Personnel Manager-- Human Resources Services
240 days
Salary Range: $60,820.61-$82259.14
FLSA: Non-exempt
General Statement of Job
Performs complex administrative and specialized technical duties in the Human Resources Department. Work involves interacting with all employees of Richland One in the areas of pay, leave, and district policy. Prepares analysis reports for the Director of Human Resources, other administrators, and outside sources. Reports to the Director of Human Resources.
Specific Duties and Responsibilities
Essential Functions:
Guides Personnel Technicians with duties such as inputting data, creating reports, processing new hires, processing employee changes.
Serves as backup during others absence, such as handling the responsibility for accurately providing payroll information on employees to payroll, maintaining system position control, reporting Professional Certified Staff information to the Department of Education, preparing unemployment compensation responses and employment verifications and responding to employees’ requests for information;
Prepares mandatory and requested analysis reports of employee data on a routine and reactive basis for the Director of Human Resources, administrators, government agencies, and outside sources.
Audits pay records of certified staff to ensure accurate level of pay three times a year.
Increases pay step of employees annually and globally; audits for those not eligible for the increase due to certain factors; removes annual supplements; audits frozen and offset employees for any changes.
Serves as System Administrator for Munis on-line that allows all employees to view their personal information via district Internet website; sets up new accounts; maintains passwords; educates employees in the use.
Serves as member of Technology Integration Team; attends regularly scheduled meetings; prepares and initiates changes and new processes for Human Resource Records for the following systems Munis the Personnel and Payroll system, Kronos the timekeeping and scheduling system, On Base the Personnel transaction system to process new hires, changes, and terminations to payroll, integrated with employee application and vacancy advertising and budget systems.
Works with other areas of Human Resources, Payroll, Budget, and Information Technology in interpreting policy and interaction of systems throughout Human Resources; providing written and oral procedures and documentation.
Oversees all supplemental pay for athletic and non-athletic programs in the district to payroll.
Responds to State Department of Education and district auditors in regard to minimum salary violations of certified staff and uncertified teachers in the special education classrooms.
Maintains job class, PCS code, and Kronos pay rule information to run in jobs to populate Munis, Kronos, maintains supervisor identifications for Munis, Kronos and Frontline
Maintains PCS codes to be reported to SDE.
Establishes and maintains district job classes.
Approves all personnel actions for personnel change including resigns, step increases, transfers and new hires.
Reviews for corrections and updates the Employee Handbook for the areas handled by Human Resource Records area.
Complies with all federal laws, state statutes, Board policies, administrative rules, and directives.
Approves student activity timesheets and employee documentation to put employees on payroll.
Calculates fringes; assigns account codes
Additional Duties:
Performs other related work as required.
Minimum Education and Training
Requires a Bachelor’s degree in accounting, and/or human resource work and four years of experience in clerical-administrative work, or any equivalent combination of training and experience which provides the required knowledge, skills and abilities.
Minimum Qualifications and Standards Required
Physical Requirements:
Must be physically able to operate a variety of automated office machines including computers, typewriters, calculators, copiers, facsimile machines, etc. Must be able to exert up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Sedentary work involves sitting most of the time, but may involve walking or standing for periods of time.
Data Conception:
Requires the ability to compare and/or judge the readily observable, functional, structural, or composite characteristics (whether similar to or divergent from obvious standards) or data, people or things.
Interpersonal Communications:
Requires the ability to speak and/or signal people to convey or exchange information. Includes receiving instructions, assignments or directions from superiors.
Language Ability:
Requires the ability to read a variety of correspondence, reports, personnel records, applications, procedure manuals, forms, etc. Requires the ability to prepare correspondence, reports, personnel records, schedules, forms, logs, etc. Requires the ability to speak to people with poise, voice control and confidence.
Intelligence:
Requires the ability to apply rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists, and to interpret a variety of instructions furnished in written, oral, diagrammatic, or schedule form.
Verbal Aptitude:
Requires the ability to record and deliver information, to explain procedures, and to follow oral and written instructions. Must be able to communicate effectively and efficiently in a variety of technical or professional languages, including personnel and insurance industry terminology.
Numerical Aptitude:
Requires the ability to utilize mathematical formulas; to add and subtract; multiply and divide; utilize decimals, and percentages.
Form/Spatial Aptitude:
Requires the ability to inspect items for proper length, width and shape.
Motor Coordination:
Requires the ability to coordinate hands and eyes rapidly and accurately in using automated office equipment.
Manual Dexterity:
Requires the ability to handle a variety of items, office equipment, control knobs, switches, etc. Must have minimal levels of eye/hand/foot coordination.
Color Discrimination and Visual Acuity:
Requires the ability to differentiate colors and shades of color; requires the visual acuity to determine depth perception, peripheral vision, inspection for small parts; preparing and analyzing written or computer data, etc.
Interpersonal Temperament:
Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with persons acting under stress.
Physical Communication:
Requires the ability to talk and/or hear (talking: expressing or exchanging ideas by means of spoken words. Hearing: perceiving nature of sounds by ear). Must be able to communicate via telephone.
Performance Evaluation Criteria
Job Knowledge:
Has thorough knowledge of the methods, procedures, and policies of the Human Resource Records Division of the Human Resource Department as they pertain to the performance of duties of the Personnel Manager. Has considerable knowledge of the policies, procedures, methods, and practices associated with personnel administration, training programs and administration, and policy administration for the Human Resource Department. Has knowledge of the benefits offered by the school district. Has knowledge of Federal, State, and local laws, rules, and regulations governing personnel administration. Has knowledge of general office practices, methods, and procedures used. Has knowledge of the organization and operational policies and procedures. Has knowledge of basic accounting principles and procedures. Has knowledge of ethical guidelines applicable to the position as outlined by professional standards and/or Federal, State, and local laws, rules, and regulations. Is skilled in the use of common office equipment, including spreadsheet, and file maintenance programs. Is able to prepare and maintain accurate personnel records. Is able to explain personnel matters to employees. Is able supervise and evaluate the work of subordinates. Is able to make routine decisions independently in accordance with laws, regulations, and policies and procedures. Is able to analyze and interpret policy and procedural guidelines and to resolve problems and questions. Is able to maintain a high level of productivity when faced with frequent interruptions. Is able to develop and modify work procedures, methods and processes to improve efficiency. Is able to exercise considerable tact and courtesy in frequent contact with the public. Is able to exercise tact and discretion in handling confidential personnel information. Is able to establish and maintain effective working relationships as necessitated by work assignments.
Quality of Work:
Maintains high standards of accuracy in exercising duties and responsibilities. Exercises immediate remedial action to correct any quality deficiencies that occur in areas of responsibility. Maintains high quality communication and interacts within department and division, and with co-workers and the general public.
Quantity of Work:
Maintains effective and efficient output of all duties and responsibilities as described under "Specific Duties and Responsibilities."
Dependability:
Assumes responsibility for doing assigned work and meeting deadlines. Completes assigned work on or before deadlines in accordance with directives, policy, standards and prescribed procedures. Accepts accountability for meeting assigned responsibilities in the technical, human and conceptual areas.
Attendance:
Attends work regularly and adheres to policies and procedures regarding absences and tardiness. Provides adequate notice to higher management with respect to vacation time and time off requests.
Initiative and Enthusiasm:
Maintains an enthusiastic, self reliant and self-starting approach to meet job responsibilities and accountability. Strives to anticipate work to be done, and initiates proper and acceptable direction for completion of work with a minimum of supervision and instruction.
Judgment:
Exercises analytical judgment in areas of responsibility. Identifies problems or situations as they occur, and specifies decision objectives. Identifies or assists in identifying alternative solutions to problems or situations. Implements decisions in accordance with prescribed and effective policies and procedures and with a minimum of errors. Seeks expert or experienced advice and researches problems, situations and alternatives before exercising judgment.
Cooperation:
Accepts supervisory instruction and direction and strives to meet the goals and objectives of it. Questions such instruction and direction when clarifications of results or consequences are justified, i.e., poor communications, variance with policy or procedures, etc. Offers suggestions and recommendations to encourage and improve cooperation between all staff persons within the department.
Relationships:
Shares knowledge with supervisors and staff for mutual benefit. Contributes to maintaining high morale among employees. Develops and maintains cooperative and courteous relationships inter- and intra-departmentally, and with external entities with whom the position interacts. Tactfully and effectively handles requests, suggestions and complaints in order to establish and maintain good will. Emphasizes the importance of maintaining a positive image.
Coordination of Work:
Plans and organizes daily work routine. Establishes priorities for the completion of work in accordance with sound time management methodology. Avoids duplication of effort. Estimates expected time of completion of elements of work and establishes a personal schedule
accordingly. Attends meetings, planning sessions and discussions on time. Implements work activity in accordance with priorities and estimated schedules. Maintains a calendar for meetings, deadlines and events.
Safety:
Adheres to all safety and housekeeping standards established by the organization and various regulatory agencies. Sees that standards are not violated. Maintains a clean and orderly work place.
Planning:
Plans, coordinates and uses information effectively in order to enhance activities and production. Knows and understands expectations regarding such activities and works to ensure such expectations are met. Develops and formulates ways, means and timing to achieve the goals and objectives. Effectively and efficiently organizes, arranges and allocates manpower, financial and other designated resources to achieve such goals and objectives.
Organizing:
Efficiently organizes work and that of subordinate staff well. Ensures that personnel understand what results are expected of them, and that each are regularly and appropriately informed of all matters affecting them and/or of concern to them.
Staffing:
Works with upper management, where appropriate, to select and recommend employment of qualified personnel. Personally directs the development and training of division personnel under charge, ensuring their induction, orientation and training.
Leading:
Provides a work environment, which encourages clear and open communications. Has a clear and comprehensive understanding of the principles of effective leadership and how such principles are to be applied. Provides adequate feedback to personnel under charge concerning their performance. Commends and rewards employees under charge for outstanding performance, and takes timely and appropriate disciplinary action as necessary. Exercises enthusiasm in influencing and guiding others toward the achievement of established goals and objectives.
Controlling:
Provides a work environment that is orderly and controlled. Coordinates, audits and controls manpower and financial resources efficiently and effectively. Coordinates, audits and controls the utilization of materials and equipment efficiently and effectively. Has a clear and comprehensive understanding of established standards, methods and procedures.
Delegating:
Assigns additional duties as necessary and/or appropriate in order to meet goals, enhance the abilities of personnel under charge, build their confidence and assist them in personal growth. Has confidence in staff to meet new or additional expectations.
Decision Making:
Exercises discretion and judgment in developing and implementing courses of action affecting functions under charge. Recognizes when a particular policy, procedure or strategy does not foster the desired result, moves decisively and explicitly to develop and implement alternatives.
Creativity:
Regularly seeks new and improved methodologies, policies and procedures for enhancing the effectiveness functions under charge. Employs imagination and creativity in the application of duties and responsibilities. Is not averse to change that supports achievement of goals and objectives.
Human Relations:
Strives to develop and maintain excellent rapport with personnel under charge. Listens to and considers their suggestions and complaints, and responds appropriately. Establishes a work environment to promote and maintain mutual respect.
Policy Implementation:
Has a clear and comprehensive understanding of policies regarding functions under charge and the function of the organization. Adheres to policies in the discharge of duties and responsibilities, and ensures the same from personnel under charge.
Policy Formulation:
Maintains awareness of changes in operating philosophies and policies and routinely reviews policies to ensure that any changes in philosophy or practice are appropriately incorporated into functions under charge. Recognizes and understands the relationship between operating policies and practices and morale and performance. Strives to ensure that established policies enhan