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

Salary: See Position Description
Location : Santa Maria, CA
Job Type: Full-Time
Job Number: FY 24-00042
Department: City Manager's Office
Division: CMO - Human Resources/Risk Management
Opening Date: 11/13/2023
Closing Date: Continuous
OPPORTUNITY
OPENING DATE: 11/13/2023
CLOSING DATE: Open Until Filled
First Round Application Review: Week of December 4
(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.)
Initial Screening Interviews (Virtual): 12/12/2023 & 12/13/2023
Second Interview Date (In-person): 12/19/2023 or 12/20/2023 (tentative)
Desired Start Date: 01/02/2024 or sooner.
Estimated Hiring Salary Range: $110,000 - $145,000 - DOQ/DOE
Additional Compensation: 5% Educational Incentive for a relevant Master's Degree
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.
DUTIES
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.
Division Chief - Labor Relations
The Labor and Employee Relations Division interfaces with the City's five bargaining units consisting of three public safety units covering police and fire, and one general unit covering the majority of the workforce. This division provides service to all City departments and employees, and coordinates with the Talent Management & Classification functions of the HR division. The Division Chief will be responsible for the following key duties:

• 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.

Division Chief - Talent Management & Classification
The Talent Management & Classification Division is responsible for the recruiting, selection and staffing of all positions in the City. In addition, this division is responsible for all job classifications, compensation research, talent retention actions, training & development, and Human Resources administration functions. This division provides service to all City departments and employees, and coordinates with the Labor Relations functions of the HR division. The Division Chief will be responsible for the following key duties:

• 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.

MINIMUM QUALIFICATIONS
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.

SELECTION PROCESS
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.
The following benefits vary by bargaining unit. For full benefit information please refer to the Memorandum of Understanding or compensation resolution available at
Retirement
The City of Santa Maria is a member of the California Public Employees' Retirement System (CalPERS). Your benefit factor is determined by the retirement formula, age, service credit and final compensation. Based upon your bargaining unit and hire date the benefit factor will vary.
Health Insurance
Medical Insurance is provided to employees and eligible dependents through the California Public Employees' Retirement System (CalPERS). There are four Preferred Provider Organizations (PPO's) and three Health Maintenance Organizations (HMO's) to choose from. The benefit amount varies per bargaining unit.
The City has a medical insurance benefit program which provides either payment towards the premium for the employee and eligible dependents, or cash payment if you and your dependent(s) already have health benefits. Evidence of major medical health insurance coverage is required for those employees who receive the cash payment.
Dental Insurance
Dental Insurance is provided to employees and eligible dependents through The Standard covering 100% of Preventive; 90% of Basic; and 60% of Major with a minimal deductible. The plan includes a Max Builder option rewarding insured employees and their dependents who use only a portion of their annual dental benefit maximum. The benefit amount varies per
bargaining unit.
Vision Insurance
Vision Insurance is available to employees and eligible dependents. Coverage is through VSP and covers an annual Well Vision exam and an allowance towards prescription glasses. The benefit amount varies per bargaining unit.
Life Insurance and AD&D Coverage
All employees working a minimum of thirty two (32) hours per week are eligible for Life and Accidental Death & Dismemberment (AD&D) coverage. Supplemental life, spousal and dependent child options are also available. The benefit amount varies per bargaining unit.
Short-Term & Long-Term Disability
All employees working a minimum of thirty two (32) hours per week, excluding Sworn Police and Fire shall participate in the short-term and long-term disability plan with coverage up to 66 2/3% of salary. Sworn Police and Fire are covered through their respective bargaining unit.
Flexible Spending Accounts (FSA)
The City offers a flexible spending account option for Dependent Care and Health Care Expenses. With these plans, employees can choose to place a portion of their earnings into a personal reimbursement account on a pre-tax basis. Doing so lowers employees' taxable income for the year and allows them to pay for their qualified dependent care and eligible health care expenses with pre-tax dollars.
Employee Assistance Program
The City provides an Employee Assistance Program (EAP) through AETNA for all full and part time employees and their eligible dependents. The confidential EAP program can refer employees to professional counselors and services that can help resolve emotional health, family and work-life issues, or provide help with childcare and eldercare assistance, financial and legal services, identity theft recovery services and daily living services.
Wellness Program
Offered to help employees gain knowledge, skills and motivation to improve the quality of their lives and well-being. The City's Wellness Program includes ergonomic evaluations, flu shots, and Wellness Workshops during lunch and after work.
Access to the Paul Nelson Aquatics Center for employee and immediate family members.Access to the Weight room at the Abel Maldonado Community Youth Center for employee and immediate family members. Access to employee discounts and special offers on travel, entertainment, shopping, dining and services.
Mentorship Program
This professional development program of mentoring and job shadowing provides mentees with an opportunity to be mentored by experienced staff with the objective of developing specific skills and knowledge that will enhance the participants' leadership skills and promote professional growth.
Succession Planning
The academies are offered to all employees including those that are not yet in a supervisory role, but are interested in becoming leaders within the organization as well as our executive management team who have an interest in honing their skills and helping to prepare our future leaders. In addition to multiple leadership academies, the City offers quarterly Speaker Series, a corporate Toastmasters club available for City employees, site tours of various departments, and more.
Deferred Compensation
Employees may participate in the City's 457 Deferred Compensation Plan sponsored by either Empower or CalPERS Supplemental Income. The plan enables employees to save salary and earn interest on a tax-deferred basis. A City match is available based upon representation.
The City also provides an IRS approved 401(a) plan sponsored by Empower for managers represented by Non-Represented Full-Time Management & Confidential (NMAC).
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