Human Resources Manager*

Salary : $72,984.00 - $115,666.00 Annually
Location : Richmond, VA
Job Type: Full-Time
Job Number: 12M00000115
Department:Human Resources
Opening Date: 12/19/2023
Description
With over 4,000 employees, the city of Richmond is an "Employer of Choice" among cities throughout the nation. The city strives to hire and retain employees who bring dedication and talent to the workforce. At the City of Richmond, we understand that a diverse and inclusive workforce is essential for fostering creativity, enhancing problem-solving, and driving success. As an "Employer of Choice", the City offers a competitive compensation and benefits packages, ongoing learning and development opportunities, and a supportive and inclusive work environment. If working in this kind of organization inspires you, we encourage you to apply. Welcome aboard! ...Are you Richmond R.E.A.D.Y?!
Respect. Equity. Accountability. Diversity...you!!!
The Human Resource Manager is responsible for supporting, through strong leadership and management, the overall functions of the division. Under the general direction of the Police Chief or Deputy Police Chief, the position is responsible for leading various aspects of the business, including recruitment, workforce planning, and analysis, process improvement, and other areas as required. The Human Resource Manager must be a strong leader who can coach and develop a successful team. This position provides Human Resources management including performance management, personnel forecasting, employee development and employee relations, strategy and policy interpretation, problem resolution, and compliance.
Work requires a broad comprehensive knowledge of Police operations in order that the role may serve at a competent level in the varied responsibilities
This position is considered Essential Personnel, which means that it is required to work when the City is closed due to Public Emergencies, Critical or Hazardous conditions or Inclement weather.
Successful completion of an interview, and thorough background investigation is required.
Duties include but are not limited to

• Recruitment: Sourcing, attracting, and hiring top talent for open positions across the organization. This may involve writing job descriptions, posting ads, screening resumes, conducting interviews, and making hiring decisions.
• Onboarding: Welcoming new hires and helping them integrate smoothly into the company culture and their roles. This may involve paperwork, introductions to colleagues, training sessions, and ongoing support.
• Performance Management: Establishing performance goals, conducting performance reviews, and providing feedback to employees to help them develop and grow in their careers.
• Employee Relations: Addressing employee concerns, resolving conflicts, and fostering a positive and productive work environment. This may involve handling disciplinary issues, conducting investigations, and mediating disputes.
• HR Strategy: Partnering with senior leadership to develop and implement HR strategies that align with the overall business goals. This may involve workforce planning, talent development initiatives, and employee engagement programs.
• Policy Development: Creating and maintaining company policies on a variety of topics, such as workplace conduct, harassment, discrimination, and leaves of absence.
• Compliance: Ensuring the department is compliant with all relevant employment laws and regulations. This may involve staying up to date on changes in the law, conducting audits, and providing training to employees and managers.
• Data Analysis: Using data to track trends, identify areas for improvement, and make informed HR decisions.
• Training and Development: Providing training and development opportunities for employees to help them grow their skills and advance in their careers. This may involve designing training programs, partnering with external training providers, and coaching and mentoring employees.
• Wellness: Promoting employee well-being through initiatives such as health insurance, wellness programs, and employee assistance programs.
• Diversity and Inclusion: Fostering a diverse and inclusive workplace where all employees feel valued and respected.

Qualifications, Special Certifications and Licenses
Minimum Qualifications:

• Bachelor's degree in Human Resources, Business/Public Administration, or a related field
• Five (5) years of professional Human Resources generalist experience
• Two (2) year of supervisory experience
• An equivalent combination of training and experience (as approved by the department) may be used to meet the minimum qualifications of the classification.

PREFERRED:

• Experience working in a Public Safety environment.

Preferred Certification(s):

• HRCI HR Certification (PHR/SPHR) required or
• SHRM HR Certification (SHRM-CP/SHRM-SCP)
• OR the ability to obtain one of the above within one (1) year of employment.

Knowledge, Skills, and Abilities:

• Knowledge of federal and state guidelines as it pertains to payroll
• Considerable knowledge of the laws, principles and practices of municipal budget preparation and administration, Human Resources administration, and organizational development
• Knowledge of federal/state laws and regulations (including, but not limited to FLSA, ADA, FMLA, COBRA, HIPAA, Title VII
• Considerable knowledge of research methods, program planning and policy analysis techniques
• Ability to lead in an environment of constant change
• Knowledge of human behavior and performance, individual differences in ability, personality, and interests including learning and motivation
• Ability to plan, direct and work as a team with colleagues as well as establish effective working relationships with other employees, Command staff and the public
• Ability to carry out assignments using own initiative and minimal instructions
• Ability to work independently and handle dynamic timelines
• Ability to come up with proactive solutions and critical thinking
• Ability to communicate effectively through written and verbal communication
• Ability to learn and apply extensive Human Resources and business administrative management practices to support a diverse Police Department
• Be adept using various productivity and software analysis tools such as Microsoft Word, Excel, , as well as many other internal software applications
• Ability to drive organizational culture forward
• Enthusiasm for teamwork, resourcefulness, accuracy, initiative and critical thinking
• Strong written and verbal communication skills

ADA and Other Requirements:
Positions in this class typically require: grasping, talking, hearing, seeing, and repetitive motions.
Physical Requirements:

• Essential and marginal functions may require maintaining physical condition necessary for sitting, standing, climbing, or walking for extended periods of time
• Light to moderate lifting and carrying; some crouching, stooping, squatting, crawling, reaching, pushing, and pulling when performing tasks
• Adequate vision, hearing, and speech required.

Sensory Requirements:

• Concentrated and attentive use of one or more senses (visual, audio, and other sensory modalities) for proofreading, data entry, and tabulating data.
• Ability to operate in an environment with frequent interruptions from people and/or noises, which could result in some level of stress, fatigue, or strain.
• Comprehensive written information in work-related documents.
• Ability to hear, understand, and distinguish speech.

Working Conditions:
Work is performed in an indoor office environment with moderate exposure to atmospheric conditions; moderate exposure to environmental conditions (such as officers, community members, victims, etc.); and frequent exposure to computer screens, files and phone.
Equal Employment Opportunity Statement
The City of Richmond provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws.
This policy applies to all terms and conditions of employment, including recruitment, hiring, placement, promotion, termination, layoff, transfer, leaves of absence, compensation and training.
The City of Richmond Values Veterans-We are an Official V3 Certified Company.
With over 4,000 employees, the City of Richmond is an "Employer of Choice" among cities throughout the nation. The City strives to hire and retain employees who bring dedication and talent to the workforce. Offering a competitive, cost effective, and quality benefits package is one element of an "Employer of Choice".
The City offers a full range of benefit programs from initial hire through retirement. Please visit our Web site for details.
01
10-point compensable veteran. You must have an existing compensable service-connected disability of 10 percent or more. Other 10-point veteran include disabled veteran or a veteran who was awarded the Purple Heart for wound or injuries received in action, veteran's widow or widower who has not remarried, wife or husband of a veteran who has a service-connected disability, widowed, divorced or separated mother of an ex-service son or daughter who died in action, or who is totally and permanently disabled. Do any of these apply?

• Yes
• No

02
5-point veteran's must have been discharged under honorable conditions and had one of the following:Active duty in the Armed Forces of the United States, in a war, or during the period 4/28/52-7/1/55 or active duty for more than 180 consecutive days other than for training, any part of which occurred during the period beginning 2/1/55 and 10/14/76 or active duty during the Gulf War sometime between 8/2/90 - 1/2/92 or active duty in a campaign or expedition for which a campaign badge has been authorized or active duty for which more than 180 consecutive days other than for training, any part of which occurred during the period beginning 9/11/2001 and ending on the date prescribed by the Presidential proclamation or by the law as the last date of operation Iraqi Freedom. Do any of these apply?

• Yes
• No

03
Employees in this job classification are designated ESSENTIAL PERSONNEL, and must be available to report to work during disasters, inclement weather, and other declared emergencies. Are you available and willing to work under these conditions?

• Yes
• No

04
Are you available and willing to work hours that are outside of standard business hours?

• Yes
• No

05
Which answer best describes your highest level of educations?

• High school diploma/ GED
• Some College
• Associate's Degree
• Bachelor's Degree
• Master's Degree or higher

06
How many years of experience do you have working in Human Resources in the Public Safety environment?

• Less than 6 years of experience
• 6 to 8 years of experience
• 8 to 10 years of experience
• 10 or more years of experience

07
Do you have experience working with an Applicant Tracking System?

• Yes
• No

08
How many years of experience do you have developing and executing candidate sourcing strategies, cold calling, screening/interviewing and consulting with Senior Leaders on talent acquisition strategy and candidate management/offer negotiations?

• Less than 6 years of experience
• 6 to 8 years of experience
• 8 to 10 years of experience
• 10 or more years of experience

09
Do you have at least 3-5 years of Professional level Talent Aquisition/Recruiting experience and managing the full-cycle Recruiting Process?

• Yes
• No

10
Do you have Intermediate to Advanced knowledge using LinkedIn and other Social Media site to source and identify candidates?

• Yes
• No

11
How many years of experience do you have coordinating/overseeing assessment centers related promotions and recruits?

• Less than 4 years of experience
• 4 to 6 years of experience
• 6 to 8 years of experience
• 8 or more years of experience

Required Question