Manager, Human Resources - Administration

St. Louis County Library


The Human Resources Department is seeking a Manager that administers all aspects of the Human Resources Department to meet the needs of Library employees.
The mission of the St. Louis County Library is to provide the resources and services to enrich individual minds, enhance lives and expand perspectives. SLCL is an award winning library system with branches throughout St. Louis County. We have transformed into a meaningful community resource with updated facilities and an array of programs and partnerships that serve over 860,000 patrons.
Salary: $102,964.00
Hours:
Monday-Friday, 40 hours a week
Job Qualifications:
• Bachelor’s Degree or equivalent required
• At least five years of experience working in human resources or related discipline
• Two-three years previous work experience in a supervisory capacity
• Professional certifications in human resources (e.g. SHRM, PHR) preferred but not required
• Ability to operate a personal computer, printer and other small office equipment
• Ability to supervise, train and motivate staff
• Must possess a commitment to a high level of public service to Library customers
• Must possess good judgement, analytical, and problem-solving skills
• Ability to work effectively with other Library managers in a professional manner
• Experience administering benefits and payroll through a human capital management system is a plus
Benefits:
• Paid Vacation and Sick Leave, Paid Holidays
• Paid Parental Leave
• Domestic Violence Leave Policy
• Employee Assistance Program
• Medical, Dental, Vision
• Library-Funded Pension Plan
• Life Insurance
• Deferred Compensation (457 Plan)
• Flexible Spending Account (FSA)
• Health Reimbursement Arrangement (HRA)
• Tuition Reimbursement
Physical and Mental Requirements:
• Ability to communicate at all levels in the Library system providing the highest level of service in a professional manner
• Ability to handle sensitive and confidential information in employees’ salaries and other discrete information
• Ability to work in a fast-paced environment and manage multiple tasks with deadlines and prioritize, as needed
• Ability to operate various types of Library equipment
• Ability to operate a motor vehicle
• Ability to lift a minimum of 25 lbs.
• Ability to think creatively to solve problems and improve service
Performance Criteria for the Essential Responsibilities:
1. Directs the employee administration functions required to process all personnel and payroll actions to provide for accurate employee account information.
A. Supervises employee administration functions required to process all personnel and payroll actions to provide for accurate employee account information.
B. Directs the comprehensive payroll program for the Library to include such functions as leave accrual and usage, FMLA tracking, and deductions.
C. Represents the Library and provides information for controversial unemployment and worker’s compensation matters.
D. Develops and maintains organizational charts for the Library.
E. Assists staff with questions via the telephone and e-mail regarding HR questions in a timely manner.
F. Updates HR intranet with any changes, as needed.
2. Consults with managers and employees regarding complex and sensitive employee relations, concerns, and issues to explore alternatives for the resolution of work-related problems.
A. Counsels managers in the use of performance management tools and possible disciplinary actions and coordinates the legal review of the proposed decisions.
B. Participates in all levels of disciplinary actions and provides counsel when there is sufficient cause to proceed with corrective actions or termination.
C. Investigates and participates in the mediation of employee complaints and grievances.
D. Interprets state and federal rules and regulations and Library policies regarding personnel actions for managers and employees.
E. Meets with employees of all levels on a regular basis to discuss their questions and concerns.
3. Develops and implements the Library’s performance management system to provide managers with a tool for evaluating employees, and employees with a process for receiving feedback from managers.
A. Develops and reviews job descriptions and the Library’s pay plan on a regular basis to adequately reflect job duties.
B. Submits yearly proposals to the Director & CEO and CFO regarding merit raises and structure adjustments for employees after careful review of the personnel budge.
C. Counsels managers on use of the performance management s