Human Resources Manager

ESSENTIAL FUNCTIONS

Administer the full employee lifecycle, including workforce planning and support, recruitment, selection, preemployment requirements, offers, onboarding, status changes, and separation processes.

Develop, maintain, and administer personnel policies, procedures, employee handbooks, forms, practices; recommend updates based on operational needs, legal requirements, and public-sector best practices.

Serve as the primary resource for employee relations matters; coach supervisors and employees, facilitate problem-solving, address workplace concerns, and support consistent applications of policies and expectations.

Coordinate and support workplace investigations, grievances, corrective or disciplinary processes, administrative leave, and other sensitive personnel matters in consultation with the Executive Director, legal counsel or Board leadership as appropriate.

Administer employee benefit programs, retirement enrollment and changes, insurance eligibility, open enrollment, qualifying life events, employee communications, invoice reconciliation support, and vendor coordination.

Maintain authoritative employee, position, compensation, benefit, leave, and personnel records; provide Finance with timely and accurate payroll-impacting personnel changes and audit payroll-related employee data as appropriate.

Administer leave programs and accommodations, including applicable family/medical leave, military leave, workers’ compensation coordination, disability-related interactive processes, and other protected organizational leave.

Lead compensation and classification administration, including job descriptions, market reviews, salary studies, pay recommendations, position changes, and internal-equality analysis.

Coordinate performance-management processes, probationary or introductory reviews, goal-setting practices, coaching resources, performance improvement plans, and documentation standards.

Identify and coordinate employee training and organizational-development needs, including supervisor training, required compliance training, respectful workplace practices, and leadership development.

Support employee engagement, organizational culture, retention, succession planning, recognition, and workplace-climate improvement efforts, including confidential survey or third-party assessment processes when appropriate.

Monitor compliance with applicable federal and state employment laws and public-sector personnel requirements; coordinate with legal counsel when specialized legal review is warranted.

Maintain confidential personnel files and HR information systems; respond appropriately to records requests, subpoenas, audits, and other authorized requests for employment information.

Prepare HR metrics, staffing reports, turnover and vacancy information, compensation analysis, and other workforce information for Executive Director and organizational leadership and the Board.

Administer workers’ compensation, safety, unemployment, and employment-related insurance matters in coordination with appropriate providers and organizational representatives.

Develop and maintain written HR procedures, desk procedures, calendars, records-retention practices and continuity documentation for critical HR processes.

Maintain confidentiality with information obtained through employment with the agency.   Issues discussed in relation to employment, personnel matters, and agency investigations are to be held in strict confidence and not divulged without management’s permission.

KNOWLEDGE, SKILLS, AND ABILITIES

Strong knowledge of human resources principles and practices, employee relations, recruitment, benefits administration, compensation, performance management, and employment compliance.

Ability to independently manage a complete HR function, move between strategic and administrative work, prioritize competing needs, and follow sensitive matters through to completion without dedicated HR support staff.

Ability to build trust while maintaining appropriate neutrality, confidentiality, professional boundaries, and consistent application of policy.

Strong interpersonal, listening, facilitation, conflict-resolution, interviewing, writing and documentation skills.

Ability to advise Executive Director and organizational leadership on difficult personnel matters, identify risk, distinguish policy issues from legal issues, and know when to involve legal counsel or other specialized resources. Ability to analyze compensation, staffing, turnover, survey and other workforce information and translate findings into practical recommendations.

PHYSICAL DEMANDS

Work is primarily performed in a professional office and public-safety communications environment. The role involves frequent interaction with employees and supervisors, extended periods of computer use, and regular handling of confidential or emotionally sensitive matters. The position may occasionally require attendance at evening Board meetings, travel to local meetings or training, and availability outside normal business hours when urgent employee-relations or operational matters arise. Occasionally lifting or moving of files, records or office materials generally weighing up to 25 pounds may be required.

WORKING CONDITIONS

Work is performed in an office or other environmentally controlled room.  Work exposes the incumbent to highly stressful situations including life-or-death decisions involving the safety of officers, fire and EMS personnel, and the public.  The incumbent is often required to relay negative information.  Is required to maintain flexibility in work hours to meet the needs of the assignment.

EDUCATION AND EXPERIENCE

Bachelor’s degree in human resources, business administration, public administration, organizational leadership or a closely related field.

Five years of progressively responsible professional human resources experience, including meaningful responsibility for employee relations, recruitment, benefits, policy administration, or employment compliance. Public-sector HR experience is strongly preferred.

Selected applicants are subject to, and must pass, an extensive background check.

LICENSING AND CERTIFICATION

Valid driver license as required for job-related travel. SHRM-CP, SHRM-SCP, PHR, SPHR, IPMA-HR, or comparable processional certification is preferred but not required. Necessary certifications must be obtained within 6 months of acquiring position.

Perform other related duties as assigned, including special organizational projects and support during emergencies or continuity-of-operations events.

Office

3047 N 400 W
Spanish Fork, UT 84660

Contact Us

• jobs@centralutah911.gov 
  (801) 794 – 4000