Supervising Accountant - Madera, United States - Madera County

Description

Under direction, performs complex and responsible human resources analytical and professional work in the administration of personnel functions including recruitment, examination, classification, compensation, disability compliance, and/or benefits administration, discipline, and equal employment opportunity, performs a variety of labor relations duties; performs related duties as required.

• The duties listed below are intended only as illustrations of the various types of work that may be performed in various divisions. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class._
• Performs County human resources activities; depending on the assigned division, organizes, and evaluates the work of sections in broad human resources division such as recruitment and selection, classification and salary administration, disability compliance discipline and advocacy, labor relations, staff development and training, human resources information systems, and employee relations; works to ensure the operations and human resources services are effectively integrated with the service needs of the department and operations of other divisions.
• Plans, coordinates, and conducts large and/or highly sensitive personnel/human resources assignments or difficult projects; initiates and supervises a variety of human resources projects, studies and program reviews to evaluate and improve human resources programs, policies, rules and regulations; reviews draft reports, findings and recommendations for approval by the Director of Human Resources or their designee.
• Conducts analysis of employee leave programs in accordance with state and federal laws, county policies, civil service rules, and bargaining agreements; participates in the interactive discussion process countywide and ensures compliance with disability leave laws; facilitates interactive discussion meetings on complex issues such as temporary modified duty assignments and placement on the reinstatement list; provides technical assistance and advice to department heads, managers and employees on leave programs, the interactive discussion process, the Americans with Disability Act (ADA) and other pertinent laws; works with the Risk Management on issues involving workers' compensation and returntowork.
• Conducts classification studies, screens study requests from operating divisions, provides results of studies to the Director of Human Resources for approval, and transmits classification decisions to supervisors and employees; reviews job descriptions; obtains background, occupational, and job information; interviews employees and recommends allocation or reallocation of positions to appropriate classification; performs review of positions, classifications, and organizational relationships through desk audits, interviews, or review of other relevant information; analyzes and makes recommendations on staffing levels and organizational relationships.
• Maintains employee records, position control and verifies processing of all departmental personnel transactions, including new employee intake, employee transfer and reassignment, and vacation, sick leave, family leave, overtime, leave of absence reinstatements, restorations, layoffs, and other similar personnel actions; analyzes employee turnover and separation statistics and administers a program of exit interviews for resigning, terminating or transferring employees and interviews employees as necessary.
• Assists in developing negotiation strategies; completes and analyzes data used in contract negotiations and costs out proposals; assists with compliance of the agreements; works to resolve issues involving employee relations or contractual interpretations or disputes; conducts surveys and gathers information related to collective bargaining and participates in developing the County?s position on matters within the scope of bargaining/representation; participates in the preparation of materials needed for negotiations; may serve as a member of the negotiating team; assists in the grievance process including arbitration; works with county counsel to respond to claims of unfair labor practices.
• Presents reports and board agenda items to the Board of Supervisors, administrators, staff, and the public; attends local, state, regional and federal conferences, workshops, meetings and training seminars to maintain current in areas of responsibility.
• Stays current with knowledge related to human resources management by attending professional conferences and inservice education programs, as well as by reviewing information obtained from Department memoranda, staff meetings and professional publications to attain and maintain human resourcesrelated knowledge and skills and determine the impact of developments and change on providing service excellence.