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FRAMINGHAM – The City of Framingham is advertising for a Human Resources (HR) Director.
The City posted the job today, January 4.
The salary range is $113,989 to $153,707 for the full-time position.
The Sisitsky administration hops to have someone in place ASAP.
The previous HR Director resigned in August 2021, and left in September.
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The City Council had voted in June 2021 to eliminate the HR Director’s salary as of December 31, 2021, awaiting a plan from the Spicer administration on a potential merger of the City and school department’s HR positions. The Spicer administration never submitted a proposal to the legislative branch.
However, a task force is looking at the potential merger of the two positions and or departments along with other ways municipal and school departments services that could be merged.
Tonight, the City Council voted 11-0 to provide the $55,000 to the new Mayor for the position through the end of this fiscal year. It is anticipated the new Mayor will fully fund the much-needed position in Fiscal Year 2023, which begins July 1, when he submits his FY 23 budget this spring.
The new HR director will be busy as the Sisitsky administration has multiple management openings, and some departments like the DPW and the Library have multiple employee openings.
The HR director is “responsible for the administration, direction and supervision of City-wide human resources including labor relations, employee recruitment and training, the classification and compensation of positions, the provision of personnel benefits and policies in accordance with City by-laws, State, and Federal rules and regulations.
The Director reports to the Mayor and the COO.
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The HR Director is “responsible for establishing short and long-range plans and objectives, personal performance standards, and assumes direct accountability for department results. The employee exercises control in the development of departmental policies, goals, objectives, and budgets. The employee is expected to resolve all personnel conflicts that arise and inform, as well as coordinate with, others as necessary. Employee is expected to consult with and make recommendations to the Mayor in all personnel matters having organizational, policy or legal ramifications where clarification, interpretation, or exception to organizational policy may be required. Employee is also expected to work in cooperation with the Chief Financial Officer on any matters affecting personnel budgets or funding.
The HR director “is responsible for the direct supervision of a major division, including service delivery, training, evaluating and disciplining of subordinates, and budget development and control; employees work at the same location and the same work schedule. The employee hires, disciplines, and evaluates employee performance. The employee provides direct supervision over six (full-time employees. The number of employees supervised is relatively stable and is not subject to seasonal fluctuations, but may change depending on staffing needs.”
Applicants should have a “Bachelor’s Degree in public administration or a related field, Master’s Degree or higher preferred; five to ten (5-10) years of work experience in the personnel field with progressively responsible work, with at least five (5) years in a supervisory capacity at the management level. Prefer municipal work experience in a comparable sized community and demonstrated collective bargaining experience. Any equivalent combination of education, training and experience which provides the required knowledge, skills, and abilities to perform the essential functions of the job will be given consideration.”
The essential functions or duties listed below are intended only as illustrations of the various type of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.
1. Oversees and participates in the development and provision of City-wide personnel services, policies and practices including recruitment, compensation, classification of positions, and the negotiation and provision of benefits to employees and retirees including medical, health, life and long-term care insurance, deferred compensation, flexible spending accounts, 529 Plan, employee health and wellness, employee communications, Sick Bank committee coordinator, Employee Recognition events, and other voluntary benefits for city and school employees. Responsible for the safekeeping of all employee personnel files and designated as the official keeper of employee personnel records.
2. Serves as the City’s workers’ compensation agent; meets with insurance representatives, department heads and union committees to review workplace safety, claims, and benefits and establishes procedures for implementation and training programs for safety and claims.
3. Serves as City representative on the Public Employee Committee (PEC) for coalition health insurance bargaining.
4. Coordinates the City’s Collective Bargaining Team in the negotiation and implementation of all City collective bargaining agreements, including overseeing the provision of grievance hearings, and disciplinary actions as necessary including appearing before State or Federal agencies and other legal proceedings.
5. Drafts, revises, interprets, and enforces Personnel Bylaw, personnel policies, MOUs, and new contracts, presenting and advocating for them at various committee meetings and City Council meetings.
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6. Serves as the City’s Affirmative Action Officer to ensure compliance with Equal Opportunity and Affirmative Action rules and requirements.
7. Ensures that the City is in compliance with all local, state, and federal personnel laws, rules, and regulations including ADA, civil rights, FLSA, and FMLA.
8. Develops and implements a wide range of need-based employee training programs.
9. Coordinates the administration of salary schedules, compensation, and employee leave accrual with the Finance Division; as well as ensures compliance with the Family Medical Leave Act (FMLA), COBRA, and other employment laws.
10. Reviews and approves all personnel actions, wage/salary adjustments, and disciplinary actions.
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11. Ensures A.D.A. compliance and conducts investigations of complaints; oversees the Employee Assistant Program (EAP), analyzing usage and recommending employee training to be delivered by the EAP.
12. Required to maintain the City’s position classification and compensation plans.
13. Responsible for monitoring unemployment insurance and workers’ compensation, directing the development and implementation of strategies for litigating and/or settling cases and overseeing cost reduction strategies.
14. Conducts investigations of alleged harassment of employees and illegal discrimination and complaints by supervisors about employees.
15. Performs all similar or related human resources and personnel duties.
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16. Provides litigation support (i.e. responding to subpoenas, public requests for information, attending meditations, conducting legal research, etc.).
17. Oversees the Director of Veteran Services and associated office.
18. Serves as the Affirmative Action Officer and liaison to the Personnel Board.
19. Presents recommendations to the Mayor in all personnel matters having organizational, policy or legal ramifications where clarification, interpretation, or exception to organizational policy may be required.
20. Coordinates with the Chief Financial Officer on matters affecting personnel budgets or funding.
21. As directed by the Mayor, may oversee or supervise another function, department, or office, as well as complete special projects
Applicants can apply at: www.framinghamma.gov/jobs
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