Human Resources Manager (Benefits)

Salary: $94,366.22 - $150,986.42 Annually
Location : City of Las Vegas, NV
Job Type: Full-Time
Job Number: 24MAR1089-O
Department:Human Resources Department
Opening Date: 03/04/2024
Closing Date: 3/18/2024 11:59 PM Pacific
Bargaining Unit: EXEC
About the Position
Career Opportunity
The city of Las Vegas is accepting applications for a HR Manger in Benefits.
Ideal Candidate
The ideal candidate for our Benefits Manager position is a strong leader, with experience in leading and developing the Benefits function for a large organization. The ideal candidate has a deep understanding of benefits laws and regulations, experience in effectively managing an organization's employee benefits program, and holds themselves and their team to a high customer service standard. This individual has strong communication skills and can clearly communicate benefits information and changes to employees at all levels within the organization. The ideal candidate has strong analytical skills and understands the financial aspects of benefits programs, including budgeting and vendor management. Public sector experience and HRIS experience with Oracle EBS is preferred.
About this position
This position directs, manages, supervises and coordinates the staff, programs and activities of Benefits Division, and coordinates assigned activities with other city departments, divisions and outside agencies. This position provides highly responsible and complex administrative support to city leadership, the Deputy Director of Human Resources, the Director of Human Resources and the assigned Chief Financial Officer.
Supervision Received and Exercised
Reports to and receives administrative direction from the Deputy Director of Human Resources. Provides information to the Human Resources Director and the Chief Financial Officer for specific assignments/tasks, as needed.
Acts as a formal supervisor, exercising direct supervision including monitoring and formally evaluating employee performance, employee selection and discipline.
EXAMPLE OF DUTIES
Essential Functions:

1. Manages, directs and coordinates all services and activities of the assigned Human Resources division.
2. Develops, manages, organizes and facilitates practices and programs to meet the strategic needs of the city.
3. Manages and participates in the development, formulation and implementation of goals, objectives, policies and priorities for assigned programs; recommends and administers policies and procedures.
4. Provides internal consultation to other city departments.
5. Monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; recommends, within departmental policy, appropriate service and staffing levels.
6. Plans, directs, coordinates and reviews the work plan for the assigned division; assigns work activities, projects and programs; reviews and evaluates work products, methods and procedures; meets with staff to identify and resolve problems.
7. Selects professional, technical and support staff and ensures effective morale, productivity and discipline; plans, organizes, administers, reviews and evaluates the activities and performance of staff directly and through subordinate supervisors; works with staff to establish work priorities and schedules; encourages and provides for staff training and professional development; interprets city policies and procedures for staff; prepares and conducts formal performance evaluations; works with employees to develop short and long term goals, monitors accomplishments, establishes performance requirements and personal development targets and provides coaching for performance improvement and development.
8. Oversees and participates in the development and administration of the division and department annual budget; directs the forecast of funds needed for staffing, equipment, materials and supplies; monitors and approves expenditures; implements adjustments.
9. Serves as liaison for the department with other city departments, divisions and outside agencies; negotiates and resolves sensitive and controversial issues.
10. Participates in, supports and fosters the development of a culture that values people and their differences and is free from inequities and barriers to people reaching their full potential.
11. Participates in promoting sustainable, environmentally sensitive development and operations in the community and the department.
12. Participates in establishing the strategic direction for the department in alignment with City Council and city of Las Vegas strategic priorities; communicates to all assigned employees their roles in performance measurement and achieving strategic priorities; and works with staff to report measures to the city's executive team and all members of the department.
13. Serves as staff on a variety of boards, commissions and committees; prepares and presents staff reports and other necessary correspondence.
14. Provides responsible staff assistance to the Director, Human Resources and assigned Chief Officer.
15. Conducts a variety of organizational and operational studies and investigations; recommends modifications to department and city programs, policies and procedures as appropriate.
16. Attends and participates in professional group meetings; stays abreast of trends and innovations in assigned area(s) of human resource management.
17. Responds to and resolves difficult and sensitive inquiries and complaints;.
18. Performs related duties and responsibilities as required.

MINIMUM REQUIREMENTS
Experience:
Four years of increasingly responsible human resource management or benefits administration experience including two years of administrative or supervisory responsibility.
Training:
Bachelor's degree from an accredited college or university with major in human resource management, public administration, business administration or a field related to the essential functions. A combination of formal education and directly related work experience may substitute for the degree. The City assesses 1.5 years of full-time experience as equivalent to one year of education.
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:
Operational characteristics, services and activities of a human resource management or benefits administration program, depending on assignment.
Current principles, practices and techniques of human resource management.
Benefits and insurance programs and packages, depending on assignment.
Conflict resolution techniques and skills.
Management skills to analyze programs, policies and operational needs.
Principles and practices of program development and administration.
Principles and techniques of personnel records management.
Principles and practices of municipal budget preparation and administration.
Business English, including spelling, punctuation, grammar and sentence structure, at an advanced level.
Principles of supervision, training and performance evaluation.
Pertinent federal, state and local laws, codes and regulations.
Skills in:
Assigning priorities, delegating assignments and meeting deadlines.
Participating in establishing and maintaining effective relationships with bargaining unit representatives; city supervisors, managers and directors; and the City Manager's Office executive staff.
Managing multiple assignments.
Using initiative and independent judgment within established guidelines.
Interpreting, applying, explaining and enforcing applicable laws, codes, regulations, policies and procedures.
Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions, recommending best options and implementing approved solution in support of goals.
Demonstrating respect and sensitivity for cultural differences.
Exercising tact, discretion and prudence.
Producing written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar.
Explaining complex technical systems in clear and simple terms understandable to non-technical staff.
Seeking and accepting input and assistance from others.
Empowering employees by demonstrating confidence in their ability to be successful.
Supporting creative thinking and problem solving by encouraging feedback.
Helping others understand and manage change.
Communicating with individuals from a variety of social, cultural, economic and educational backgrounds, and in often sensitive or confrontational situations.
Communicating clearly and concisely, both orally and in writing.
Establishing and maintaining effective working relationships with those contacted in the course of work.
Competencies:
In addition to Core Workforce and Supervisor Competencies:
Executive Competencies
Establishing Trust - Noticing, interpreting and anticipating others concerns and feelings; creating opportunities for collaborative, respectful dialogue; showing trust in others first and holding self and others accountable for words and behaviors that build community; using face to face communication as a primary means to build trust within the organization.
Communicating Clarity - Developing and communicating goals in support of the city mission, vision and purpose; clarifying direction of work, roles and expectations for successful attainment of objectives.
Providing Recognition - Identifying and recognizing employees at all levels for their ideas, work and achievements; providing opportunities for both formal and informal recognition within the organization; creating a culture of peer recognition and encouragement.
Reinforcing Organizational Health - Routinely reviewing existing processes, practices and policies to ensure a balance in the ability to work productively and efficiently with employee needs for empowerment and development; changing processes, practices and policies when necessary to achieve the balance; establishing regular professional development time for each employee so they have opportunities to attend classes and other activities to enhance their professional growth; meeting regularly with employees.
Thinking Globally - Finding effective solutions and prioritizing problems using holistic, "big picture" thinking; putting the needs of the broader organization or community ahead of the needs of an individual department or community; developing and analyzing both near and long term impacts of decisions.
Business and Political Acumen - Having expertise in technical, political and budgetary leadership responsibilities; preparing and presenting complex concepts and proposals in a respectful, collaborative, understandable way to build community; comparing competing priorities and agendas looking for ways to establish a win/win solution whenever possible; speaking at community events and to the media to enhance the city's reputation and standing with the broader community.
Community Engagement - Identifying and working with different communities, whether internal, external or both, to achieve city mission, vision and purpose; including groups of stakeholders in decisions that affect them, directly or indirectly, whenever possible to do so; acting on decisions and strategies developed through community engagement.
CITY OF LAS VEGAS, NEVADA
Executive Compensation and Benefits - 2024
COMPENSATION
Annual Base Pay Increases

• Employees may be eligible for annual performance-based merit increase or cash bonus in first pay period of fiscal year.
• City Manager and City Council may approve annual cost of living increase.

BENEFITS
Uniform Allowance

• Applies to uniformed executives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year

Retirement

• Benefit eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the City's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS.

Deferred Compensation

• The city offers a 457(b) Plan which is a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options.

Deferred Compensation Match

• City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan - Executive / Senior Executive)

o Years 1-2 (0-24 months)* $4,000 / $4,000
o Years 3-4 (25-48 months)* $5,000 / $6,000
o Year 5 (49-60 months)* $6,000 / $7,000
o After 5 years (>60 months)* $7,000 / $8,000
*Years of service in Benefits Plus Tiers I, II, and III combined

• Employees are fully vested in the match after 5 years of service or at age 65.

Medical, Dental and Vision Insurance

• Employees are covered the first of the month following date of employment. Five medical plans, two dental and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium.

Life and AD&D Insurance

• City provides $100,000 insurance at no cost.
• Additional voluntary life insurance and AD&D insurance available for purchase.
• Senior Executives--after 2 years of service as a Senior Executive, City will provide $25,000 additional life insurance, which will be permanently continued after separation.

Disability Insurance

• City provides short term and long term disability policies:
  • STD:
    • City pays 100% of base salary, for up to 90 day...