UNCLASSIFIED POSITION IN FULTON COUNTY JUVENILE COURT
Minimum Qualification:
Bachelor's degree in business administration, human resources, or related field required; and five or more years of progressively responsible experience in human resources or a related area, including three or more years of supervisory experience; or an equivalent combination of education and experience. Human Resources experience in State or Local Government is preferred. Senior-level professional HR certification is highly desirable.
Required Qualifications:
- Five or more years of recent, progressively responsible human resources experience; prior experience as a HR Generalist, HR Supervisor or HR Manager
- Exceptional Employee Relations and Employee Development experience
- Ability to provide guidance, advice, service and support to all levels within the organization
- Employee Champion with superb Employee Engagement experience
- Knowledge of federal, state and local employment laws, regulations and provisions
- Expert-level understanding and implementation of general HR policies, procedures and best practices
- Professional decorum and highly effective communication skills - written, verbal and listening
- Strict confidentiality and neutrality
- Personable, energetic, self-motivated, results-oriented and service-oriented
Licensing Requirements:
May require a valid Georgia driver’s license.
Knowledge, Skills, and Abilities:
Requires knowledge of principles and practices of leadership and supervision. Principles and practices of human resources. Rules, regulations, policies, and procedures governing human resources functions. Techniques used to conduct research, gather statistics, and evaluate results. Principles and practices of budget development and administration. Policies and procedures related to employee grievances. General office practices, procedures, equipment, and technology including HR software.
Requires skill in supervising staff. Organizing and prioritizing work. Developing and managing budgets. Delivering high quality, customer-focused service. Using spreadsheet, database, word processing, presentation, and other software. Understanding, using, and explaining Court-specific computer applications to manage court processes, gather and analyze statistics, and create reports. Resolving problems and making decisions. Managing human resources functions. Preparing and presenting oral and written communications. Conducting research and reporting results. Administering employee grievance processes. Interpreting, implementing, and enforcing rules, regulations, policies, and procedures. Building sustainable working relationships with other County personnel, officials, and the public. Communicating effectively with coworkers, supervisor, and the public. Generating enthusiasm and support for program objectives.
Examination:
The examination will consist of an evaluation of education and experience, accomplished by analysis of the application. Application must document that the applicant possesses the minimum knowledge, skills, education, and experience as listed to be rated as qualified. If selected, an official, accredited college transcript is required, at time of employment, for all degrees/coursework used to qualify for this position.
ALL APPLICATIONS MUST BE COMPLETED IN FULL BEFORE THEY ARE SUBMITTED. PLEASE REVIEW ALL APPLICATIONS FOR ACCURACY AND MAKE ALL CORRECTIONS BEFORE SUBMITTAL BECAUSE ERRORS CAN RESULT IN NOT MEETING THE MINIMUM QUALIFICATIONS. ADDITIONAL INFORMATION WILL NOT BE ACCEPTED AFTER APPLICATIONS ARE RECEIVED BY THE DEPARTMENT OF HUMAN RESOURCES.
Purpose of Classification:
Oversees human resource strategy and activities for the court including recruitment, orientation, training and development, compensation, evaluation, discipline, staffing budgets, and policies and procedures.
Essential Functions
This job description indicates, in general, the nature and level of work, knowledge, skills, abilities, and other essential functions (as covered under the Americans with Disabilities Act) expected of the incumbent. It is not designed to cover or contain a comprehensive listing of all activities, duties, or responsibilities. Incumbent may be asked to perform other duties as required.
Plans, directs and reviews the work of human resources staff; develops staff training plans and trains staff in procedural and technical aspects of their jobs to ensure the provision of consistent, effective, quality customer service to departments, employees and the public; acts as a technical resource to human resources staff; completes performance evaluations of subordinate staff. Fosters good relationships with team members by remaining approachable, available, professional and appropriate at all times; ensures that the good of the Court is the basis of all interactions.
Assumes primary supervisory responsibility for complex human resources projects; coordinates project activities; monitors and adjusts timelines as needed; keeps executive management apprised of project flow and results; manages any changes resulting from project completion; ensures communication to affected parties is timely, professional and complete.
Manages all aspects of technical work in the areas of recruitment and selection, position classification, salary administration, employee relations, training and development, and equal employment opportunity while also performing such work as needed. Advises managers, supervisors and employees regarding the interpretation and application of human resources policies and procedures; provides technical expertise on all human resources management issues.
Reviews and recommends revisions to human resources programs, rules, policies and procedures based on new legislation, rules, best practices or Court needs. Conducts investigations into alleged performance and misconduct issues, employee complaints and grievances; meets with all appropriate parties relative to these matters; makes recommendations to management for future action based on facts gathered; provides employee relations support to all court departments.
Directs and monitors the work of consultants as assigned; ensures work performed is in line with contractual agreements; writes requests for proposals and participates in the RFP process for the use of outside consultants. Gathers data necessary to develop management proposals, acts as human resources subject matter expert for management, assists with development of proposal language, and maintains detailed and accurate notes of bargaining sessions for future reference. Conducts periodic classification and compensation studies to ensure the Court is within market.
Periodically reviews and modifies recruitment tools and processes to ensure the court recruits the best candidates for job openings and that job postings accurately reflect the essential functions of the job. May represent the Court on statewide, regional or local committees, projects, task forces or meetings. Assists department managers in staffing and organizational analysis, work simplification and/or other matters affecting working conditions and use of human resources.
Analyzes legislation, litigation, and/or research and makes recommendations on human resources matters and/or other administrative matters relevant to Court employees; ensures compliance with all laws and rules applicable to Court employees. Serves as the chief human resources officer within a large County agency outside the central Personnel Department.
Physical Requirements:
Work is typically performed in an office-like environment. May work in high conflict situations and with difficult, sometimes dangerous parties. Positions in this class typically require sitting, standing, mobility, fingering, lifting, carrying, driving, talking, hearing, and seeing. Sedentary Work: Exerting 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, including the human body.
Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.
Performance Metrics:
Factor 1: Decision Making - Interpretive: There is choice in determining the tactical plans, processes, budget, and staffing to achieve objectives established by a higher management level. Establishes what is to be done in similar circumstances in the future. Results will be applied by other courts.
Factor 2: Complexity - Strategic: Develops guidelines to implement a program(s) that maintain the agency's mission.
Factor 3: Purpose of Contact - Interpret: Purpose is to clarify underlying rationale, intent, motive by educating on unfamiliar concepts and theories or marketing a product or service.
Factor 4: Line/Staff Authority - Unit Supervisor: Accountable, including signature authority, for actions and decisions impacting the pay, status, and tenure of others.
It is the policy of Fulton County that there will be equal opportunity for every citizen, employee and applicant, based upon merit without regard to race, color, religion, national origin, gender, age, genetics, disability or sexual orientation.