The Deputy Chief, Human Resources (HR) provides leadership and guidance of the human resources operations. Responsibilities include the administration and implementation of all phases in human resources, including but not limited to recruitment, employment, compensation, benefits, payroll, labor/employee relations and training/professional development. Consults with senior leadership on personnel matters and prepares and maintains human resources records and reports. Has knowledge of current state, federal and local laws pertaining to employment. Ensures strategy around diversity, equity and inclusion principles are incorporated in CHA policies and practices.
Duties and Responsibilities
- Design and implement the CHA’s Human Resources strategy to ensure that the human resources goals and objectives are met.
- Creating and implementing change management strategies that include changes to business processes, systems, technology and organization structure.
- Serve as an advisor to senior leadership on matters relating to sound application of human resources concepts and consistency across the Authority.
- Lead the development, implementation, and administration of human resources policies, procedures, and practices to ensure CHA’s human resources goals and objectives are met. Reviews and interprets existing policies, procedures, handbooks, written processes, rules and regulations; ensures that all are coordinated and comply with federal, state and local statutes, and regulations; and prepares reports for management.
- Oversee activities related to the creation and sustainability of diversity, equity and inclusion programs; engage CHA employees, residents, participants and partner with the broader community to ensure diversity, equity and inclusion principles are incorporated in CHA policies and practices.
- Oversee a variety of analytical, technical and record keeping functions including recruitment, classification, compensation, benefits administration, payroll, and training; direct the work of human resources staff and consultants.
- Direct the recruitment and hiring process; review job descriptions for accuracy and determine minimum qualifications; review and recommend hiring recommendations ensuring compliance with laws, policies, and procedures.
- Direct the classification and compensation function consistent with a comprehensive compensation approach and philosophy; finalize job descriptions and pay levels and determine exempt/non-exempt status; establish position titles and position numbers; conduct periodic salary and benefit surveys; and recommend changes to management.
- Administer employee group benefit programs; monitor and serve as negotiator with benefits administrator and open enrollment consultants.
- Conduct labor negotiations; implement and administer labor contracts; research grievances and employee issues; assist with development of CHA position and strategy; participate in bargaining discussions; administer and interpret labor contracts.
- Develop and manage annual performance appraisal process; review for completeness and accuracy, calculate and implement approved merit increases; ensure all supporting documentation is complete.
- Develop talent management function supported by a training and professional development plan; determine training needs and develop concepts; implement training for employees; provide for and direct annual sexual harassment, ethics and other required training.
- Develop and monitor annual department budget, work plan and initiatives.
- Keeps abreast of developments in the human resources and training arena.
- This position requires a bachelor’s degree in Human Resources, Organizational Development, Management, or related field plus a minimum of 10 years’ experience or an equivalent combination of education and experience. Master’s degree preferred.
- Possess a valid Human Resources Certificate from SHRM CP/SCP or PHR/SPHR.
- Experience should also include at least five years of experience in a leadership role, including managing staff.
- Must have a thorough knowledge of standard HR policies and procedures, talent management and leadership development.
- Experience designing, developing, and supporting organization-wide talent development programs with best practices in organizational development.
- Excellent communication (both verbal and written), collaboration and influencing skills; comfortable navigating organizational dynamics.
- Demonstrated ability to work effectively with all levels in the organization in developing talent and managing human capital.
- Ability to manage multiple and shifting priorities in a fast-paced and challenging environment.
- Labor negotiations experience a plus.