Working Title: Human Resources Workforce Strategy/HRMS Officer
Location: 400 S Fort Harrison Ave, Clearwater FL 33756
Open Until Filled
Human Resources is seeking a creative, innovative leader to help position Pinellas County Government as a top-choice employer in the Tampa Bay region. The primary role of this position is to assess, plan, and supervise activities associated with the Workforce Strategy/Talent Acquisition Center of Excellence.
Work includes serving as the workforce compliance expert while supervising and coordinating the efforts of professional and clerical staff engaged in the day-to-day operations of the recruitment, onboarding, records administration and HRMS system for the ten Appointing Authorities that comprise the Unified Personnel System of Pinellas County Government. The incumbent is expected to work collaboratively and provide consultation to Appointing Authorities, department heads, and employees at various levels of the organization. Additionally, the incumbent works with Human Resources staff, UPS stakeholders, vendors, and members of the community to design, develop, and implement integrated programs that meet professional standards, provide an excellent candidate experience, and meet the evolving needs of our business leaders.
Pinellas County offers a comprehensive and competitive array of employee benefits including group health, paid time off, life insurance, short and long term disability, dental, vision, and more. The County participates in the Florida Retirement System (FRS). For more information on the benefits package, see what we offer and watch a brief video highlighting various career opportunities.
Position Specific Requirements
- Master’s degree in Human Resources, Business, Public Administration, Organizational Development or a related field and 2 years of experience in HR business management, workforce compliance/employment law, HRMS or talent acquisition to include 2 years of proven leadership or supervisory experience, or;
- Bachelor’s degree as described above and 4 years of experience as described above, or;
- Associate degree as described above and 6 years of experience as described above, or;
- 8 years of experience as described above, or;
- An equivalent combination of education, training, and/or experience.
- Assignment to work a variety of work schedules including compulsory work periods in special, emergency, and/or disaster situations.
- 5 years of experience in HR business management, workforce compliance/employment law, HRMS and talent acquisition.
- 5 years of proven leadership experience.
- Master’s Degree in Human Resources Management, Business, Public Administration, Organizational Development or a related field.
- Familiar with Oracle/Opus HRMS.
- Knowledge of UPS; appointing authorities and departmental business practices, and occupational job families.
- HR certifications issued by SHRM, HRCI or IPMA.
- Knowledge of Federal, State of Florida, and local laws and guidelines pertaining to recruitment and selection.
- Knowledge of merit system principles and policies.
- Partners with business leaders to identify creative and effective recruitment strategies that maximize qualified diverse talent pipeline leveraging internal candidates, diverse advertising, external networking events and other community initiatives.
- Analyzes and remains current on external trends and metrics as they apply to the HR industry and Appointing Authorities’ business strategy; when developing actions to support business objectives and/or people strategy; determines and utilizes appropriate methods and metrics for measuring success, including quality, timeliness, efficiency and impact (effectiveness).
- Recommends policies and procedures regarding recruitment, Onboarding, HRMS & employee record administration including modifications and improvements which meet professional standards, applicable local, state and federal employment laws and contribute to the improved effectiveness of the Unified Personnel System.
- Maintains, monitors, and audits all HRMS/employee databases and personnel transactions (New hires, transfers/promotions, benefits, salary changes, terminations, etc.) to ensure accuracy, integrity, and confidence in the system.
- Monitors and utilizes talent requisition process and HRMS/HRIS to develop & evaluate key metrics and recruiting strategies.
- Proactively creates and updates documents regarding processes, workflows and related system activities.
- Supervises professional, technical, and/or clerical staff engaged in day-to-day operations of recruitment, onboarding & HRMS. Evaluates productivity, quality, and results for the team; recommends corrective actions, conducts Performance evaluations and identifies process improvements; Shares knowledge to continually improve implementation methods.
- Responsible for posting all notices required by local, state and federal employment laws in areas conspicuous to employees.
- Researches, analyzes, and resolves complex problems and policy issues related to recruitment, onboarding, record administration and HRIS including handling difficult, sensitive assignments which may include employment problems or controversy.
- Works with department’s legal counsel to interpret recruitment, onboarding, records administration, (e.g. Hiring Guide, Veterans Preference, Ban the Box, Immigration, etc.); provides guidance, direction and training on such.
- Forges effective working relationships with internal and external stakeholders such as frontline leaders, individual contributors, support staff and others; Creates an environment that fosters teamwork, motivation, morale, and engagement.
- Manages temporary services contract matters and works with vendor to resolve issues.
- Fulfills emergency assignments outside normal working hours during declared emergencies and/or County office closures.
Knowledge, Skills & Abilities
- Knowledge and expertise in recruitment, onboarding, including best practices for today and the future.
- Knowledge of public administration techniques, principles, and practices.
- Knowledge of HR rules, policies, procedures and terminology.
- Ability to develop and implement progressive policies and practices in recruitment, onboarding, records admin and HRIS.
- Ability to develop and maintain effective working relationships with vendors, elected officials, management, employees, and the general public.
- Ability to contribute to operational, tactical, and strategic planning in support of the organization’s mission, vision, and values.
- Ability to engage and develop team to exceed the department’s strategic initiatives along with their own individual development goals.
- Ability to develop strategic objectives, administrative practices, policies, procedures, and systems for human resources.
- Strong interpersonal and communications skills, including the ability to present, engage audiences and build partnerships across stakeholder groups.
- The work is light work which requires exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force to move objects. Additionally, the following physical abilities are required.
- Fingering: Picking, pinching, typing, or otherwise working, primarily with fingers rather than with the whole hand as in handling.
- Lifting: Raising objects from a lower to a higher position or moving objects horizontally from position-to-position. Occurs to a considerable degree and requires substantial use of upper extremities and back muscles.
- Reaching: Extending hand(s) and arm(s) in any direction.
- Visual ability: Sufficient to effectively operate office equipment including copier, computer, etc.; and to read and write reports, correspondence, instructions, etc.
- Hearing ability: Sufficient to hold a conversation with other individuals both in person and over a telephone; and to hear recording on transcription device.
- Speaking ability: Sufficient to communicate effectively with other individuals in person and over a telephone.
- Mental acuity: Ability to make rational decisions through sound logic and deductive processes.
- Talking: Expressing or exchanging ideas by means of the spoken word including those activities in which they must convey detailed or important spoken instructions to other workers accurately, loudly, or quickly.
- Repetitive motion: Substantial movements (motions) of the wrist, hands, and/or fingers.
- Standing: Particularly for sustained periods of time.
- Walking: Moving about on foot to accomplish tasks, particularly for long distances or moving from one work site to another.
- Work is performed in a dynamic environment that requires sensitivity to change and responsiveness to changing goals, priorities, and needs.
Below is a preview of the supplemental questions you will have to answer during the application process.
What is your minimum starting salary requirement?
Of the following, which statement matches your education and work experience?
1 = I possess a Master’s degree in Human Resources, Business, Public Administration, Organizational Development or a related field and 2 years of experience in HR business management, workforce compliance/employment law, HRMS or talent acquisition to include 2 years of proven leadership or supervisory experience.
2 = I possess a Bachelor’s degree as described above and 4 years of experience as described above.
3 = I possess an Associate degree as described above and 6 years of experience as described above.
4 = I possess 8 years of experience as described above.
5 = I possess an equivalent combination of education, training, and/or experience.
6 = None of the above.
Please describe/explain your experience related to the above statement you selected. If you selected statement “5” above, be sure to explain your equivalent combination of education, and/or experience. If you selected statement “6” above, please type N/A.
This position may be required to work a variety of work schedules including compulsory work periods in special, emergency, and/or disaster situations. Are you willing and able to fulfill this requirement?
What is the largest number of HR staff you’ve had under your supervision and how many direct reports, if any, were there between you and those employees? Please include the employer and dates when you were in such a role?
Please describe level of workforce compliance/records administration/employment law knowledge and experience.