Human Resources Director
State of Nebraska

Description
Are you an experienced HR professional looking to lead an amazing team? If so, please apply to the Nebraska DMV Human Resources Director position. We would love the opportunity to discuss this position with you!
Examples of Work
Directs the administration of agency's human resource programs, functions, and processes to include development of policies, procedures, forms, reports, and classification/compensation. Coordinates recruitment and selection activities and maintains the online Recruitment & Selection Center. Coordinates fingerprint background check with NSP and maintains results of criminal history reports.

Coordinates new employee orientation with Training Coordinator. Processes all personnel-related activities in the Employee Work Center, i.e., new hires, terminations, benefits, transfers, compensation and classification. Processes all payroll-related activities in the Payroll and Financial Center, i.e., bimonthly payroll, benefits, promotions/demotions, salary increases, leave adjustments, interim payroll. Monitors status of all potential and actual employee disciplinary actions and creates necessary documentation for employee's personnel file.

Advises staff on proper procedure and answers question regarding disciplinary process. Point of contact for management regarding labor-management contracts, State Personnel Rules and Regulations, state and federal personnel/employment laws. Advises management staff and employees on personnel/employment rules, laws, policies, labor-management contracts, employee conflicts and personal problems, salary inequities, and working conditions. Coordinates resolution with Employee Relations and State Personnel representatives.

Oversees performance evaluation process for agency and coordinates employee worker's compensation claims and updates payroll accordingly. Investigates workplace/sexual harassment claims and submits investigatory report to Director. Educates and advises management and employees on grievance procedures and guides the agency's preparation to grievance responses; participates in administrative grievance hearings. Coordinates and oversees ADA, EEO, FMLA, FLSA, and Title VI compliance for agency. Responsible for unemployment claims and employee verifications.
Qualifications / Requirements
REQUIREMENTS: Bachelor's degree in a related field and one year of related experience. Experience may be substituted for education on a year for year basis.

PREFERRED: Bachelor's degree in: personnel/human resources management, organizational development, business or public administration, or a related field, and three years of progressively responsible personnel/human resources administration experience in a supervisory, administrative or managerial capacity. OR Experience coordinating or performing highly responsible personnel/human resource functions may substitute for the Bachelor's degree requirement on a year for year basis.

SPECIAL NOTE: Preference will be given to candidates with experience working with Workday Systems in addition to two or more years of experience performing human resource work in payroll, recruitment, on-boarding, leave management, disciplinary actions and grievances, Labor Contract and State Personnel Rules and Regulations interpretation, worker's compensation, and performance management.
Knowledge, Skills and Abilities
Knowledge of state and federal employment laws such as ADA, EEO, FMLA, FLSA, Title VI, and worker's compensation; State personnel rules and labor-management contracts; recruitment, interviewing and hiring practices; functions and structures of the employing agency; requirements of record maintenance and confidentiality; labor relations terminology and practices; state benefits program and personnel/payroll forms and procedures; State payroll, budget, and accounting procedures; employee/job safety and health regulations and practices; the mission, goals, functions, and administrative processes of the employing agency; the impact of the human resources/personnel management mission on programs, services, and entities of the employing agency; the employing agency's culture and overall expected outcomes of its human resources/personnel management program.

Ability to: interview and evaluate applicants and employees; deal effectively with others under stressful conditions to address their problems; communicate with employees, supervisors, and managers at all levels of the employing agency to exchange information; write and evaluate the completeness and accuracy of job descriptions while having limited knowledge of the job tasks; advise the agency head and senior agency management officials concerning human resources/personnel matters; interview and evaluate applicants and employees; analyze problems regarding employee conflicts to relieve potential grievances or morale problems; research or investigate grievances, complaints, and inquiries and communicate findings to senior agency management officials; comprehend and interpret various advisory data and information such as personnel policies and procedures, explanations, guidelines, and applicable laws; ability to write and compose correspondence; perform arithmetic operations and calculate proportions and decimals; exercise judgment, decisiveness, and creativity in situations involving direction, control, and planning where the impact of errors may affect broader aspects of the employing agency; mediate conflicts, seek areas of common agreement, and negotiate resolutions; identify alternatives and options for administrative action that minimize errors and risks and develop contingency plans; demonstrate work attendance dependability.