• No results found

DIRECTOR OF HUMAN RESOURCES

N/A
N/A
Protected

Academic year: 2021

Share "DIRECTOR OF HUMAN RESOURCES"

Copied!
8
0
0

Loading.... (view fulltext now)

Full text

(1)

Announces a Recruitment For

DIRECTOR OF HUMAN RESOURCES

For McHENRY COUNTY, ILLINOIS

Greg Ford, Vice President

GovHR USA/Voorhees Associates 650 Dundee Road, Suite 270 Northbrook, IL 60062

TEL: 847-380-3240 FAX: 866-401-3100

Formal applications should be submitted to: www.govhrusa.com/current-positions/recruitment

GovHRUSA/Voorhees Associates, LLC is pleased to announce the recruitment and selection process for McHenry County’s Director of Human Resources. This brochure provides background information on the County as well as the requirements and expected qualifications for the position. Candidates interested in apply-ing for the position should submit their résumé and cover letter, along with contact information for five work-related references by June 27, 2014 to GovHRUSA.com/current-positions/recruitment.

(2)

PROFESSIONAL ANNOUNCEMENT

McHenry Co, IL (pop. 310,000) County Seat: Woodstock. McHenry County is a progressive, growing county lo-cated 45 miles northwest of Chicago. Long known for its recreation and quality of life, McHenry County spans more than 600 square miles and has experienced considerable growth in the last ten years. The County is seek-ing candidates with a passion for public service and experience in local government human resources to serve as its next Director of Human Resources. The County is a full-service county with 1,350 employees in 27 differ-ent departmdiffer-ents and offices and a total budget of $250 million. The County currdiffer-ently has 10 collective bargaining units. The next Director needs to be a strategic thinker and leader that can chart a course for human resources across the organization. Candidates will be required to have a Bachelor’s degree in public administration, busi-ness administration, human resources or related discipline along with at least 6 years of progressively responsi-ble experience. Master's Degree supplemented by SHRM certification desiraresponsi-ble. Exceptional interpersonal skills, labor relations, strong organizational leadership, independent judgment, strategic planning, budget and manage-ment skills, and motivational skills essential. Starting salary is $100,000+/- DOQ. The County provides an excel-lent benefit package. Candidates should apply by June 27, 2014 with résumé, cover letter and contact informa-tion for 5 work-related references to GovHRUSA.com/current-posiinforma-tions/recruitment to the atteninforma-tion of Gregory F. Ford, GovHR USA, 650 Dundee Road #270, Northbrook, IL60062. Tel: 847-380-3240; Fax: 866-401-3100.

COUNTY BACKGROUND

Located in northeastern Illinois, midway between Chicago, Rockford and Milwaukee, McHenry County offers a change of pace from the urban environment. The County is recognized for its scenic beauty and its outstand- ing recreational opportunities. Over 30 communities offer year-round recreational activities including public and private golf courses, tennis clubs, water parks, swimming pools, hunting areas, biking, hiking and horse trails, all or part of 3 state parks and natural

areas, abundant water recreation on the Fox River, and over 20,000 acres of conservation land. For the roman-tic at heart, quaint downtown districts of its communities offer history and specialty shopping with vibrant main streets filled with antique shops, unique finds, distinctive fashions, va-riety of dining, diverse choices in lodging from full service hotels to charming Bed and Breakfasts and family friendly attractions and events that welcome visitors in all seasons. Founded in 1836, McHenry County adjoins Wisconsin to the north, Lake County to the east, Boone County to the west and the counties of DeKalb, Kane and Cook to the south. It con-sists of 603.17 square miles of land, 7.64 square miles of water, and a

2012 population estimate of 308,145 citizens, making it the sixth largest county, in terms of population, in the state of Illinois. On the most recent census form, 98.3% of the population reported only one race, with 1.1% of these reporting African-American, and 11.4% Hispanic (of any race). The average family size is 3.30 persons.

(3)

Director of Human Resources

Manufacturing is the largest of the 20 major sectors. It had an average annual wage per job of $59,703. Median household income 2012 was $77,325, above the national median of $56,852. The homeownership 2008-2012 rate of 82.9% was above the national average of 68%. The number of persons below the poverty level was 7.5%, again, below the national average of 13.7%. The County has a current labor force of 175,620 with 162,632 employed and 12,988 unemployed for an unemployment rate of 7.4%, which is less than the Illinois rate of 8.6%, but greater than the national rate of 6.5%. The manufacturing section produced 16,369 jobs, government 15,164 and retail trade at 15,400.

McHenry County residents are served by eighteen public school districts, sixteen non-public schools, one spe-cial education district, one junior college, several College/University Branches, and two schools for students with behavioral learning challenges.

The County offers a variety of housing choices, with prices that are relative to the Chicago Metropolitan Area. The region boasts superior school systems which are a source of pride throughout the County. McHenry County has one of the highest per capita incomes in the state, as well as a rapidly-growing commercial/industrial sector. Overall, McHenry County is considered an exceptional place to live, shop, and work.

COUNTY ORGANIZATION

McHenry County is a non-home rule county and operates under the Illinois County Code and related Acts for non-home rule counties. The County employs approximately 1,350 employees and has a budget of $250 million. There is a 24-member County Board, elected from multiple member districts, which sets policy and direction for the County. McHenry County is a professional ICMA recognized Council-Manager form of government. The County is run by a professional County Administrator who is responsible for the enforcement of County Board ordinances, policies, regulations, and resolutions. The current County Administrator has served in this position for nine years. There are 27 operating departments, of which the fol-lowing are managed by Elected Officials: Auditor, Clerk of the Circuit Court, Coro-ner, County Clerk, Recorder, Sheriff, State’s Attorney, and Treasurer. The remain-ing 19 departments are managed by indi-viduals appointed by the Board or other policy-making bodies established by law. The County also uses a Committee struc-ture for coordinating the activities of the County Administrator, the County Board and various departments.

McHenry County takes a progressive ap-proach to County government and has a reputation for employing sound management practices for its many ar-eas of operation. The County also develops a strategic plan, which provides guidance and a “road map” on how to handle key issues facing the community.

(4)

HUMAN RESOURCES DEPARTMENT

Mission Statement: “Dedicated to serving McHenry County by developing and supporting our

most important resource….our people.”

The Human Resources department is an internal service department serving the County Board and its Depart-ments with employee recruitment, hiring, terminations, benefits, and contract negotiations and reporting. The Human Resources Department provides assistance to employees and applicants; reviews programs and bene-fits and makes recommendations in

order to have the best workplace possi-ble. The department is responsible for personnel records, benefits, employee relations, recruitment and selection, compliance with Federal, State and County personnel/employment regula-tions, compensation, and the wellness program.

The Human Resources Department employs a staff of six (6) full time equivalents, including the Director of Human Resources, and services a population of approximately 1,300 em-ployees with an annual budget of $542,502. This department is also re-sponsible for the administration and oversight of the Employee Benefits Fund in the amount of $19.9 million for FY2014.

DIRECTOR OF HUMAN RESOURCES

The Director of Human Resources is appointed by the County Administrator and is a core member of the Admin-istrative team. This position is responsible for planning, directing, and organizing the operations of the Human Resources Department including: recruitment; employee relations; classification, compensation, and benefits; personnel records; training and development; labor relations; and health, safety, and security. It is critical for future success that this position be involved in strategic level central administrative activities. The Human Resources Director also serves as the County’s representative for all labor contract negotiations and hearings.

CHALLENGES AND OPPORTUNITIES

The current Director of Human Resources is retiring. The next Director can expect to work toward achieving the following goals:

Negotiate the following six (6) collective bargaining agreements for contracts that will expire on November 30, 2014: IUOE Local 150/Highway Workers; SEIU Local 73/ Deputy Coroners; SEIU

(5)

Director of Human Resources

Local 73/Animal Control Officer, Kennel Technician, Office Staff; MAP Chapter 515/Circuit Clerks; FOP Unit I/ Deputies; and FOP Unit II/ Corrections.

Coordinate the day-to-day administration of labor agreements for all contracted employees (10 collective bargaining agreements).

Recommend and implement County-wide training standards for supervisory training, training to conduct performance reviews and appraisals, and EEO/employee harassment training, etc.

Enhance the County Wellness Program by implementing a Wellness Strategic Plan that addresses the new Healthcare Act, its affect on employees and the County’s future healthcare costs, and promotes creative educational health programs to meet the needs of the em-ployee population.

Prepare and recommend an organiza-tional plan for the Human Resources Department with the goal of establishing a more structured reporting relationship within the department.

Stay current with all developments and implement changes as required by the Patient Protection and Affordable Care Act with regard to the County Group Health Insurance Program, including development of a reduced benefit PPO plan, and a HRA or HSA (high deductible plans) as addi-tions to current plans.

Seek technological innovations appropriate for efficient human resources administration. The current HR software is underutilized and its use must be enhanced to increase efficiency in the department.

Continue efforts to centralize and standardize human resources within the County. Ensure responsiveness and flexibility in meeting the needs of County departments.

Work on building an atmosphere of trust and confidence with elected and appointed County officials.

Display a willingness to take the initiative in bringing forth innovative programs for review and approval by the County Administrator and County Board.

CANDIDATE QUALIFICATION CRITERIA

The County Administrator is seeking highly professional candidates who are passionate about local government and human resource management. The following education, experience, management, and leadership criteria have been identified by McHenry County as important skills and ability for the candidates to possess and demonstrate. The starting salary for the position is $100,000+/- depending on qualifications and experience. Residency in McHenry County is not required.

(6)

Education and Experience

• Bachelor's Degree in human resource management, business or public administration or related disci-pline required along with extensive progressively responsible experience in human resource manage-ment. Master's Degree and SHRM certification is desirable.

• Extensive experience in directing activities involving policy development and interpretation, collective bargaining and labor-management relations, personnel selection and testing, position classification and compensation plan administration, records management, employee benefits, health and safety, and em-ployee training and development.

• Ability to act as a coach and mentor to staff members when appropriate.

• Ability to interpret and enforce applicable Federal, State and local policies, rules, laws and regulations. • Extensive experience in delivering written and oral presentations to governing bodies and to officials at

all levels of the organization.

• Ability to be an advocate for employees when appropriate within the context of balancing the needs of the organization with the needs of an individual.

• Proven track record of delegating to a competent staff and fostering an attitude of teamwork and creativity in problem solving, while ultimately being account-able for the quality and effectiveness of overall departmental performance. • Ability to strategically establish priorities

while understanding when to focus on lar-ger, big picture projects and determine when smaller efforts need attention. • Superior skills in developing trust and

effective partnerships with the County Administrator, County Board, elected and appointed officials, employees, and other stakeholders.

• Proven superior communication, interpersonal, and human relations skills, and adeptness at interacting with people possessing a wide variety of attitudes and in a wide variety of situations.

Management Style/Personal Traits

• Has complete personal and professional integrity, inspiring the confidence of appointed and elected offi-cials, subordinates, and the general public.

• Projects a genuinely friendly, approachable style that encourages collaboration and the development of effective working relationships.

(7)

Director of Human Resources

Has proven and successful managerial skills utilizing a consensus-building, team-oriented approach to managing staff members. Possesses the ability to remain accountable for departmental activities without unnecessary micromanagement of staff.

• Has the maturity and self-confidence to firmly and diplomatically present professional views, concerns, and implications of proposed policy actions that may be under consideration by the County Board, while also being committed to carrying out final decisions in a timely, professional, and impartial manner. • Exhibits a style characterized by candor, directness, tactfulness, and diplomacy, with the ability to admit

when mistakes were made, and when corrective action needs to be taken.

• Demonstrates commitment to encouraging creativity, responsibility and accountability in an environment that values a collaborative approach and embraces a setting where employees feel valued.

• Demonstrates genuine concern about the well-being of employees and involvement of staff members. • Demonstrates flexible, adaptable

and facilitative style with the ability to function effectively in a dynamic, demanding, team-oriented, profes-sional environment marked by ex-tremely high expectation levels. • Maintains a calm demeanor during

times of stress, providing thought-ful advice to employees, depart-ment heads, County Administrator, and the County Board.

• Successfully models the leader-ship philosophy and core values of the organization.

• Demonstrates commitment to the regular pursuit of professional and self-development opportunities. • Is “easily accessible” and

ap-proachable to all including senior staff, employees, and any other stakeholders. Is a good listener. • Demonstrates a sense of humor when appropriate.

(8)

References

Related documents

If for some reason a particular disagreement unavoidably becomes a formal dispute, the DB will be resolved to reach its own decision on the dispute quickly, and will control

In this cause, if a solution is controlled by other solutions, the solution is more likely to be selected than other solutions, so it can produce more new-fangled solutions to

We make use of the properties of Buddy ∗ -tree to realize concurrent control without any other structure additional (such as LSN in R-lint-tree). An object is partitioned to an

No previous research existed concerning offshore outsourcing of software development to Vietnam by Finnish outsourcers and this was proven by the in-depth literature review. The study

(iii) Teaching experience in a recognized learning & teaching institution is an added advantage. Duties: Teaching, examining and grading of Undergraduate

Org Chart - Proposed Internal Services County Administrator Internal Services County Administrator Human Resources Director Human Resources Director Reclassified position

In current debates about exchange rates and whether countries are engaged in unfair currency policies to weaken their currencies, two major types of concerns have been raised:

In this integration the drawings were drafted using a computer – aided drafting (CAD) program (AutoCAD), the construction schedule was prepared using Project Management Software