Lead, direct, oversee, and manage the programs and managers responsible for citywide classification and compensation, recruitment and workforce development, people and culture, operations and payroll, systems, policies, practices, and procedures. Provide the strategic direction for citywide human resources activities. Advise and recommend solutions to City leadership including Council on a broad range of complex human resources activities.

Lead, direct, oversee, and manage the program and staff responsible for the development and maintenance of Citywide classification and compensation systems, studies, policies, practices, and procedures. Provide strategic direction for City-wide classification and compensation initiatives. Advise City leadership including Council on classification and compensation best practices and recommend solutions. Ensure the City is in compliance with the related laws and regulations in regards to compensating and classifying work.

Lead and manage human resource projects - in support of the City of Portland's human resource strategic plans. Advise City of Portland Parks & Recreation Bureau's Executive Team and Managers on complex workforce management; and organizational staffing and structural changes. Interpret and provide guidance to managers, employees, and union representatives on collective bargaining agreements, federal and state personnel laws, rules, and policies. Support one of the City's largest Bureaus by providing human resources guidance and consultation on all human resources functional areas. Work collaboratively with managers and union representatives on solving problems arising from collective bargaining interpretations.Facilitate conflict and problem solving sessions, or other workplace agreements between employees, supervisors, and union stewards to resolve workforce issues. Coordinate and conduct investigations regarding workforce management issues and concerns. Answer and resolve grievances resulting from disciplinary events. Investigate and resolve allegations of harassment and disparate treatment. Advise managers on appropriate treatment related to issues of family leave, accommodation and return to work situations. Design materials and train managers on human resource policies and practices.

Lead and manage human resource projects - in support of Oregon Youth Authority (OYA) human resource strategic plans. Advise OYA Executive Team and Managers on complex workforce management; and organizational staffing and structural changes. Interpret and provide guidance to managers, employees, and union representatives on collective bargaining agreements, federal and state personnel laws, rules, and policies. Support the agency's largest youth correctional facility by providing human resources guidance and consultation on all human resources functional areas. Work collaboratively with managers and union representatives on solving problems arising from collective bargaining interpretations.Facilitate conflict and problem solving sessions, or other workplace agreements between employees, supervisors, and union stewards to resolve workforce issues. Coordinate and conduct investigations regarding workforce management issues and concerns. Answer and resolve grievances resulting from disciplinary events. Investigate and resolve allegations of harassment and disparate treatment. Advise managers on appropriate treatment related to issues of family leave, accommodation and return to work situations. Design materials and train managers on human resource policies and practices.

Managed analytical projects related to human resource operations and policies. Trained and lead others in recruitment best practices. Designed, conducted and managed projects aimed at aligning the human resource strategic plans with the organization’s goals and objectives. Provide contract and policy interpretation to OYA managers. Worked collaboratively with OYA managers, employees, and union representatives to solve workplace human resource issues and problems. Advised on processes or procedures needed to adjust the workforce to meet demands of new legislation. Worked collaboratively with OYA leadership to strategize the best approach for structural changes within a department or unit. Conducted classification studies to implement planned staffing changes and advised others on best methods of applying classification to structural changes.

Worked collaboratively with agencies across the state on recruitment best practices to provide technical guidance for the E-Recruit system. Designed reports to meet business information needs and support the Human Resources Division reporting obligations. Researched and analyzed E-Recruit System errors and worked with Software as a Service Provider, NEOGOV, to resolve issues in the best interest of the state.

Developed and implemented recruitment training materials for statewide use. Analyzed and helped solve technical errors with the NEOGOV system users and applicants. Provided one on one instruction to agency recruiters on best practice; system procedures; and recruitment laws, rules, and policies. Trained HR professionals and technical staff on the NEOGOV system; collaborated with Recruiters, Managers, and Peers to enhance the training materials available for statewide use for the NEOGOV system.

Worked collaboratively with Employment Department managers and leaders to develop recruitment plans and seek out diverse and talented individuals. Trained managers by meeting with them prior to recruiting and explaining recruitment practices. Helped managers develop applicant screening criteria and evaluate applications. Explained recruitment regulations and processes to applicants, managers, and employees.

Evaluated employment applications for minimum qualifications standards. Graded, scored and evaluated employment selection examinations. Compiled, processed, and entered employment application scoring results through a proprietary HRIS system. Composed, and edit employment announcements. Compiled and prepared certified hiring lists. Researched information and wrote letters to applicants in response to their request for application review. Summarized interview notes and testing scores by compiling and tabulating data into tables and explaining results to hiring managers. Wrote reports to summarize interview test results. Answered and responded to questions from applicants regarding recruitment processes. Explained recruitment regulations and processes to applicants, managers, and employees. Operated Microsoft Word, Excel, and other Office Suite software packages.

Researched and wrote a Recruitment and Hiring Guide for use by operational hiring managers. Maintained and organized employee medical files. Participated in employee personnel file audit by comparing file contents with State and Federal guidelines for retention of employee information. Reviewed and analyzed position duties to identify correct classification for new positions or reclassify jobs. Received training and used proprietary Appl/Cert and PPDB Human Resource Information Systems.