Division Chief-Labor Relations And Division Chief-Talent Management & Classification

(NOTE: To be considered for the First Application Review please submit your application by Friday, December 1, 2023, however, please note that if sufficient applications are received, application review could commence at an earlier date. It is therefore in your best interest to apply early.)

The City of Santa Maria is hiring two (2) Division Chiefs to lead the Labor Relations Division and the Talent Management & Classification Division in the Human Resources Department. This recruitment will be used to establish a list from which the successful candidates will be appointed. Appointment and salary at the appropriate level will depend upon qualifications, experience, assigned role and responsibilities.
WHO WE ARE:
The City of Santa Maria is a full-service City with a City Council/City Manager form of government with over 700 employees and serves approximately 108,000 constituents. The City of Santa Maria is located on the beautiful central coast of California and covers over 23 square miles. The city has a harmonious balance of maintaining coastal and agricultural lands while promoting business. Santa Maria offers reasonably priced housing, community festivals, quality schools, and is in close proximity to beaches, cultural arts, a local airport, wineries, and higher education institutions.THE POSITIONS:
The successful candidates will be extremely well organized, have strong attention to detail, be capable of working independently within set guidelines, and show initiative.

• Lead negotiations with a variety of bargaining units.
• Resolve complex labor problems requiring an understanding of law, politics, and cost implications.
• Build solid relationships and represent the City in labor-management problem resolution.
• Collaborate and communicate within employee networks for further Citywide employee engagement.
• Manage disciplinary processes and conflict resolution for the City.
• Manage projects and initiatives for the labor relations division to fulfill City goals and objectives.
• Provide advice to City's executive leadership on challenging and sensitive employee issues.

• Development and maintenance of Recruitment and Selection strategies to attract top and difficult to find talent.
• Development and maintenance of a compensation philosophy to ensure that the City's salaries are competitive and attract and retain talent.
• Lead job classification projects and development of job descriptions that accurately reflect the duties performed by employees.
• Provide leadership and guidance to the training & development function.
• Ensure that all Human Resources Administrative actions are done accurately and in a timely manner.

Depending on the level of the assignment (please see Ideal candidate Statements above) incumbents may be required to possess some or all the following:

• Current technical/professional knowledge of the complex principles, methods, standards, and techniques associated with the scope of work of a recognized profession, Possession of license(s) and/or certifications associated with the assignment,
• Educational degree in an area of study relevant to the assignment; or a combination of education, training and experience that is equivalent educational degree in the relevant area of study; and
• Mastery of some or all core competencies described, including those of Individual Contributor and Front-line Supervisor, depending on the assignment.

CORE COMPETENCIES
Middle Manager:
Incumbents should have a solid foundation of Individual Contributor and Front-line Supervisor core competencies identified by the organization, as well as the following core competencies identified as essential for Middle Manager:

• Talent Development - Effective performers keep a continual eye on the talent pool to monitor skills and needs of team members. They expand staff skills through training, coaching, and development. They evaluate and articulate present performance and future potential.
• Organizing & Planning - Effective performers have strong organizing and planning skills that allow them to be highly productive and efficient, manage time wisely, and effectively prioritize multiple competing tasks.
• Organization Knowledge - Effective performers understand the workings of a municipal organization, formal and informal policies, and structures, and know "how the place works."
• Relationship Building - Effective performers understand that a primary factor in success is establishing and maintaining productive relationships. They interact with people and are good at it. They devote appropriate time and energy to establishing and maintaining networks.
• Results Orientation - Effective performers maintain appropriate focus on outcomes and accomplishments, are motivated by achievement, and persist until the goal is reached.
• Industry Knowledge - Effective performers understand the general workings of local government within which the organization functions and maintain a current knowledge base.
• Written Communication - Effective performers write clearly and concisely, composing informative and convincing documents. They use written language to convey substance and intent with simplicity, accuracy, and clarity.
• Financial Acumen - Effective performers understand the financial framework of the organization. They are cost conscious and fiscally responsible and use financial data to make informed business decisions.
• Change Agility - Effective performers are adaptable, are effective in the face of ambiguity, and support an orientation for change.
• Technology Savvy - Effective performers use technology to be successful in their organizational role. They value technology and leverage existing and new technology to achieve efficiency.

The completed electronic application packet will include the online application, supplemental question, and electronic attachments of a cover letter and resume. If proper documents are not attached, your application will be considered incomplete.
The most qualified candidates will be selected to appear before a panel for an oral interview. Those applicants invited to interview will be notified electronically at the e-mail address provided by each candidate through the application process. Therefore, it is the applicant's responsibility to provide an accurate email address and to allow their inbox to receive emails regarding this recruitment. An oral board interview has tentatively been scheduled for December 19, 2023 or December 20, 2023.
Prior to an offer of employment, applicants must pass a thorough background check to the satisfaction of the City. Employment Type: Full-Time