution-based, customer service focused department; promote the internal and external customer service expectations of the department and build strong relationships across the organization to achieve city-wide goals; be skilled in creating a positive atmosphere for employees in the organization and within the department, and set a superior example of competence, professionalism, energy, collaboration, innovation and work ethic to the organization and community; model ethical behavior and a strong work ethic, and ensure fair and equitable treatment of employees within the department and across the organization; be politically astute, an effective communicator, and equally comfortable talking with line level staff, department directors, and presenting before City Council; be a persuasive, confident leader, with an ability to be firm and fair, with a clear understanding of complex employment issues; be able to focus on leveraging technology to improve transactional services; be a partner with other department directors to help ensure the organization is prepared to serve the Greeley community today and in the future; be a team player who is collaborative and supportive in serving as a member of the City’s executive leadership team; be a skilled professional with a heightened sense of emotional intelligence and an awareness of community, organizational, employee and constituent issues and political sensitivities; be open, approachable, instill trust, work collaboratively in a team environment; be action oriented; exercise good judgment; treat others with respect; and hold staff accountable; be an outstanding leader of employees who provides guidance and professional support to staff, offering regular feedback to city leadership and employees; be a positive leader, bringing innovation and creativity to the Human Resource Department; and have the capacity and interest to be an effective mentor and leader for staff and should inspire staff to achieve excellence. Salary The City of Greeley is offering a competitive salary commensurate with experience and a comprehensive benefits package. Relocation assistance will also be available for the successful out-of-area candidate. How to Apply interested applicants should forward a cover letter and resume to:  resumes@affionpublic.com Reference: GREELEYHRD   Affion Public 2120 Market Street, Suite 100 Camp Hill, PA 17011 888.321.4922 www.affionpublic.com   The City of Greeley is an Equal Employment Opportunity Employer.    *Deadline to receive resumes is February 03, 2020*

Job Summary Are you looking for an exciting new career? You can be part of a team that is working hard to create raving fans by delivering world class service! City employees work hard so that Grand Prairie is known as an organization that cares and makes a difference. Our employee family and elected officials constantly live our values, aggressively moving toward our vision, creating raving fans at every opportunity, and always looking for ways to make the business of running a city better. The Classification & Compensation Advisor fits into the city's mission by administering all aspects of the City's classification, compensation, HRIS system, and assist with recruitment strategies to ensure competitive and equitable pay practices are maintained to attract and retain talent. This includes partnering with all levels of employees in the city, including department directors, managers, supervisors and the City Managers office, and forming close relationships with contacts in other cities to review benchmark data, consider solutions to both HRIS and compensation related issues in Human Resources and to implement solutions or recommendations for change as needed. This position oversees all classification plans, compensation processes, researches, develops, and recommends best practice solutions to complex compensation and recruitment issues; and ensures compliance with applicable federal, state, and local legislation. This position also works with Human Resources staff members, management, payroll and Information Technology to maintain and develop solutions to HRIS processes, leads projects for HR as related to HRIS (Lawson) system upgrades, new processes or data collection, as well as managing system integrity and payroll entry for all HR-related actions during pay periods. Essential Job Functions Classification & Compensation: This position provides a broad range of consultation services to department directors, managers, supervisors and employees regarding classification and compensation information, including but not limited to market competitiveness, trends, reclassifications, re-assignments, FLSA classification, and/or reorganizations. Assists the HR Manager and Recruiters with the hiring process by analyzing and recommending recruitment strategies and new hire pay compared against external market and internal pay structure. Research, analyze and compile internal and external market data using best practices and presenting recommendations to HR Management and/or City Manager's office. Complete salary surveys from other agencies and maintain Grand Prairie's compensation data on various websites and platforms. Maintain and update the City's official pay classification plan for general government, police, and fire positions; make recommendations for changes to HR Management. Maintain city job descriptions and work with department managers and supervisors when revisions are needed. Create and run queries using Excel out to analyze, calculate and provide complex Excel spreadsheet reports for merit increases, pay plan and pay schedule reports for budget including future projections and costs to increase salaries for budget preparation annually. HRIS (Lawson) Administration Act as liaison between HR and IT staff to ensure the Lawson HRIS system is fully functional and operational. Troubleshoot Lawson problems and issues with IT staff to determine proper fixes to the system. Brainstorm creative ideas and solutions to problems, thus maximizing Lawson's capabilities. Create, modify and run queries to gather information for reporting purposes. Enter employee actions in the system such as promotions, demotions, transfers, shift changes, merits, etc., for each pay period. Enter position changes such as new positions, reclassifications and assist Payroll staff and Benefits staff with Lawson issues. Other Duties Reviews, develops and recommends policy and procedure changes; making edits; and developing new procedures as new areas are instituted. Interacts with other City employees and citizens by answering questions; and providing information as requested. Other duties as assigned if or when new projects are requested. Workloads, assignments and duties may shift as needed and when project loads are high. Minimum Qualifications Bachelor's degree required, with emphasis in Human Resources Management or related field desired. At least two years of experience working in compensation, classification, recruitment and/or HRIS systems required. Valid Driver's License required Closing Date/Time: 1/31/2020 5:00 PM Central

Under general direction, to plan, organize, direct and coordinate the activities of the Employee & Labor Relations Division of the Human Resources Department (HR); to provide administrative and technical direction to professional, technical and clerical staff; and to do other work as required. This class is characterized by the management of a specialized HR Division that requires the exercise of considerable independent judgment and responsibility in developing and implementing HR Department objectives. Incumbents of this class have charge of a major HR Division as designated by the Assistant CEO/Human Resources Director. EXAMPLES OF ESSENTIAL DUTIES * Plan, organize, assign, and direct the work of a The Employee & Labor Relations Division including setting work priorities, determining methods and procedures to be used, resolving problems, selecting alternatives, and performing the most complex and sensitive work. * Evaluate assigned programs and review policies, procedures, and methods used relative to effective utilization of resources and achievement of goals; formulate, recommend and/or implement action for program improvement. * Interpret and explain human resources management provisions of laws, rules, policies and agreements to County officials, employees, employee organizations and the public. * Keep abreast of all local, State, federal and other regulatory agency laws, rules, regulations and policies applicable to assigned programs to ensure compliance. * May participate in negotiations of vendor contracts; may monitor contract service providers to ensure compliance to contract provisions. * Coordinate work of assigned Employee & Labor Relations Division with other divisions, departments and agencies; prepare budget, estimates and justification for assigned programs and division expenses; maintain cost controls to assure compliance with budget provisions. * Direct and ensure the maintenance of records and preparation of reports necessary for Employee & Labor Relations Division and HR Department operations; prepare correspondence and reports as required.

About Our Job This posting will accept applications until January 20th. Please apply as soon as possible. About Denver Human Services Denver Human Services provides support to one in three Denver residents. We envision a healthy community where people are connected, supported, safe, and well. Our services include food, cash and medical benefits, child support and veteran services, child welfare and adult protection, work opportunities, and more. If you are committed to supporting the health and strength of the community and want to be a part of an engaged workplace, we'd love to work with you! About Protection & Prevention Denver Human Services works to protect Denver's children, youth, adults, and elders by providing services and advocacy while promoting family stability, respecting diversity, and working to create and strengthen connections to community resources. We work to prevent abuse by providing education, resources, and support to parents, families, and community organizations. Denver Human Services is currently seeking multiple dedicated and experienced individuals to serve as Social Case Workers Child Welfare Services in the following sections: Ongoing Child Protection The Ongoing Child Protection team primarily provides service to children ages 11 and under. Therefore, it is imperative that the Social Case Worker has a clear understanding of child development and the impact of child abuse and neglect on both children and their families. Intake The Intake team primarily is responsible for investigating new allegations of abuse/neglect of children ages 0-18 in a fast-paced and demanding environment. You will also be expected to contact families and conduct interviews on behalf of the child, as well as maintain professional contacts with community leaders and regularly communicate with law enforcement representatives. Ongoing Youth Services The Ongoing Youth Services team primarily provides service to families with youth ages 12-21. Therefore, it is imperative that the Social Case Worker has a clear understanding of child/youth development, the impact of child abuse and neglect on both children/youth and their families, and how to support transition-age youth in securing permanency. They should also have an understanding of delinquency court processes and appropriate services to maintain PA4 youth safely in their family setting. Beta The Beta Model is a 360 model that includes the Social Case Worker and Supervisor overseeing both intake assessments and ongoing cases. This important position requires a sincere belief in our DHS Child Welfare Values, and the selected candidate must be deeply, personally committed to keeping children with families whenever possible. You will have a chance to specify which section(s) you are most interested in at the end of the job application, though there is no guarantee you will be placed in the section you specify dependent on current hiring needs. Generally, the Social Case Worker: Performs case management activities involving complex problems/cases, assesses individual and family needs, develops appropriate service and/or treatment plan, and provides counseling, referral, and placement services. Conducts initial needs assessment, ascertains nature and extent of complaint and severity of problems, and interviews defined clients and/or family members to elicit information to determine client's/family's medical, employment, economic, educational, and emotional history. Evaluates client's needs, interest, motivation, and pattern of responsibility, reviews case records for client and family profiles, socio-economic history, previous treatment and services experience, and/or special problems and needs, and reviews and discusses case, problems, prognosis, behavior patterns, and needed services with a supervisor or other senior level staff. Develops and implements a treatment plan that provides a variety of social services and referrals to meet social, behavioral, medical, and/or psychological needs, recommends and refers clients to appropriate support agencies and programs, and provides continuous counseling and crisis intervention to achieve objectives. Establishes, maintains, and coordinates services and activities with relevant community agencies, monitors and evaluations activities of agencies contracted to provide a variety of social services, and evaluates progress of placements and/or other services. Represents the department in accordance with Volume 7 and city rules and regulations. Prepares case records, reports, and documents and compiles with state and federal standards in providing case notes, treatment plans, and evaluations. By position, testifies in court as needed by providing expert testimony and preparing comprehensive reports that allow the court to make finding and recommendations that affect court-ordered treatment plans. Performs other related duties as assigned. This position requires an online assessment or test. Once you complete your application, if you meet the qualification for the position you will receive an email from AssessmentTeam@denvergov.org with a link to the assessment or test. We recommend that you add AssessmentTeam@denvergov.org to your safe sender list. If you do not receive the email within 30 minutes of applying, please contact AssessmentTeam@denvergov.org . NOTE: Please attach your unofficial transcripts and list of references to your application in the required attachment section. About You Our ideal candidate has: Proven experience as a self-starter and exceptional organizational skills Superior critical thinking, problem solving and conflict resolution skills Superior time management skills Solid interpersonal and communication skills The ability to represent the organization in several different settings A positive, professional, and proactive attitude Demonstrated communication and writing skills We realize your time is valuable so please do not apply if you do not have at least the following required minimum qualifications: Education: Baccalaureate Degree in Social Work, Psychology, Sociology, Guidance and Counseling, or a closely related field. Experience: One (1) year of professional social case work experience. Equivalency: No substitution of experience for education is permitted. Additional appropriate education may be substituted for experience requirements. Licensure and/or Certification: Possession of a valid driver's license at the time of application. About Everything Else Job Profile CA2686 Social Case Worker To view the full job profile including position specifications, physical demands, and probationary period, click here . Position Type Unlimited Position Salary Range $51,133.00 - $81,813.00 Starting Pay Based on education and experience Agency Denver Human Services Assessment Requirement Social Case Worker The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law. For information about right to work, click here for English or here for Spanish.

Workforce Services Representatives provide a broad range of services in accordance with the Workforce Investment Act; assist job seeking customers and business customers seeking qualified applicants; and provide priority employment services to eligible veterans and disabled veterans as defined by the Department of Labor. This recruitment is for Reno area JobConnect offices. The incumbent will provide assistance to Veteran customers with Significant Barriers to Employment. Services include: proficiency and skills testing; vocational guidance; job search planning; workshop enrollment; resume writing; reemployment eligibility assessments; referrals to agencies to secure housing, referrals to medical services; assistance with obtaining high school equivalency certifications; assistance in obtaining certifications and work related items needed for securing employment; and assistance with short-term vocational and academic training. This position is an underfill of a Workforce Services Representative 3 position and will progress to the next level upon meeting eligibility requirements and with the approval of the appointing authority. YOU MUST BE A MILITARY VETERAN TO APPLY FOR THIS POSITION. APPLICANTS MUST ATTACH A COPY OF THEIR DD214 AND DISABILITY RATING (IF APPLICABLE) TO THE APPLICATION IN ORDER TO BE CONSIDERED. YOU MUST ALSO ATTACH A TYPING CERTIFICATE OBTAINED IN THE LAST 6 MONTHS SHOWING THE ABILITY TO TYPE 30 WPM. APPLICATIONS WITHOUT A TYPING CERTIFICATE WILL BE DENIED. Typing certificates can be obtained at any JobConnect Office for free. Results from online typing tests will not be accepted. The State of Nevada is committed to Equal Employment Opportunity/Affirmative Action in recruitment of its employees and does not discriminate on the basis of race, color, national origin, religion or belief, age, disability, sex, sexual orientation, gender identity or expression, pregnancy, domestic partnership, genetic information (GINA), or compensation and/or wages. *** THIS RECRUITMENT MAY CLOSE AT ANYTIME BASED ON THE AMOUNT OF APPLICATIONS RECEIVED. APPLICANTS ARE ENCOURAGED TO APPLY AS SOON AS POSSIBLE.*** Closing Date/Time: 01/23/2020

General Responsibilities Role SummaryThe Associate Talent Aquisition Partner is a source of acquiring talent for high-volume, non-exempt roles across multiple locations. This includes but is not limited to sourcing, screening, scheduling in support of the hiring process. This individual will interact with Hiring Managers, HR, and Leadership in the execution of the tactical TA plans to hire the right talent at the right time. The individual in this role will build relationships with internal partners and external organizations to attract talent and stay up to date on current trends in talent acquisition. The Associate TA Partner will help identify concerns within assigned locations and suggest solutions. ResponsibilitiesExecutes the recruiting process for non-exempt positions in a manner that is compliant with internal and regulatory standards.Utilizes creative thinking skills to recognize, suggest and implement sourcing plans to meet the hiring demands of the business. This includes but is not limited to the use of job boards, social media, cold calling, job fairs, networking, and community organizations.Is brand ambassador for the organization and encourages others to be brand ambassadors by soliciting employee referrals, engaging in social media campaigns, etc.Interviews, assesses and recommends candidates for hire, schedules additional interviews, extends offers of employment and initiates drug screening and background investigation processesEnsures a great experience for candidates and hiring managers throughout the entire recruiting life-cycle by remaining focused on providing excellent customer serviceMaintains Applicant Tracking System (ATS) documentation and details throughout all phases of recruitment processLeverages individual performance scorecard to ensure metrics are met and improved.Ensures compliance with all legal aspects of the Talent Acquisition function as well as internal compliance of selection and recruitment in accordance with defined policies and proceduresAdditional assignments as needed Mandatory Requirements Education and ExperienceThe ideal candidate has a Bachelor degree in HR, Business, or relevant field of study. Appropriate work experience will be considered in lieu of education.1+ year of recruitment, HR support or interviewing experienceExperience executing or supporting the development and execution of proactive and reactive sourcing strategies for high volume, exempt and non-exempt hiringBasic knowledge of online hiring and interviewing, tracking processes for applicants and open positions and performance metricsSkillsBasic understanding of sourcing and recruitment techniquesFoundational knowledge of Talent Acquisition as a functionAbility to establish and maintain strong relationships with internal partners, external organizations, and candidatesEffective interpersonal, communication (written and oral) and networking skills.Demonstrates resourcefulness, professionalism and effective organizational skills while displaying a high-level of energy and self-confidence in meeting the demands of the business.Customer service oriented EEO Statement Hertz is a Drug-Free Workplace. All employment is contingent on successful completion of drug and background screening.Hertz is an equal opportunity affirmative action employer and administers all personnel practices without regard to race, color, religion, sex, age, national origin, sexual orientation, gender identity or expression, marital status or domestic partnership status, disability, protected veteran status or military status, genetic information, or any other category protected under applicable law. Hertz is committed to taking affirmative steps to promote the employment and advancement of minorities, women, persons with disabilities and protected veterans. Date posted: 12/30/2019

About Our Job This posting will accept applications until January 20th. Please apply as soon as possible. About Denver Human Services Denver Human Services provides support to one in three Denver residents. We envision a healthy community where people are connected, supported, safe, and well. Our services include food, cash and medical benefits, child support and veteran services, child welfare and adult protection, work opportunities, and more. If you are committed to supporting the health and strength of the community and want to be a part of an engaged workplace, we'd love to work with you! About Protection & Prevention Denver Human Services works to protect Denver's children, youth, adults, and elders by providing services and advocacy while promoting family stability, respecting diversity, and working to create and strengthen connections to community resources. We work to prevent abuse by providing education, resources, and support to parents, families, and community organizations. Denver Human Services is seeking a passionate and well-rounded individual to serve as a Family Team Meeting Facilitator within Child Welfare Services on the Family Engagement Services team. In this role, you will be responsible for facilitating up to three, 2-hour family meetings per day as well as regularly facilitating both Family Team Meeting (FTM) and Permanency Round Table (PRT) meetings. You will also be charged with scheduling those meetings, arranging the meeting spaces, conducting the meetings and producing written reports outlining the details of the meeting and the team decisions that come of them. The Family Team Meeting (FTM) Team at DHS manages and facilitates the family engagement meeting process, including facilitating meetings that include internal staff, community members, family/clients, attorneys and other professional providers. The Family Engagement Meeting Facilitator guides the meeting team in making decisions regarding the following: removal of the child from the home, change of placement, reunification and other placement/case planning for the family. The PRT (Permanency Round Table) Team manages and facilitates permanency focused, family meetings for cases that include children in out of home placement for over 12 months and/or those cases that have not yet achieved a permanency plan for the child. The Family Engagement Meeting Facilitator insures that the meeting team is avidly working toward permanent connections and/or permanent placement for the child. Additionally, the Family Team Meeting Facilitator: Prepares for FTM and PRT meetings, including identifying and coordinating logistical and safety matters, and reviewing case summary if available. Conducts and facilitates FTM and PRT meetings, including setting ground rules and expected outcomes, leading brainstorming, and moving the group towards consensus. Manages and resolves conflicts during FTM and PRT meetings. Determines when additional intervention steps are required in the event consensus cannot be reached during FTM and PRT meetings. Provides oversight over and assists in making financial approvals for the provision of CORE services when necessary. Serves as professional support and resource for case workers during and after FTM and PRT meetings. Facilitates and participates in making decisions regarding removal, placement and reunification of children with the intent of preventing out of home removal or finding the least restrictive option. Utilizes extensive network of county community-based services, organizations and resources to effectively facilitate meetings and make immediate decisions on appropriate course of actions. Completes FTM and PRT meeting activity reports documenting situation, safety and risk concerns, and placement planning. Compiles and provides data and statistics for management to track success rates of FTM and PRT process. Ensures work conforms to appropriate policies, regulations, procedures, standards and laws of State and Federal agencies. Performs other duties as assigned. About You Our ideal candidate will have: At least 3 years of child welfare case work experience Facilitation experience Ability to engage families and professionals, as well as manage conflict and difficult behaviors In-depth knowledge of agency policy, Volume VII, and agency and community resources Expertise in assisting the meeting team reach consensus and making quality decisions We realize your time is valuable so please do not apply if you do not have at least the following required minimum qualifications: Education requirement: Bachelor's Degree in Social Work, Psychology, Sociology, Guidance and Counseling, or a related field. Experience Requirement: Three (3) years' experience in professional social case work, two (2) years of which must be specific to Child Welfare. Education/Experience Equivalency: No substitution of experience for education is permitted. Additional appropriate education may be substituted for experience requirements. License/Certifications: By position, requires a valid Driver's License at the time of application. About Everything Else Job Profile CA2831 Team Decision Making Coordinator To view the full job profile including position specifications, physical demands, and probationary period, click here . Position Type Unlimited Position Salary Range $51,133.00 - $81,813.00 Starting Pay Based on education and experience Agency Denver Human Services The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law. For information about right to work, click here for English or here for Spanish.

The City Administrator oversees budgets (general fund, TIFs and utilities) of approximately $25 million, and is the City’s chief personnel officer. The City is in good financial condition. The City Administrator is chiefly responsible for community and economic development efforts, finances and human resources. Developing and maintaining strong communication links with the community, elected officials and City staff is critical.

Description: Chancellor's Office Statement Join our team at the California State University, Office of the Chancellor, and make a difference in providing access to higher education. We are currently seeking experienced candidates for the position of Senior Manager, Systemwide Talent Acquisition & General Employment Services. The CSU Chancellor's Office, located on the waterfront adjacent to the Aquarium of the Pacific in downtown Long Beach, is the headquarters for the nation's largest and most diverse system of higher education. The CSU Chancellor's Office offers a premium benefit package that includes outstanding vacation, health, and dental plans; a fee waiver education program; membership in the California Public Employees Retirement System (PERS); and 14 paid holidays a year. Salary Commensurate with qualifications and experience. Position Information The California State University, Office of the Chancellor, is seeking a Senior Manager, Systemwide Talent Acquisition & General Employment Services to incorporate a unique combination of strategy development, program management, and innovation to support systemwide talent acquisition, and employment initiatives, processes and efforts. Key aspects are the development of innovative solutions and approaches to talent acquisition and workforce planning strategies for faculty, staff and administrators within CSU. This role serves as a subject-matter expert on recruiting and general employment-related laws and regulations, as well as institutional policies and procedures. The role is also responsible for leading projects and other activities related to systemwide solutions, audit, evaluation, correction, monitoring and/or on-site review. This position is expected to lend counsel and support as well as develop guidance tools for campuses, identify and address campus training and compliance needs, advise and, when necessary, represent the CO at systemwide meetings. Responsibilities Under the general direction of the Director of Compensation, Data Analysis & HRIS, the Senior Manager, Systemwide Talent Acquisition & General Employment Services will: -Work collaboratively and in consultation with CSU campuses, the Chancellor's Office, and other stakeholders to assess effectiveness of system and campus efforts to recruit/retain talented faculty, staff and administrators; -Maintain expertise in recruiting and general employment subject areas including state and federal regulations, best practices, and strategic planning; -Maintain, monitor, and update as appropriate internal and external shared information websites relating to recruiting and general employment; -Design and participate in CSU programming and events related to talent acquisition, recruiting and employment; -Provide recommendations on strategies and solutions, as appropriate, to campuses, administrators, and executives; -Assist in the development and implementation of systems to monitor effectiveness of policies, procedures, and practices in employment-related areas; -Assist in the compilation and analysis of data and statistics; -Assist in the preparation of reports to identify patterns and make recommendations to better target prevention efforts; -Assist with the revision of policies and procedures related to recruiting and general employment; -Assist with the review of legislative matters pertaining to recruitment and/or employment. Qualifications This position requires: -Bachelor's degree from an accredited college or university and five years of experience in recruiting, general employment, or a related field; or a master's degree from an accredited college or university and three years of related experience; or any equivalent combination thereof education and experience; -Comprehensive knowledge of recruiting and employment practices, protocols and processes, including expertise in drafting and implementing related policies and procedures; -Experience with full cycle recruiting (developing strategies, implementing and filling key positions). -Expertise in producing written reports which array recruiting statistics or employment data in a manner which can be easily understood and used to make data-driven decisions; -Strong analytical and problem-solving skills, including the ability to progressively look at complex employment issues and develop innovative solutions; -Strong presentation and facilitation skills, with ability to educate and train a variety of constituencies; -Strong interpersonal skills, including abilities to communicate clearly, navigate difficult conversations and interactions, connect with a wide variety of audiences, and gain the acceptance of others in sensitive situations; -Comprehensive project management skills, including supervising the work of others, adhering to timelines, and achieving identified milestones; -Ability to work independently and within a team environment. Preferred Qualifications -Experience working in a union environment and knowledge of union contracts -Experience working in higher education Application Period Priority consideration will be given to candidates who apply by January 20, 2020. Applications will be accepted until the job posting is removed. How To Apply To apply for this position, click on the link at the top of the screen. Equal Employment Opportunity The university is an Equal Opportunity Employer and does not discriminate against persons on the basis of race, religion, color, ancestry, age, disability, genetic information, gender, gender identity, gender expression, marital status, medical condition, National origin, sex, sexual orientation, covered veteran status, or any other protected status. Reasonable accommodations will be provided for qualified applicants with disabilities who self-disclose by contacting the Senior Human Resources Manager. E-Verify This position requires new hire employment verification to be processed through the E-Verify program administered by the Department of Homeland Security, U.S. Citizenship and Immigration Services (DHSUSCIS)' in partnership with the Social Security Administration (SSA). If hired, you will be required to furnish proof that you are legally authorized to work in the United States. Mandated Reporter Per CANRA The person holding this position is considered a 'mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. Conflict of Interest The duties of this position will include participation in decisions that may have a material financial benefit to the incumbent. Therefore, the selected candidate will be required to file Conflict of Interest Form 700: Statement of Economic Interest when they first occupy the position, and on an annual basis, complete ethics training within 6 months of appointment, and attend this training every other year thereafter. Background The Chancellor's Office policy requires that the selected candidate successfully complete a full background check (including a criminal records check) prior to assuming this position. Closing Date/Time: Open until filled

Responsibilities Manage projects independently Project execution Ensure project milestone achievement within promised timelines and established project budgets Ensure quality control of deliverables Lead a team Develop ongoing client relationships Conduct strategic and implementation meetings Review and/or develop proposals Participate in business development; prospective client interviews Participate in project staffing/staff development Contribute to maintaining the KA brand Infrastructure improvement

Posting Title Human Resources Advisor Senior Job Requisition Number COA081299 Position Number 105181 Job Type Full-Time Division Name Lib Administration Minimum Qualifications Graduation with a Bachelor's degree from an accredited college or university in related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Notes to Applicants A detailed and complete job application is REQUIRED and helps us to better evaluate your qualifications. In completing your job application, please be sure to provide a COMPLETE employment history regarding any relevant experience that you would like for us to consider. This information will also be used to determine salary in the event that you are selected for this position. NOTE : A cover letter and/or resume will NOT be used to substitute for an incomplete job application. Please understand that your job application, cover letter, and resume will be used to measure or assess your written communication skills, including grammar and spelling, in helping us screen applications and determine candidates to be interviewed. Candidates who progress from the phone interview round to the in-person interview round will be required to complete two (2) assessments; one to measure writing skills and the other to measure oral/presentation skills. All new employees are required to attend City of Austin and Austin Public Library training as scheduled, and should arrange their outside schedules to accommodate such training. Pay Range $27.88 - $36.25 Commensurate Hours Monday - Friday 9:00 a.m. - 6:00 p.m. Note: Hours may vary based on operational or business needs; evening and weekends may be required on occasion. Job Close Date 01/24/2020 Type of Posting External Department Library Regular/Temporary Regular Grant Funded or Pooled Position Not Applicable Category Professional Location 710 W. César Chávez St., Austin, TX 78701 Preferred Qualifications PHR , SPHR , SHRM -CP, or SHRM - SCP certification Prefer experience in Employee Relations, conducting fact-finding investigations and writing investigation reports; handling of general and personnel action grievances; reviewing corrective action letters, regarding performance and disciplinary matters, for accuracy and completeness; and making presentations and conducting policy-related training in key human resources-related areas - Respectful Workplace, Sexual Harassment Prevention, Harassment, Discrimination, and Retaliation. The ideal candidate must be able to exercise sound critical thinking and judgment to handle complex matters; and must possess excellent listening, problem solving, oral and written communication skills. In addition, the ideal candidate must possess strong consulting and influencing skills with the ability to build trust and maximize relationships with employees at all levels. Experience with COA Hiring and Compensation processes, including usage and understanding of the eCareer Online Job Application System and the COA Banner HR Management System, and establishing base pay. Ability to earn the cooperation and willingness of Human Resources and support staff, and other employees, by demonstrating honesty, integrity, responsibility, accountability, and dependability. Ability to have two-way dialogues involving mutual listening and understanding while aligning verbal language with non-verbal cues to avoid confusion and/or mixed messages. Duties, Functions and Responsibilities Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned. Collaborates and serves as strategic partner with senior leaders and management on HR programmatic analysis, implementation, and administration providing operational oversight, advice, and analytical support. Manages and resolves complex HR-related issues and provides solutions to programs and processes, monitoring implementation of agreed upon actions until the problem has been resolved. Advises and influences management in making sound HR-related decisions. Serves as subject matter expert in providing advice and counsel to management and employee groups on a broad range of HR issues and with applicable regulations, programs, policies, and procedures. Interprets and provides 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. Identifies, analyzes, and recommends solutions for various HR problems using morale indicators and other personnel measurements, such as, but not limited to, surveys, turnover, and grievances; and presents recommendations for corrective action programs when needed. Provides training to managers and supervisors on HR topics and procedures. Researches, gathers, analyzes, and evaluates data and information; monitors program trends; reviews and performs quality checks of program-related data; and develops and maintains management reporting to support decision making and policy development. Monitors and maintains system data, files, records, and reporting; transmits program data files to vendors; and develops, monitors, and implements information tracking systems. Responsibilities- Supervision and/or Leadership Exercised: May provide leadership, work assignments, evaluation, training, and guidance to others. Knowledge, Skills and Abilities Must possess required knowledge, skills, abilities, and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed. Knowledge of Federal, State, and Local laws and ordinances governing personnel activities. Knowledge of City practices, policies, and procedures. Knowledge and practices of HR program administration and management. Knowledge of practices and methods of coaching and leading the work of others. Knowledge of principles and applications of critical thinking and analysis. Knowledge of customer service principles. Skill in overseeing the maintenance of HR program/process documentation, data, schedules, records, and files. Skill in oral and written communication. Skill in handling multiple tasks and prioritizing. Skill in using computers and related software. Skill in data analysis and problem solving. Skill in planning and organizing. Ability to coordinate deadlines, prioritize work demands and assign/monitor work performed. Ability to handle hostility, conflict, and uncertain situations. Ability to work with frequent interruptions and changes in priorities. Ability to train others. Ability to develop and maintain knowledge in assigned specialized HR areas. Ability to work with frequent interruptions and changes in priorities. Ability to establish and maintain good working relationships with other City employees and the public. Criminal Background Investigation This position has been approved for a Criminal Background Investigation. EEO/ADA City of Austin is committed to compliance with the American Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or TTY (512) 974-2445. Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview. Supplemental Questions Required fields are indicated with an asterisk (*). * The minimum requirements for this position include graduation with a Bachelor's degree from an accredited college or university in a related field, plus four (4) years of HR experience. One (1) additional year of experience may substitute for the education up to the maximum of four (4) years. Do you meet these minimum qualifications? Yes No * What level of experience do you have conducting workplace investigations regarding discrimination, harassment and/or sexual harassment? Served as lead investigator for an employer or outside investigative body including documenting findings. Served as an investigator for an employer or outside investigative body including documenting findings Served in a support role to a lead investigator but not involved in all phases of the process. Served as investigator in workplace issues requiring inquiry and other review but no formal documentation of investigative findings. No workplace investigation experience. * Describe your role in the workplace investigation process from start to finish. (Open Ended Question) * Please describe your experience with workplace grievances and/or conflict resolution: Have no experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have limited experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have extensive experience representing management or Human Resources in grievance, mediation or conflict resolution processes. Have experience representing management or Human Resources AND have coordinated an existing grievance, mediation or conflict resolution program. Have experience representing management or Human Resources AND have designed and coordinated a grievance, mediation or conflict resolution program. * Describe your experience in consulting and mediation skills to provide appropriate counsel, advice and work in partnership with management and staff on human resources matters, and conflict resolution. (Open Ended Question) * How would you describe your knowledge and experience advising management on such federal laws as FMLA, ADA, Title VII, ADEA, USERRA and FLSA? No Experience or knowledge. No Experience, but have knowledge or training. Limited knowledge and experience (0-2 years). Working knowledge and experience (2-5 years). Advanced knowledge and experience (5+ years). * Please briefly describe your experience advising management on the progressive disciplinary process, including investigating policy violations, preparing documentation, making recommendations and preparing and administering disciplinary actions. (Open Ended Question) * Do you have experience developing and presenting human resources training to managers and supervisors? Yes No * Briefly describe your experience with developing and presenting human resources training to employees. (Open Ended Question) * Please describe your experience in leadership development, which includes coaching and mentoring supervisors and managers in the field of Human Resources. No experience 0 - 3 years 3 - 6 years 6+ years * Please describe your experience managing the full cycle recruitment process, including developing and implementing best practices, performing staffing analysis, recruitment, selection, and on-boarding in accordance with City of Austin procedures and Municipal Civil Service rules. (Open Ended Question) * Describe your experience in employment activities to include reviewing final hiring packets to ensure compliance with Hiring Policies and Procedures. No experience or knowledge. No experience, but have knowledge and/or training. Limited knowledge and experience (up to 2 years). Working knowledge and experience (2-5 years). Advanced knowledge and experience (5+ years). * Please select the choice which describes your years of experience in a supervisory or lead capacity: Less than one 1 - 2 years 2 - 3 years 3-5 years More than 5 years * Although the basic work schedule for this position would be days, Monday through Friday, there may be occasions when weekends, evenings or nights may be required to support staff and events. Can you work a varied schedule if needed? Yes No * If identified as a top candidate, do you agree to a Criminal Background Investigation (CBI)? Yes No * My job application is detailed and complete, and I understand that if I am selected as the top candidate for this particular job, my salary will be determined based on the experience submitted on my job application. Yes No Optional & Required Documents Required Documents Cover Letter Resume Optional Documents

About Our Job The Office of Human Resources is seeking a strategic, customer-service focused Senior HR Business Partner to join our team at our offices at DEN. This is an exciting opportunity for an individual who is ready to contribute to the strategic orientation of the DEN Office of Human Resources team by working with both City leadership and individual contributors in consultative human resources business practices, change management and metrics. Denver International Airport (DEN) is the 20th-busiest airport in the world and the 5th-busiest airport in the United States, serving 61.3 million passengers last year and generating more than $26 billion for the region annually. In November 2018, Den was ranked the #2 US airport by the Wall Street Journal. DEN is the largest and newest commercial airport in the United States and consists of 15 million square feet of built environment. Denver is one of the fastest-growing cities in the United States and has been named the nation's top place to live, work, and play. Being the best place to live is a high bar. Maintaining such a reputation means we need the best people working for the residents of Denver and every passenger that travels to and through DEN. People who want to make a difference; people who want to give back; people who want to be at the heart of the city and have a hand in creating our future. Join the team at DEN and be part of the future for the world's most exciting and forward-thinking airport. Learn more about DEN at www.flydenver.com. As a Senior HR Business Partner on our DEN team, you will provide full performance level human resources functions related to performance management, coaching, talent management, classification and compensation, workforce planning, change management, data analysis, employee engagement and employee relations. Additionally, in this HR Business Partner position, you will: Consult and provide recommendations to employees and managers regarding human resources matters, best business practices and organizational development. Partner with the business to foster long term successful leadership relationships to develop strategies and initiatives that promote a culture of leadership and engagement for the entire organization. Partner with Centers of Excellence including Talent Acquisition, Compensation and Classification, Learning and Development and Benefits to recommend and execute business solutions. Develop leadership, retention and engagement strategies that help to move the organization forward by developing strong leaders and a stronger workforce. Provide data and analysis for new hires, terminations, employee relations, engagement, etc. to tell our human capital story. Develop HR process improvement initiatives and monitors effectiveness of process improvements. Manage employee relation issues and investigations as needed. Please apply as soon as you are able, as this position will close without advance notice as soon as we receive a sufficient number of qualified candidates. About You Our Ideal Candidate has: 5 plus years working as an HR Professional for a complex organization 5 plus years of experience managing and investigating employee relations issues Experience guiding workforce planning and organizational development initiatives Strong business acumen and Excel skills Ability to build professional relationships with a variety of people, at all levels of the organization Experience providing and receiving feedback to/from leaders and employees We recognize your time is valuable, so please do not apply unless you meet the following required minimum qualifications: Education Requirement: Bachelor's Degree in Business Administration, Human Resources, or a related field. Experience Requirement: Five (5) years of professional human resources experience. Education & Experience Equivalency: One (1) year of the appropriate type and level of experience may be substituted for each required year of post school education. Additional appropriate education may be substituted for the minimum experience requirements About Everything Else Job Profile CA2992 HR Business Partner Senior To view the full job profile including position specifications, physical demands, and probationary period, click here . Position Type Unlimited Position Salary Range $66,775.00 - $106,840.00 Starting Pay Based on education and experience Agency Office of Human Resources The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law. For information about right to work, click here for English or here for Spanish.

1. Provides strategic leadership for human resource systems to guide positive organizational outcomes. Directs human resource functions in alignment with organizational values and compliance with the law. Determines needs, defines goals and evaluates outcomes of the city’s human resource strategy. Monitors compliance and applies best practices in human resource policy and practices. Assigns and directs work of staff, creating clarity so that everyone can perform to their best. Develops the highest level of human resource professional expertise among staff. Fosters a commitment to partnership and internal service among human resource staff. Manages the human resource department budget. 2. Champions organizational development efforts to create a work environment where people and team are their best – ensuring the city delivers great public service. Ensures the city is on the leading edge of organizational development and health. Leads efforts to enhance workplace inclusion and champion cultural competence in the organization. Leads creative, innovative and fun people management strategies and support. Ensures employee engagement through intentional organizational efforts and ongoing measurement. Champions innovative and high quality employee training and development efforts. 3. Promotes high-quality talent management practices throughout the organization. Ensures proactive performance development practices in all areas of the organization. Leads innovative recruitment and retention strategies. Ensures creative practices throughout the employee lifecycle, from onboarding to offboarding. 4. Leads labor management relations to maintain sound relationships with organized employees. Serves as the chief negotiator with all bargaining groups, ensuring strategic and patterned bargaining. Sets negotiation strategy, provides grievance and arbitration support and contract interpretation. Serves as the City’s management contact and liaison for union designees on labor relations matters. Manages discipline, grievance and relations in a productive and effective manner on behalf of the city. 5. Ensures positive employee relations throughout the city. Directs department staff to ensure proactive and effective employee relations strategies. Advises leaders on methods and options for resolving employee or work problems. Directs the activities of the city’s workplace investigations program to ensure fair resolution of issues. 6. Provides direction for total rewards programs to remain an employer of choice. Manages a comprehensive total rewards strategy to attract, motivate and retain employees. Oversees the city’s compensation philosophy and program. Evaluates and selects for approval all insurance benefit programs. 7. Serves as an active and engaged leader to promote the best possible public service. As a valuable part of our organization, actively contribute ideas to make us better. Keeps city leaders and employees informed through proactive communication. Performs other duties as apparent or assigned.

Description: Status: Benefited, "exempt" position Salary: Commensurate with experience Work Schedule: Monday-Friday 8:00 am - 5:00 pm; Occasional early morning, night, or weekend work required Location: Santos Manuel Student Union at CSU San Bernardino (This is not a state position) Deadline: This position will remain open until filled. Applications will be reviewed beginning July 30, 2019 Required Materials: All applicants must submit 1) Letter of interest or cover letter, 2) Current resume or curriculum vitae, 3) Three professional references who can provide assessments of your professional experience, accomplishments and prospects for success in this position, and 4) Diversity Statement - may include your interpretation of diversity, inclusion, gender equity and must include specific examples of how your educational and/or professional experiences, background/philosophy has prepared you for this role at California State University, San Bernardino (maximum 250 words). Essential Responsibilities [To perform this job successfully, an individual must be able to perform each essential responsibility satisfactorily. Other essential and non-essential responsibilities and projects may be assigned.] Reporting to the Executive Director of the Santos Manuel Student Union (SMSU), the Human Resources Manager (HRM) is responsible for the management of a wide range of human resources functions. The HRM oversees the daily administration of comprehensive HR services including, but not limited to, recruitment and selection, Onboarding, training and development, employee classification, and performance management. Additionally the HRM oversees the implementation and maintenance of the application tracking system within the HRIS system and directly supervises the HR student assistants. Benefits Management: Research employee benefits plans and vendors to identify those that present the best value. Design, recommend and implement new benefits programs. Examine potential plan designs and benefits cost changes. Negotiate with vendors and administrators for preferred plans, options and rates Serve as primary contact for plan vendors and third-party administrators. Coordinate transfers of data to external contacts for services, premiums and plan administration. Evaluate and revise internal processes to reduce costs and increase efficiency. Document and maintain administrative procedures for assigned benefits processes. Ensure compliance with applicable government regulations and timeliness and accuracy of required reporting and fees. Coordinate daily benefits processing. Manage enrollments, COBRA, terminations, changes, beneficiaries, disability, accident and death claims, rollovers, QDROs, QMCSOs, distributions, loans, hardships and compliance testing. Oversee maintenance of employee benefits files, maintains group benefits database and updates employee payroll records. Review both short- and long-range cost estimates/projections and relevant statistical analyses regarding modifications in benefits programs and implementation of new programs. Provide customer service support to internal and external customers. Develop communication tools to enhance understanding of the SMSU benefits package. Design and distribute materials for benefits orientations, open enrollment, and summary plan descriptions. Prepare, coordinate and schedule meetings designed to help employees obtain information and understand company benefits and other related incentive programs. Counsel employees (and potential employees/applicants) on plan provisions so that individuals can make informed benefits decisions. Ensure distribution of required employee notices. Assure company compliance with provisions of Employee Retirement Income Security Act and the Affordable Care Act. Supervise the preparation of reports and applications required by law to be filed with federal and state agencies, such as Internal Revenue Service, Department of Labor, insurance commissioners, and other regulatory agencies. Review and analyzes changes to state and federal laws pertaining to benefits, and report necessary or suggested changes to management. Coordinate company benefits with government-sponsored programs. Handle benefits inquiries and complaints to ensure quick, equitable, and courteous resolutions. Maintain in-person, phone and/or mail contact with hospitals, physicians, insurance companies, employees, and beneficiaries to facilitate proper and complete utilization of benefits for all employees. Payroll Management: Daily activities to include the following: Print "Punch exception" report and missing punch report if there are frequent offenders. Maintain time transactions completed by coordinators i.e. any missing or incorrect punches. Update and maintain employee information in time clock system. Prepare staff payroll reports for all full-time employees. Maintain accurate sick leave and vacation accrual balances for full-time and part-time employees. Reconcile balances against reports from UEC Payroll. Analyze, prepare and input payroll data. Use automated system to produce accurate and timely payroll. Ensure compliance with all applicable state and federal wage and hour laws. Maintain current knowledge of applicable state and federal wage and hour laws. Facilitate management and employee understanding of payroll procedures. Enter new employees in payroll software. Inactivate employee's no longer working. Human Resources Management: Implement and annually update the compensation program; rewrite job descriptions as necessary; conduct annual salary surveys and develop merit pool (salary budget); analyze compensation; monitor the performance evaluation program and revise as necessary. Assist the Executive Director with employee classification including implementing programs and policies, creating and reviewing job descriptions, and providing guidance on Fair Labor Standards Act (FLSA) exemption status, determining proper classification/salary range and undertake surveys for comparable positions and analyze results Develop and maintain affirmative action program; file EEO-1 annually; maintain other records, reports and logs to conform to EEO regulations. Conduct recruitment effort for all exempt, nonexempt and temporary workers; write and place advertisements; work with supervisors to screen and interview candidates; conduct reference checking; extend job offers; conduct new-employee orientations; monitor career-path program and employee relations counseling; conduct exit interviews. Complete Worker's Compensation paperwork for injured employees in a timely manner and inform them of their rights and medical treatment options. Act as primary contact to Worker's Compensation benefits providers and maintains appropriate records. Complete information requests from employers and the State of California Unemployment Department for current and previous employees. Complete employment verifications as needed and process/approve background checks for new full-time and part-time employees Manage employee training and development: ensure compliance with legally and CSU mandated employee training, determine training and development needs, design training and development programs, coordinate and/or administer employee training in a variety of formats including in-classroom and webinar, identify and incorporate training and development best practices, assess program effectiveness and make adjustments as needed. Establish and maintain department records and reports. Participate in administrative staff meetings and attend other meetings, such as seminars. Maintain organizational charts and employee directory. Ensure compliance with all federal, state and local employment laws. Manage and track all employee disciplinary action. Coach, counsel and guide managers before executing disciplinary actions Ensure compliance with USCIS Form I-9 Employment Eligibility Verification; periodically audits Forms I-9. Oversee the retention, retrieval, storage and disposal process for HR files and documents. Assist all new employees with completing new-hire paperwork, including assurance of adherence to State and Federal standards. Process new-hire paperwork and provide orientation for staff and student assistants. Assist students in signing up for necessary trainings and certifications. Oversee separation process for all employees including payroll, return of equipment and supplies and maintain separation data records for students and staff. Conduct quarterly GPA checks for all student employees, committee members and volunteers. Verify continued GPA eligibility, notifying supervisors of probation or termination status. Provide analysis and interpretation of laws and legislation pertaining to Human Resources and employment. Assist in the development of policy adjustments necessary to provide compliance of new employment laws and legislation. Complete information requests from employers and the State of California Unemployment Department for current and previous employees. Interpret, implement, and provide guidance and information to staff and management on organizational policy, procedure, and HR best practices Other Responsibilities: Attend required Management Personnel Program (MPP) training sessions Participate in training sessions required by the SMSU or CSUSB Assist as needed in all required departmental events and training/development sessions Serve as a mandatory reporter for complaints under Title VII, Title IX and the Clery Act Perform other duties as assigned by the Executive Director of the Santos Manuel Student Union Requirements: [The requirements listed below are representative of the minimum education and/or hands-on experience necessary to perform each essential responsibility; preferred qualifications are also listed.] Bachelor's degree in human resources, business or related field required Master's degree in human resources, business, higher education or a related field preferred Minimum of three years of experience in the human resources field: recruitment, training and development preferred Demonstrated ability to manipulate excel worksheets and calculations Demonstrated ability to assess training and create learning outcomes to support and measure efficiency Ability to independently gather and analyze data, reason logically and draw valid conclusions to enhance the department and organization with proven results Demonstrated professionalism in dealing with sensitive and confidential issues Ability to interpret labor laws and apply those that are relevant to the organization Ability to learn, interpret, prepare and apply a wide variety of policies and procedures Ability to interact effectively with customers, students, campus community members Experience in designing and implementing work processes and procedures Strong mathematical, analytical and report writing skills Demonstrated ability to work with a diverse student population and campus community Ability to communicate clearly and concisely, both orally and in writing Excellent interpersonal and technical skills with the ability to interact effectively with students, customers, campus community members, vendors and the general public Ability to work with shifting deadlines and workload Ability to conduct workshops and training programs Ability to operate an office work station, utilizing word processing, spreadsheet and other software currently in use Ability to satisfactorily complete a background check (including a criminal records check) Demonstrated ability to work with an ethnically diverse and culturally pluralistic student population and campus community Ability to operate an office work station and to use technology to accomplish business-related functions e.g., word processing, spreadsheets, email communication, database access and management, basic survey research, and budget monitoring and analysis SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred. Competencies: [The competencies listed below are representative of the knowledge, skills, and/or abilities required to perform each essential function.] The successful candidate will demonstrate the ability to: independently plan, organize and coordinate projects with competing work demands; to create an open and welcoming environment; maintain respect and confidentiality of clients; work quickly and with a high degree of accuracy; adopt effective courses of action; carry out a variety of professionally complex assignments; interpret and evaluate issues; analyze and define problems; draw valid conclusions and project consequences of various alternative courses of action; anticipate problems and address them proactively; and to develop and maintain accurate budgetary reports. The candidate will demonstrate the knowledge and skills associated with; attentiveness, and a willingness to participate in activities and educational programs; and the ability to communicate effectively, both written and orally. In addition the candidate will possess at minimum an intermediate skill level using Microsoft Office Suite applications, use of email, and the internet. Human Relations: Internal contacts include students and staff at all levels. External contacts include external customers and vendors. Contact involves troubleshooting, informing, exchanging information, negotiating, making recommendations, and giving information or instructions. Work Environment and Physical Demands: [The demands marked below are representative of those that will be required to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Please indicate below where reasonable accommodation may be needed.) Work Environment Professional office environment Non-smoking, tobacco-free environment Work Schedule Typically Monday -Friday 8 a.m. - 5 p.m.; occasional early morning, night, or weekend work required Flexibility is often needed depending on programs, events, meetings, or training sessions Occasional regional and national travel A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position. The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. The Santos Manuel Student Union at California State University, San Bernardino is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, or protected veteran status. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) Closing Date/Time: Open until filled

Description: Employment Status: Permanent / Probationary & Temporary "non-exempt" positions (with the possibility of the full-time positions converting to probationary) Work Schedule: Monday-Friday, 8:00 am to 5:00 pm and some evenings/weekends First Review Deadline: Applications will be reviewed beginning August 15, 2019. Under the general direction of the Director of the Career Center, the incumbent will serve as a career counselor in a centralized comprehensive center to individuals and groups of students and alumni at the San Bernardino Campus. Conducts career assessments, gathers career information, performs job searches, and assists clients with identifying and evaluating graduate school options. Conducts comprehensive intake interviews assisting students/alumni with resume development, interviewing skills, job search and self-assessment. Prepares students/alumni for interviews and supports students/alumni at campus and campus-sponsored career events through experiences such as mock interviews and development of an "elevator pitch" and assists with soft skills development. Provides career guidance utilizing assessment tools and provides feedback based on the results. Researches labor-market/career trends and creates information resources for client use. Collects online materials and hands-on resources including: labor market information, employer information, directories, resource guides, career path options, corporate annual reports, policies, products and services. Introduces client to the newest career information via the internet and other software options. Maintains resources for client use, by keeping abreast of the latest recruiting trends and specific needs for a wide variety of industries. Develops, coordinates and delivers training and skill development workshops to individuals and groups related to career readiness such as resume preparation, job-search strategies, and career information technology including internet links, interview skills and experiential learning preparation. Promotes client engagement in classroom, co-curricular experiences and community based learning activities that contribute to career planning and preparation. Serve as an expert regarding traditional resumes, co-curricular resumes, vitaes, cover letters, thank-you letters, letters of reference and statements of purpose formats and content. Provides guidance about internships and collaborates with internship coordination staff. Under general supervision of the Career Center Director, the incumbent will proactively and strategically identify and build relationships with regional, state, national and international employers for recruitment of university students and alumni for the San Bernardino Campus. The incumbent will work closely with the Career Center internship team and campus internship coordinators to identify and promote internship opportunities for students. The incumbent will also identify and cultivate relationships with organizations and business sectors that will increase employer and student engagements to explore internship, volunteer, and job opportunities to enhance career readiness. The incumbent will seek to connect these entities with the appropriate resources and personnel at the Career Center. The incumbent will work with Employer Relations to identify student job and/or internship opportunities such as; on-campus recruitment programs including coordination of schedules for information sessions, information tables and on campus interviews at the San Bernardino Campus. The incumbent will continuously match business and industry needs to best support and prepare students for future career paths. The incumbent will identify opportunities for employers to facilitate career readiness workshops for intentional engagement between employer and student. Under the supervision of the Career Center Director, the incumbent will manage communication content and frequency for students and alumni of employer events both on and off campus. The incumbent will work with campus partners to promote student involvement in national conferences that are student focused and present research, internship and career opportunities to CSUSB students. Examples of such conferences would include Society for Advancement of Hispanics/Chicanos and Native Americans in Science (SACNAS) or Hispanic Association of Colleges and Universities (HACU). The incumbent will work with faculty and staff at both the San Bernardino and Palm Desert campuses to develop a resource on the Career Center's website where students can easily find such opportunities. For career and employer related events held by other campus colleges, student organizations or departments, including, but not limited to the Office of Development, alumni groups and college-based career services offices, the incumbent will partner and provide expertise, coordination and employer support as needed. The incumbent will compile and report data on career readiness activities assess student-learning outcomes and provide feedback on the effectiveness of such efforts (using Handshake platform). The incumbent will track job market demand, trends in recruiting, job-offer data, and hiring results for students in their respective academic majors. The incumbent will also utilize the Career Center database (Handshake) to generate reports, analyze data and develop employer contact lists. Under general supervision of the Career Center Director, the incumbent will provide assistance in budget planning, strategic planning, goal setting, monthly and annual reports, etc. The incumbent will also attend administrative staff meetings and participate in professional development activities. The incumbent will perform other duties as assigned. Knowledge, Skills and Abilities: Applicants must possess the equivalent to a Bachelor's degree and the equivalent to three years of professional experience, preferably in the areas of career counseling, internship coordination, service learning, volunteer recruitment, or human resources. Applicants must have a working knowledge of federal, state and local market regulations and business practices as it relates to internships and employment. Applicant must have employer relations/development experience with the ability to engage with local and regional communities and understanding of labor market trends. Applicants must have highly effective interpersonal communication skills. Applicants must have working knowledge of standard office software such as Word, Excel, PowerPoint, and Outlook. It is highly desired that this position have experience with assessment of student learning and student success. It is highly desired that the applicant have experience working with NACELink/Handshake Qualtrics, Blackboard or other project management and student contact software that will be utilized in this position. Applicant must have employer relations/development experience with the ability to engage with local and regional communities and understanding of labor market trends. Preferred Education: Master's degree in counseling, sociology, psychology, or business administration. Equivalent to graduation from a four-year college or university in a related field, including or supplemented by upper division or graduate course work in counseling techniques, interviewing, and conflict resolution where such are job-related. Experience managing social media channels and MBTI certified is a plus. A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position. The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. California State University, San Bernardino is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, or protected veteran status. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. Visit the Human Resources Conflict of Interest webpage link for additional information: http://hrd.csusb.edu/conflictInterest.html This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) Closing Date/Time: Open until filled

Description: Employment Status: Full-Time, "Non-Exempt", Probationary position with the possibility of converting to permanent. Work Schedule: Regular hours are Monday through Friday, 8:00 a.m. to 5:00 p.m. Summer hours are Monday through Thursday, 7:00 a.m. to 5:30 p.m. This position will remain open until filled. The first review date of application will be August 30, 2019. Current employees will be given preferred consideration. General Purpose: The primary purpose of the Talent Acquisition Specialist position is to coordinate the recruitment and selection of staff (represented, temporary and confidential), university affiliate enterprises, and occasionally, Management Personnel Plan (MPP) positions and to provide high-level support in managing, evaluating, and resolving complex issues related to any aspect of the talent acquisition process. This position is also responsible for providing general direction to administrative and student assistant positions. Position Summary: The Talent Acquisition Specialist plays a key role in the identification, attraction, and selection of top talent for California State University, San Bernardino. Reporting to the Talent Acquisition Manager or other MPP personnel, the Talent Acquisition Specialist provides support as a consultant to the hiring manager and the search committee to ensure the attraction and selection of a broad and diverse pool of qualified candidates for staff and as needed support to management positions. The ideal candidate will have a demonstrated ability to successfully own numerous recruitments across a varying divisions/departments from beginning to end, have excellent written and oral communication skills and have demonstrated experience and a track record of successfully recruiting and onboarding employees. The incumbent must be able to work in a fast-paced, growth environment, have the motivation to deliver excellent service, eagerness to provide a great experience and have interest in learning about other HR functional areas that impact Talent Acquisition. The Talent Acquisition Specialist is detailed oriented and driven to contribute to the University's growth and success. As a primary point of contact for new employees, the Talent Acquisition Specialist will have the opportunity to demonstrate the University's core values and its commitment to people centered practices at the beginning of an employee's career with the University. Duties may include, but are not limited to, the following: Talent Acquisition Coordinates the talent acquisition and recruitment processes for staff and MPP positions, including strategic sourcing; the development and/or review of interview questions and test materials; coordination of interview schedules; and advising Hiring Managers on the appointment recommendation process. Consults with and advises key stakeholders on critical aspects of searches, including planning, attraction, selection, offer, and onboarding. Conducts detailed recruitment planning meetings with Hiring Managers and HR Business Partners to establish recruitment strategies and timelines. Develops job announcements and posts recruitments; screens applicant pool and refers qualified candidates to Hiring Managers. Proctors recruitment testing; plans, designs and develops selection tools, such as supplemental questions, written tests, performance exams, interview questions, and other related test materials. Reviews and critiques recruitment materials; make adjustments and consults with managers campus-wide to discuss recruitment details. Proposes solutions to recruitment problems. Reviews all interview documentation and recommendations from departments to ensure appropriateness. Updates Manager(s) and HR Business Partners on the progress of all recruitments. Creates marketing materials such as executive brochures, published advertisements, social media sourcing and flyers. Conducts research, analysis and provides recommendations to key areas of recruitment, including policy, procedure, outreach, branding, marketing, assessment, technology, continuous process improvement, retention and best practices. Utilizes and maintains applicant tracking systems for optimal performance. Monitors recruitment and testing processes and procedures for compliance with Federal, State and Collective Bargaining Agreements. Promotes diversity and inclusion; develops diverse talent pools for multiple skill sets across the University. Responds to inquiries from internal and external customers; develops a strong rapport with campus stakeholders through development, coordination and delivery. Utilizes a variety of performance indicators and statistical analyses to advise key stakeholders on cost, quality, time, and satisfaction goals. Participates in job fairs, search committees and change teams to provide input on new HRIS systems. Background Check Compliance & Processing Initiates and reviews background checks, Live Scan results and Reference Checks for compliance with the CSU System-wide Background Check Policy. Prepares and processes offer letters, including new hire documents. Processes staff transactions; performs the hiring of candidates into the HRIS; develops and maintains human resources data in HRIS. Updates, tracks and maintains requisition, background check and staff transaction reports and logs. Creates employee files, assuring accuracy, compliance and confidentiality. Ensures compliance of all new hire activity. On-Boarding Updates or coordinates updating of all New Hire materials as necessary; including new hire Employee On-Boarding presentation, benefits materials/presentation/ FAQs, manager checklist, etc. Serves as a liaison to site onboarding leads and ensures new employees have a turn-key, seamless, first day experience. Coordinates with hiring managers and staff on all pre-boarding activities to ensure excellent first-day experience for all new hires. Assists with the planning, conducting and/or coordinating the Employee On-Boarding Orientation. Other Assists with HR special projects, workshops and events as needed. Other duties as assigned. Minimum Qualifications: Bachelor's degree in Human Resources, Public Administration, Business Administration or a related field AND three (3) years of increasingly responsible technical and/or professional experience performing human resources duties which include recruitment and selection, background check compliance or onboarding OR an equivalent combination of education and experience. Desirable Qualifications: Experience in recruitment and selection/talent acquisition. Recruitment experience using NEOGOV in a public agency. Knowledge & Abilities: General knowledge of Human resources policies and procedures. General knowledge and skills in Human Resources with a foundational knowledge of public administration principles, practices, and methods. Working knowledge of Human Resources policies and procedures. Ability to learn, interpret, and apply a wide variety of state, federal and local policies and procedures relating to Human Resources and University. Ability to organize and plan work and projects including handling multiple priorities. Ability to make independent decisions and exercise sound judgment. Ability to compile, write, and present reports related to program or administrative specialty. Demonstrated ability to establish and maintain effective working relationships within and outside the work group and serve as a liaison for the organizational unit. Proficient experience using Microsoft Office (Outlook, Word, Excel, PowerPoint, etc.) and other computer systems (NEOGOV, PeopleSoft or other HRIS systems). A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position. The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. California State University, San Bernardino is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, or protected veteran status. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. Visit the Human Resources Conflict of Interest webpage link for additional information: http://hrd.csusb.edu/conflictInterest.html This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) Closing Date/Time: Open until filled

Description: Employment Status: Full-time, "exempt" probationary position Work Schedule: To be arranged First Review Deadline: The review of applications will begin on September 5, 2019. Employer Relations Development Under the general supervision of the Career Center Director, the incumbent will proactively and strategically identify, build, cultivate and/or maintain professional relationships with local, regional, national and international employer for recruitment of university students and alumni. Typical responsibilities include, but not limited to: Develop a working partnership with the Career Center Internship team, internship coordinators on-campus, and CSU counterparts. Identify existing and new organizations (i.e. non-profit, government, federal, municipalities, corporate) to connect with the appropriate resources and personnel at the Career Center and/or the university. Plan, coordinate, and oversee the on-campus recruitment program (i.e. on-campus interviews, Information Sessions, information tabling, Career Fairs). Strategically work with the Career Counselors to share job/internship opportunities to identify the best qualified candidate to match with the employer work needs. Consistently follow up with employers to conduct an employer survey after each employer engagement to measure success and/or program enhancements. Create and facilitate employer related workshops for student to use best practices (i.e. networking, navigating career fairs) for students and alumni. Guide students and alumni with the appropriate tools, technology, and resources offerings from the Career Center. Use innovative technology and social media (i.e. YouTube, Instagram, FB, LinkedIn, snapchat) for marketing and communication with students and alumni. Manage all events using the Career Center's platform Handshake. The incumbent will have the responsibility to assess employer programs to meet the labor market needs using assessment tools such as Qualtrics, Handhshake and CampusLabs. Other Responsibilities Will create, schedule, promote and coordinate all career fairs, internship fairs, interview sessions, information sessions and any student to employer contact with CSUSB students using Handshake. These tasks will require partnering with campus resources to secure space, equipment, catering, parking, and any presentation needs the event requires. Create an EXPO model for employer recruitment and student engagement (Industry Panel, Information Sessions, Career Fair). Manage and monitor the employer partners program to coordinate all recruitment engagement employer needs. Create reports on all event outcomes using Handshake to share with team, on-campus partners, and employers. Work with campus partners to promote student involvement in national conferences that are student focused and present research, internship and career opportunities to CSUSB students. Examples of such conferences would include Society for Advancement of Hispanics/Chicanos and Native Americans in Science (SACNAS) or Hispanic Association of Colleges and Universities (HACU). Consistently manage and update the Career Center website "Employer" section to ensure student, employer, and alumni have easy access to all upcoming events and communicate with all five academic colleges. Create and execute on-campus campaigns to visit all five academic college to conduct college needs assessments to align academia with the workforce needs. Collaborate with campus partner on employer related events held by campus colleges, student organizations and/or departments, including, but not limited to the Alumni Relations, Office of Student Engagement, Office of Community Engagement, Student Club and on-campus affinity groups to provide expertise, coordination and employer support as needed. Utilize published student demographic data to recruit employers seeking a diverse workforce (Employer Partner program). Compile and report data on employer relations activities, assess employer relations efforts and provide feedback on the effectiveness of such efforts using Qualtrics, Handshake, Infographics, CampusLabs.and other innovative tools. Track job market demand, trends in recruiting, job-offer data and hiring results for students in diverse academic majors. Utilize the Career Center database (Handshake) to generate reports, analyze data, document employer updates/actions on the weekly, monthly, and annually basis for effective benchmarking. Provide assistance in budget planning, strategic planning, goal setting, monthly and annual reports, etc. Attend administrative staff meetings and participate in professional development activities. The incumbent will perform other duties as assigned. Education and Experience: Applicants must possess the equivalent to graduation from a four-year college or university in a related field, including or supplemented by upper division or graduate course work in counseling techniques, interviewing, and conflict resolution where such are job-related. Applicants must possess the equivalent to three (3) years of professional experience, preferably in the areas of employer relations, internship coordination, service learning, volunteer recruitment, or human resources. A master's degree in Counseling, Clinical Psychology, Social Work, or a directly related field may be substituted for one year of experience. A doctorate degree and the appropriate internship or clinical training in counseling or guidance may be substituted for the three years of experience for positions with a major responsibility for professional career or personal counseling. Knowledge, Skills and Abilities: Working knowledge of federal, state and local market regulations and business practices as it relates to internships and employment. Applicant must have employer relations/development experience with the ability to engage with local and regional communities and understanding of labor market trends. Applicants must have highly effective interpersonal communication skills. Applicants must have working knowledge of standard office software such as Word, Excel, PowerPoint, and Outlook. Applicant must have employer relations/development experience with the ability to engage with local and regional communities and understanding of labor market trends. Duties will involve the ability to travel, therefore requires possession of a valid California driver's license and the successful completion of the campus Defensive Driving examination. Physical Requirements: Must be able to lift, lower, push, and pull loads ranging in weight from 5-60 lbs.; must be able to carry loads ranging from 20-50 lbs. for distances up to 20 feet; must be capable of kneeling, reaching overhead, climbing stairs and ladders, walking, twisting, stooping, and bending; depending upon the project, employee may spend 20-50% of day sitting, 20-50% of day standing, 20-50% of day walking. Preferred Education and Experience: Master's degree in Business Administration/Marketing/Human Resources, sociology, IO/psychology, Equivalent to graduation from a four-year college or university in a related field, including or supplemented by upper division or graduate course work in counseling techniques, interviewing, and conflict resolution where such are job-related. It is highly desired that this position have experience with assessment of student learning and student success. It is highly desired that the applicant have experience working with NACELink/Handshake Qualtrics, Blackboard or other project management and student contact software that will be utilized in this position. A background check (including a criminal records check) must be completed satisfactorily before any candidate can be offered a position with the CSU. Failure to satisfactorily complete the background check may affect the application status of applicants or continued employment of current CSU employees who apply for the position. The person holding this position is considered a `mandated reporter' under the California Child Abuse and Neglect Reporting Act and is required to comply with the requirements set forth in CSU Executive Order 1083 as a condition of employment. California State University, San Bernardino is an Affirmative Action/Equal Opportunity Employer. We consider qualified applicants for employment without regard to race, religion, color, national origin, ancestry, age, sex, gender, gender identity, gender expression, sexual orientation, genetic information, medical condition, disability, marital status, or protected veteran status. This position may be "Designated" under California State University's Conflict of Interest Code. This would require the filing of a Statement of Economic Interest on an annual basis and the completion of training within 6 months of assuming office and every 2 years thereafter. Visit the Human Resources Conflict of Interest webpage link for additional information: http://hrd.csusb.edu/conflictInterest.html This position adheres to CSU policies against Sex Discrimination, Sexual Harassment, and Sexual Violence, including Domestic Violence, Dating Violence, and Stalking. This requires completion of Sexual Violence Prevention Training within 6 months of assuming employment and on a two-year basis thereafter. (Executive Order 1096) Closing Date/Time: Open until filled