Resolution 07-022 Creating HR Manager Position Classification CITY OF SPOKANE VALLEY
SPOKANE COUNTY, WASHINGTON
RESOLUTION NO. 07-022
A RESOLUTION CREATING A NEW EMPLOYEE CLASSIFICATION AND
POSITION DESCRIPTION FOR THE POSITION OF HUMAN RESOURCES
MANAGER FOR THE CITY OF SPOKANE VALLEY.
WHEREAS, from time to time, duties and responsibilities of city staff positions are reviewed
and evaluated to assure that the classification reasonably reflects the current duties and responsibilities of
the position; and
WHEREAS, the City Council through Resolution No. 03-031 adopted job descriptions for City
positions; and
WHEREAS, since adoption of Spokane Valley Municipal Code 2.50.070, the City Council has
created various new employee classifications.
NOW THEREFORE, be it resolved by the City Council of the City of Spokane Valley, Spokane
County, Washington, as follows:
Section 1. Employee Classification and Position Descri Lion for Human Resources
Manager Position. The City of Spokane Valley hereby creates the employee classification of"Human
Resources Manager"and places it at pay grade 16.
Section 2. Remaining Job Descriptions and Classifications Unchanged. The remainder of
the job descriptions contained in Resolution No. 03-031, along with their appropriate classification, as
adopted or amended remain unchanged by this action.
Section 4. Effective Date. This Resolution shall be effective upon adoption.
Adopted this 18th day of December, 2007.
City of Spokane Valley
-c..ow (w t_
ATTEST: Mayor Diana Wilhite
A
City Clerk, Christine Bainbridge /
Approved as to form:
Office o he City orney
Resolution 07-022 Classify Human Resources Position
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CITY OF SPOKANE VALLEY
POSITION DESCRIPTION
Class Title: Human Resources Manager Job Code Number:
Department: Operations & Administrative Svc. Grade Number: 16
Division: Human Resources Division FLSA Status: Exempt
Date: November 30, 2007 Location: City Hall
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GENERAL PURPOSE
Plans, develops, organizes, and directs the implementation and operation of the human resources
function, including short and long-range program planning and development
SUPERVISION RECEIVED
Works under the general guidance and direction of the Deputy City Manager.
SUPERVISION EXERCISED
May provide supervision to Human Resources Technician and other department staff.
ESSENTIAL DUTIES AND RESPONSIBILITIES
Develops and implements short and long-range plans for the human resources program; develops
and recommends to the Deputy City Manager integrated personnel policies and procedures for
all aspects of the human resources management system for the City; monitors the effectiveness
of the program and recommends modifications to the personnel policies and procedures as well
as management practices.
Provides program advice and assistance to department directors and supervisors in all areas of
human resource management.
Consults with department directors, supervisors, City Manager and Deputy City Manager to
formulate management proposals for bargaining, grievance resolution, or arbitration; serves as
the chief negotiator or provides research and assistance to the chief negotiator; develops
preliminary contract language, takes notes and assists in presenting information at the bargaining
table; monitors ongoing contract administration; conducts employment related investigations as
assigned.
Administers the position classification plan of the City including the analysis of position
description questionnaires and position audits, preparing or modifying class specifications,
establishing classification procedures, and recommending the approval or disapproval of position
classification actions.
Maintains and administers the compensation, benefits, and retirement plans of the City; reviews
all requests for pay increases, initial employment, and other personnel actions provided for in
labor contracts or personnel policies.
Develops and administers personnel policies and procedures; provides advice and assistance to
City managers and supervisors regarding the interpretation, implementation and administration
of regulatory compliance and policy issues. May make presentations to Council.
May develop and monitor an equal employment recruitment and selection program for the City
including preparing, administering, scoring, and evaluating examinations as well as screening
candidates; conducts new employee orientation.
May develop and administer the City's affirmative action program including obtaining support
for the program from department personnel; ensures equal employment opportunities to all
applicants; identifies problem areas and develops corrective measures; evaluates effectiveness of
program.
Develops and administers an employee performance evaluation system including participation
with department directors, supervisors, and employees in developing job performance standards
and providing training to supervisory personnel in conducting performance evaluations; monitors
the effectiveness of the performance evaluation system.
Responsible for all personnel files and records, including medical records. Prepares a variety of
personnel data and reports useful in budgeting, workforce needs, and personnel planning; looks
to the future to determine City personnel needs and develops training accordingly.
Serves as a member of the City's Safety Committee; helps develop and implement a City-wide
safety program and determines the need for and implements safety training.
Develops and conducts employee enrichment and training programs.
Prepares human resources budget for approval by Deputy City Manager; administers budget.
Attends work on a regular and dependable basis.
interacts in a professional and respectful manner with City staff and the public.
PERIPHERAL DUTIES
Serves as member of various City committees and task forces as assigned.
Performs similar or related duties as assigned.
DESIRED MINIMUM QUALIFICATIONS
Education and Experience:
(A) Graduation from a four-year college or university with a degree in public or business
administration, human resources or a closely related field; and
(B) Minimum of five (5) years of increasingly responsible personnel management
experience at a level affording familiarity with personnel classification, compensation,
recruitment, promotion, testing, evaluation, labor relations, personnel policy and
procedures desired; and
Position Description: Human Resources Manager 2
(C) Master's degree preferred; or substituting graduate level course work or training in
human resource or public administration for up to two years of the experience; PHR,
SPHR, or TPMA-CP Certification preferred; or
(D) Any equivalent combination of education and experience.
Necessary Knowledge, Skills and Abilities:
(A) Ability to effectively and accurately communicate both verbally and in writing, with
employees, consultants, other governmental agency representatives, City officials and the
general public. This includes the ability to communicate technical information to lay
audiences;
(B) Knowledge of wage and salary administration, principles organization, trends and
developments in personnel administration and collective bargaining process.
(C) Ability to establish and maintain trust, confidence, and effective working relationships
with co-workers, managers, supervisors and the public; ability to maintain confidentiality
of sensitive information;
(D) Effective experience in modern principles, practices and theories of human resources
management, including union contract interpretation and recruitment and selection
methods; municipal government policies, procedures and structure; applicable local, state
and federal laws, codes, regulations and ordinances;
(E) Ability to analyze situations accurately, adopt an effective course of action and adapt as
the situation changes, and to manage multiple projects and tasks;
(F) Ability to effectively use research and analytical methods, practices and procedures to
define and resolve issues;
(CO A key value of the City is customer service. This position requires considerable
knowledge, ability and skill in the principles and practices of excellent customer service
as practiced in both the private and public sectors. It requires the ability to effectively
meet and deal with the public; the ability to handle stressful situations; the ability to greet
and respond to customers in a friendly, pleasant and professional manner using
appropriate inflection, grammar and syntax; the ability to establish and maintain effective
working relationships with employees, supervisors, and the general public; the ability to
maintain a professional, courteous, and pleasant demeanor in difficult and stressful
situations; and the ability to diplomatically deal with difficult people. A willingness to
expend extra effort to help the public find answers or information relative to their inquiry
or complaint is expected.
SPECIAL REQUIREMENTS
Must possess a valid State driver's license or have the ability to obtain one prior to employment.
TOOLS AND EQUIPMENT USED
Personal computer, including word processing, spreadsheet, database and presentation software.
Position Description: Human Resources Manager 3
PHYSICAL DEMANDS
The physical demands described here 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
functions.
Work is performed mostly in office settings. Some outdoor work is required as part of ground-
breaking ceremonies or similar community events.
While performing the duties of this job, the employee is occasionally required to stand; walk; use
hands to finger, handle, feel or operate objects, tools, or controls; and reach with hands and arms.
The employee is occasionally required to sit; climb or balance; stoop, kneel, crouch, or crawl;
and is required to talk and hear.
The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities
required by this job include close vision, distance vision, color vision, peripheral vision, depth
perception, and the ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations
may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee occasionally works in outside weather
conditions. The noise level in the work environment is usually quiet to moderate.
SELECTION GUIDELINES
Formal application, rating of education and experience; oral interview and reference check; job
related tests may be required.
The duties listed above are intended only as illustrations of the various types of work that may be
performed. The omission of specific statements of duties does not exclude them from the
position if the work is similar, related or a logical assignment to the position.
The job description does not constitute an employment agreement between the employer and
employee and is subject to change by the employer as the needs of the employer and
requirements of the job change.
Approval: Approval: ( ,,,iyaz.„.4
Deputy City Manager City Manager
Dratted Date:November 30,2007 Revision History: Initial approval 12-18-07
Position Description: Human Resources Manager 4