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Director of Human Resources

For City of Burlington
General Purpose

 

Position is open until filled; applications submitted before 12/31 will receive priority consideration

***Additional information about the Director of Human Resources Position and working for the City of Burlington (Download PDF reader)***
 
The Director of Human Resources is responsible for cultivating one of the City's most important assets – its people. The Director of Human Resources serves as the City's Chief People Officer, and as a member of the Mayor's leadership team is key advisor to the Mayor, especially on issues relating to diversity, equity, and wellness within the City's workforce.
 
The Director of Human Resources is responsible for developing and implementing comprehensive, impartial, and equitable policies, programs, and services to meet organization-wide and department specific operational needs. The Director of Human Resources reports directly to the Mayor, oversees six employees, and works closely with eighteen Departments Heads to ensure that the City's workforce has all required competencies and resources necessary to be able to perform effectively.
 
The Director of Human Resources is appointed by the Mayor and approved by the City Council.  The position is responsible for delivering comprehensive, impartial equitable human resources policies, programs and services to meet City-wide and department-specific operational needs. This includes, but is not limited to, classification and compensation, recruitment and selection, policy development, benefit administration, workers compensation, labor relations, employee training and development, and diversity and inclusion.  The position is also responsible for designing, implementing, and assessing the City's initiatives to promote diversity, equity and inclusion within the City workforce. 
 
The Director of Human Resources is expected to guide the City's Human Resources professionals to partner with each City department in ensuring that the City's workforce has all required competencies and resources necessary to perform effectively.  The Director is also responsible for initiating and completing efforts to continuously evaluate and assess employee benefits and human resource processes, policies, and practices, and then working with other City staff to improve and address identified issues.  The Director of Human Resources's scope of responsibility and authority covers all City employees (not including the School Department).
 

 

Essential Job Functions

The Director of Human Resources shall be responsible for the following activities:
 
Employee Recruitment and Selection

  • Develop, administer, and analyze the effectiveness of position classification and salary plans.
  • Design and maintain appropriate hiring processes and procedures.
  • Guide the recruitment, testing selection, and hiring of employees, maintaining a workforce that reflects the City's diversity.
  • Plan and deliver new employee orientations, ensuring that employees are effectively on-boarded consistent with each department's needs.
 
Employee Development and Retention
  • Direct employee training, counseling, and career development in conjunction with department heads, including working with departments to help eliminate structural barriers to development opportunities.
  • Identify organizational training needs and develop training plans and programs.
  • Oversee the City's employee performance evaluation system.  Review and implement changes to ensure the system provides actionable, meaningful feedback for employees to support strong performance.
  • Work with City departments to develop and foster an inclusive work environment.
  • Facilitate leadership decision-making through an equity lens and champion equity initiatives.
  • Review and advise on departmental reorganization requests and make recommendations to the Mayor, Board of Finance, and City Council on them.
  • Coordinate employee separation and exit interviews.
 
Diversity and Inclusion
  • Provide leadership on the City's diversity, equity and cultural competency initiatives.
  • Serve as the City's affirmative action officer. 
  • Monitor compliance with EEOC guidelines and certify compliance with EEO requirements for federal grant programs.
  • Prepare reports and initiate strategies for increasing workforce diversity and inclusivity.
  • Design, implement, and assess diversity initiatives and policies.
  • Provide support and expertise, as requested, to consult with department-specific initiatives seeking to provide services or resources to diverse communities and/or eliminate structural barriers to access to City services and resources.
  • Develop and monitor internal equity metrics across City Departments. Collaborate with the Chief Innovation Officer to align metrics and to assist with completion of the City's annual equity report. 
  • Facilitate regular anti-bias trainings for City employees, councilors, boards, and commissions.
  • Work with CEDO and the Mayor's Office to assist with the recruitment of and support for diverse candidates for board and commissions seats.
 
Employment Practices and Policies
  • Prepare and recommend human resources policies and procedures to the Mayor and City Council's Human Resources Committee.
  • Ensure, in consultation with the City Attorney, that all human resources policies and activities comply with federal, state, and local laws and regulations. 
  • Maintain and implement personnel policies and procedures, ensuring consistent interpretation and application.
  • Monitor and maintain job descriptions, job classifications, and salary structures in partnership with departments.
  • In consultation with the City Attorney, provide guidance and training to department heads on legal compliance.
  • Initiate and supervise investigations in response to questions, complaints, employee grievances or harassment/respect in the workplace allegationsfrom managers, employees, union representatives and other City personnel in a timely and professional manner.
  • Develop and champion a City-wide standard for employee safety needs, including policies, training, and reporting.Create and lead a City-wide safety committee to coordinate activities across departments and ensure implementation of policies and practices.
  • Define and implement formal practice for employee separation, including exit interviews and analysis of lessons learned.
  • Provide leadership for the regular review and improvement of City HR practices and policies.
     
    Labor Relations
  • Participate and assist the City's chief labor negotiator in collective bargaining.
  • Direct and assist in the administration of labor contracts.
  • Create and lead labor management committees.
 
HR Administration and Operations
  • Provide consultation to staff, department heads, commission members and elected officials on a wide variety of human resources matters.
  • Identify, research, and resolve complex personnel and organizational development issues within City government and make related recommendations.
  • Plan, direct, evaluate the work of assigned team members, and set professional development goals.
  • Maintain collaborative relationships with other teams.
  • Work outside of regular business hours as necessary.
  • Manage, evaluate and provide leadership in HR operational programs. 
  • Accountable and responsible for ensuring effective and consistent coordination, implementation, and workflow of HR business processes, functions, and procedures
  • Manage and assist insurance adjuster and counsel with unemployment and worker's compensation claims as appropriate.
  • Prepare annual department budget request, monitor expenditures, and comply with all budget guidelines.
  • Participate in the preparation of City budget recommendations related to personnel and benefits expenditures for all departments.
  • Define needs for, implement, and manage a central computerized personnel and HRIS system and ensuring individual employee files are current and complete.
  • Prepare and submit employment-related reports as required by federal and state law.
  • Develop and provide regular key performance indicator reporting for the human resources function.
 
Benefit Administration
  • Administer all employee benefit programs.
  • Manage and analyze all employee benefit programs to ensure that City goals are met.
  • Lead efforts to continuously improve the employee health benefits system by recommending changes that will reduce costs and maintain a competitive employee benefit.
  • Lead efforts to regularly communicate to all employees about employee benefits.
 
Non-Essential Job Functions:
  • Performs other duties as required.

 

Qualifications/Basic Job Requirements

 

  • Bachelor's Degree Human Resources, Organizational Behavior, Business Administration, or related field and seven (7) to ten (10) years of progressively responsible HR Management experience is required. A combination of education, certification and experience may be substituted for educational requirements and required experience at the discretion of the Mayor.  Senior Professional in Human Resources (SPHR) designation or SHRM-SCP certification or Master's degree is preferred.
  • Experience in benefit and wellness administration, labor relations, employment law, employee training, organizational development, and contract negotiations is required.
  • Demonstrated commitment to continuous professional development. Demonstrated ability to initiate and lead efforts to assess and implement changes to policies, benefits, and compensation in a collaborative and team-oriented approach.
  • Ability to effectively, clearly and professionally communicate and represent the Human Resources Department and the City in all written and verbal interactions with multiple stakeholders and to group of all sizes, including City employees, elected officials and members of the general public is required.
  • Knowledge of budgetary procedures and fiscal accountability is required.
  • Demonstrated commitment to diversity, equity and inclusion as evidenced by ongoing trainings and professional development and ability to view all aspects of work through a culturally competent lens is required.
  • HR experience in a municipal or public environment preferred.
  • Ability to diffuse and manage complex organizational and employee issues using solid judgment and demonstrating the utmost level of the confidentiality, integrity and trustworthiness while honoring both employee and employer rights and privacy is required.
  • Ability to prioritize work and problem solve to accomplish competing objectives while meeting deadlines is required.
  • Proficiency in Microsoft operating programs, specifically Word and Excel is required, Visio a plus.
  • Regular attendance is necessary and is essential to meeting the expectations of the job functions.
  • Ability to understand and comply with City standards, safety rules and personnel policies.

 

Additional Information

 

The City of Burlington will not tolerate unlawful harassment or discrimination on the basis of political or religious affiliation, race, color, national origin, place of birth, ancestry, age, sex, sexual orientation, gender identity, marital status, veteran status, disability, HIV positive status or genetic information.  The City is also committed to providing proper access to services, facilities, and employment opportunities. 

Applications for this position are only accepted on-line at:

https://www.governmentjobs.com/careers/burlingtonvt

For accessibility information or alternative formats, please contact Human Resources Department at 865-7145.

WOMEN, MINORITIES, VETERANS AND PERSONS WITH DISABILITIES ARE HIGHLY ENCOURAGED TO APPLY. EOE

AmeriCorps, PeaceCorps and National Service alumni are encouraged to apply.

Dec 03, 2018
Dec 12, 2018