Final Filing Date: First review of applications will be on June 15, 2022. NCPA reserves the right to close this posting once a sufficient number of applications have been received.
DEFINITION
This position directs and administers all human resources activities such as employment, compensation, employee relations, labor relations, leaves, benefits, training, safety, workers’ compensation, policies and procedures, and other employee services by performing the following duties personally or through the human resources staff. This position serves as a member of the NCPA Management Team and may participate in Commission/Utility Director meetings.
ESSENTIAL DUTIES AND RESPONSIBILITIES
This position requires the incumbent reports for work on time and maintains satisfactory attendance in accordance with Agency policy; Ensures work responsibilities are covered when absent; Arrives to meetings and appointments on time; Performs special assignments for the Assistant General Manager or others as assigned. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Directly supervises employees in the Human Resources Department. Carries out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving issues.
Responsible for developing, implementing, and coordinating the recruitment and selection process for all Agency job openings. For open positions, provides qualified applicants by recruiting/advertising, screening, coordinating interview panels, interviewing, conducting background checks, pre-employment medical exams, and personally making job offers. Maintains appropriate contact with the applicant pool during and after the selection process. Assists new hires with the Agency’s relocation and orientation processes as needed.
Develops and implements new employee orientation program to foster a positive attitude toward NCPA.
Responsible for developing, implementing, and administering the Agency’s classification and pay program. Conducts classification and compensation studies, determines exemption status, pay levels/grades, analyzes salary reports and data to develop and maintain a competitive compensation plan. Coordinates the pay increase program for all NCPA staff.
Develops and coordinates the Agency's performance management plan process ensuring that all employees receive timely annual performance appraisals.
Develops, updates, and implements Agency personnel policies and procedures and provides counsel to management and staff to ensure consistent application and understanding. Consults with legal counsel as needed to ensure that policies and personnel actions comply with federal and state laws/regulations.
As a member of the Management Team, keeps senior management apprised of important human resources matters, advises them on how HR can help achieve strategic objectives, and identifies conflicts or opportunities between Agency operations, HR policies, and programs.
Responsible for overseeing the Agency's benefit plans to ensure that the plans are competitive, cost-effective, within budget, and administered as required by contract or law. Keeps accurate records of benefits plan participation, costs, and insurance contracts. Works with Agency’s insurance broker and consulting firm to ensure that Agency costs are minimized when possible.
Presents or coordinates management training on interviewing, hiring, terminations, performance reviews, sexual harassment, etc. Also presents or coordinates training for staff in safety, performance reviews, benefits or other topics that are needed. Conducts training needs analysis as appropriate.
Studies legislation, laws, arbitration decisions, and court cases to assess industry trends and the application of these issues at the Agency.
May serve as the Agency’s Chief Management Negotiator, representing management's position in negotiating and managing collective bargaining agreements with all unions. Coordinates the role of other management staff in the negotiations process, and provides training and guidance during negotiations and with grievances. Determines the wage/benefit package needed for negotiations to keep overall compensation competitive, and presents package to management and members for approval prior to negotiations. Handles day-to-day MOU interpretation and provides guidance to management and payroll staff on union issues.
Ensures that all personnel transactions such as hires, promotions, transfers, performance reviews, terminations, and employee statistics for government reporting are maintained as required. Oversees the maintenance of the automated ADP HR system and all personnel record-keeping systems. Ensures that records are maintained in a confidential manner. Works with Payroll to ensure seamless recordkeeping and compliance with laws and MOUs. Maintains own filing system and ensures appropriate record retention for all HR documents in hard and soft form.
Provides staff reports or information to the Commissioners, Utility Directors, management or Agency staff on human resources policies, issues, grievances, complaints, plans, programs, and practices.
Advises the General Manager on human resources issues such as exit interviews, employee satisfaction, employee complaints, and other issues that may have an impact on the Agency.
Participates in the Safety Program for headquarters staff, and provides guidance and support for plant safety programs. Manages the Agency-wide Worker’s Compensation Program.
Prepares and manages the budget for the human resources department.
Provides guidance and counsel to staff and management regarding all employee relations issues.
Represents NCPA in personnel-related hearings and investigations and oversees the preparation of the EEO-4 report as required.
Contracts with outside suppliers to provide needed services, such as recruitment, training, legal, salary surveys, relocation, retirement plans, etc.
MINIMUM QUALIFICATIONS
Education and/or Experience
This level requires a Bachelor’s degree or equivalent in Human Resources or a related field, and a minimum of eight (8) years of professional generalist experience in human resources; or an equivalent combination of education and experience. Prior supervisory experience is preferred.
KNOWLEDGE AND ABILITIES
Knowledge:
Federal, state, and local employment and labor laws such as FMLA/CFRA, ACA, ADA, ADEA, EEO, COBRA, Wage-Hour; Public sector employment and labor laws MMBA, PEMHCA, and PERL are preferred; Knowledge of CalPERS retirement/medical plans and administrative processes; Knowledge of administration of compensation, benefit, performance management, and safety programs; Knowledge of multi-location, public sector utility is strongly preferred.
Abilities:
Ability to design, develop and conduct training programs and make presentations to groups using PowerPoint, Web-based training platforms, and other adult learning tools; Ability to communicate effectively both verbally and in writing. Develop and maintain effective working relationships with managers, staff, unions, and other clients; Ability to work with and maintain sensitive and confidential information; Ability to create, modify, and run financial models (merit budget), create graphical representations of numerical data using spreadsheet software; proficiency with the Agency’s HRIS system (ADP WFN), Agency’s applicant tracking software (ADP Recruitment), Agency’s benefits management software (ADP Benefits) and other HR software tools including the CalPERS system and benefit carrier systems (dental, disability, life insurance).
SPECIAL REQUIREMENTS
Valid California Driver's License and insurance; Periodic travel is required.
While performing the duties of this job, the employee is regularly required to sit. The employee is occasionally required to stand and walk. The employee must regularly lift and move up to 10 pounds.
This position manages two subordinate employees in the Human Resources department.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. The noise level in the work environment is usually moderate.
All employees are responsible for contributing to an inclusive, safe, and secure work environment that values diverse cultures, perspectives, and experiences, and is free from discrimination.
EOE