**REOPENED** Public Works HR Manager - City of Bend

The City of Bend is hiring one (1), full-time Departmental Human Resources Manager assigned to Public Works. This position will provide support to the Transportation and Mobility, Engineering and Infrastructure, and Utility Departments. This is a FLSA Exempt (overtime in-eligible), non-represented position, reporting to the Human Resources Department in partnership with Public Works Department Directors.

To be considered for the position, applicants must have a complete application that includes the following:

• The online application completely filled out via Government Jobs/NeoGov (access also available on City of Bend website under Human Resources/Job Openings)
• Attached Cover Letter (Required)
• Attached Resume (Required) 
• Attached valid Credentials, Certifications and Licensing (if applicable)

Applicants must provide certification that they are a veteran or disabled veteran to receive Veteran’s Preference. 

Applications received by Friday, May 24, 2024 (4/24/2024) at 12:00 pm (noon) PDT will receive preference for the initial review, but the position will remain open until filled.

This position acts as department(s)-level expert for human resource related activities within the public works. They are responsible for performing a variety of administrative personnel functions that keep their individual departments in compliance outside of the central Human Resources department and may directly supervise staff. The hybrid nature of the system of human resources delivery seeks to maximize employee engagement and workforce management at the operational department level while ensuring systemwide incorporation of human resources best practices, compliance, program efficiencies, equity, cost containment, and consistent application of policies, processes, and practices Citywide.

Central Human Resources will monitor and evaluate the effectiveness of the human resources functions within the City. Department Directors will be evaluated on their adherence to the City's policies and procedures, compliance with the federal, state, and other relevant laws, and the performance results of their human resources services and assigned personnel.

Work Scope
The work product or service affects the design or operation of systems, programs, or equipment; the adequacy of such activities as field investigations, testing operations, or research conclusions; or the social, physical, and economic wellbeing of people.

Complexity of Work
Complexity:
Work is analytical, non-standardized, widely varied. Evaluates multiple sources of information in complex situations using analytical skills and evaluative judgment to identify, select and apply alternatives and solutions.

Degree of Independence:
Sets own goals and determines how to accomplish results with few guidelines to follow, although precedents may exist; receives broad guidance and overall direction; work rarely reviewed.

Decision Making Authority:
Develops objectives and general policies and procedures within general scope of established operational goals and plans for a specific project or functional area of responsibility. Day-to-day work and decisions do not require direction or review by supervisor. Significant and strategic decisions are referred to supervisor.
 
Budget Authority: 
Responsible for developing recommended budget for an organizational unit, with minimal restrictions/prescribed parameters. Has accountability for all expenses within an organizational unit and reporting concerns regarding meeting budget goals.
 
Span of Control:
May supervise a small unit of employees.

Impactful Actions

• Represents the organization during important negotiations and meetings.
• Makes or recommends decisions that have a significant impact on general business operations or finances to a significant degree.
• Meaningfully participates in setting the strategic direction of the organization and planning long- or short- term objectives.
• Formulates management policies or operating practices.