Human Resources Director

Salary : $103,223.00 - $137,100.00 Annually
Location : Canby, OR
Job Type: Full Time
Job Number: 2025-00036
Department: Administration
Opening Date: 02/26/2025
Closing Date: 3/19/2025 11:59 PM Pacific

Position Overview
The City of Canby is recruiting to fill the role of Human Resources Director. The ideal candidate will bring a positive energy to the City while providing technical and professional support to department directors and the City Administrator.

Interviews are tentatively scheduled the first week of April.

Performs a variety of complex administrative, technical and professional work in planning, organizing and managing the human resource functions of the City, including; classification, compensation, benefits, recruitment, labor relations, affirmative action, training and organizational development, and employee relations. Serves as in-house Plan Administrator for the health and retirement plans. Provides technical guidance to the City Administrator, department managers, supervisors and employees on all human resource issues. Conducts a variety of special projects including research and writing policies and procedures related to human resources.

Serve as a member of the City's Leadership Team.

Supervisory Responsibilities

• Supervises staff; provides scheduling, formal training, evaluations, and development.

Duties and Responsibilities

The individual in this position is expected to engage in the following work-related activities.

• Ensure City compliance with federal, state and local laws, regulations and rules affecting the employer-employee relationship. Maintain knowledge of changes affecting the City and notify others as appropriate. Provide technical assistance and interpretation to the City Administrator, Mayor and City Council regarding issues affecting the human resources needs of the City. Write and deliver presentations to public officials regarding human resource policies and practices. Attend meetings as necessary to address such concerns.
• Establish goals, objectives, policies and systems for the HR functions in compliance with City guidelines and Council goals. Develop and implement personnel policies and procedures that increase retention rates, foster job satisfaction, and encourage excellent performance.
• Conduct workplace investigations as needed. Make recommendations regarding personnel issues. Provide advice and assistance to managers and supervisors in resolving personnel matters.
• Supervise activities of department staff. Schedule, assign and review work. Make hiring recommendations. Conduct performance coaching and evaluations. Motivate and praise employees.
• Arrange training for staff as needed and track training and certifications of employees. Provide opportunities for developmental training to employees. Assist other department managers to identify staff training needs and provide opportunities for developmental training and performance coaching to employees. Coordinate on-site and off-site training programs.
• Develop and administer citywide recruitment/hiring programs. Prepare and place advertisements, screen applications, conduct panel interviews to select finalist, and complete reference checks. Schedule pre-employment testing as needed. Maintain effective new employee orientation program; schedule and conduct for all new employees. Conduct exit interviews of departing employees. Alert City management of surfacing issues and make appropriate recommendations for correction.
• Administer citywide compensation and benefits programs. Participate in and conduct surveys as required per the Oregon Equal Pay Act. Analyze data, draw conclusions and develop recommendations to ensure the City's competitive stance in the labor market. Create and update job descriptions as needed.
• Maintain a variety of human resource files and records, confidential personnel files, discipline records, risk management, etc. Research, compile and analyze data and prepare reports and summaries related to personnel issues.
• Develop labor relations strategy and manage labor relations function. Partner with the City Attorney/ City Administrator in collective bargaining. Respond to grievances and oversee disciplinary process according to the collective bargaining agreements and City policy.
• Represent the HR Department and/or City to the public, before the media, in collective bargaining, in legal or administrative proceedings, and to other departments, organizations or entities as required. Serve as City Equal Opportunity Employment Officer.
• Maintain cooperative working relationships with City staff, other organizations and the general public. Actively promote and support diversity in the workplace through staffing, promotions, training and career development. Model respect for diversity in the workplace.
• Manage federal and state leave law programs including: FMLA, OFLA, PLO, ADA. Coordinate leave laws and implement legislative changes effectively.
• Coordinate workers compensation program and reduce time loss claims. Assist in the development and monitoring of citywide safety and risk management programs. Recommend ordinances, resolutions, policies and procedures to better manage risks and control losses. Work with department managers to ensure employees are held to departmental safety and loss control standards.
• Assist with the City's Safety Program and participate as needed in monthly safety committee meetings.
• Responsible for compliance with FTA and DOT requirements. Includes quarterly random testing and Clearinghouse.
• Follow all safety rules and procedures for work areas. Provide employees with basic job training and safety instruction. Actively support safety and loss control measures. Ensure employees are held to departmental safety and loss control standards.
• Develop and maintain the Human Resources budget.
• Performs additional duties as assigned

Competency Profile
The individual in this position is expected to possess or acquire:

• Broad knowledge of laws, regulations and practices involved with general human resources, in particular, employee relations, compensation, benefits, and employment principles and methods.
• Thorough knowledge of applicable federal, state and local archival laws, records management, word processing and spreadsheet software, and operation of standard office equipment.
• Thorough knowledge of or ability to quickly learn current City ordinances, resolutions and codes; ability to apply that knowledge, particularly in relation to human resources, labor law and employment matters.
• Expert knowledge of business English composition, proof reading, spelling, punctuation, and grammar.
• Excellent speaking and writing skills.
• Ability to remain professional and calm during sensitive situations.
• Ability to keep sensitive information confidential.
• Working knowledge and experience using web-based technology.

Job Qualification Requirements

Minimum Qualifications

• Bachelor's degree (e.g., B.A./B.S.) or equivalent from college or university in Human Resource Management, Public or Business Administration or a related field
• Four years of related experience, including two years of supervisory experience
• Or any satisfactory combination of education, experience, and training that demonstrates the knowledge, skills, and abilities to perform the above duties.

Preferred Qualifications

• Current, active Human Resource Certification, such as SPHR, PHR, IPMA-CP, IPMA-SCP, SHRM-CP, SHRM-SCP.
• A Master's degree in a related field.
• Previous experience in a municipal human resources environment in a leadership position.
• Experience working with labor unions.

Working Conditions and Supplemental Information

Flexible/Hybrid Work

• This position is expected to work predominately in the office. A flexible schedule, or a hybrid arrangement will be considered based on special circumstances.

Mental effort

• High degree of concentration with above normal periods of attention, above normal deadlines, or a high degree of creative thinking.

Physical effort

• Minimal: While performing the duties of this position, the employee is frequently required to sit, stand, bend, kneel, stoop, communicate, reach and manipulate objects. The position requires mobility. Duties involve moving materials weighing up to 10 pounds on a regular basis such as files, books, office equipment, etc., and may infrequently require moving materials weighing up to 25 pounds. Manual dexterity and coordination are required over 50% of the work period while operating equipment such as computer keyboard, calculator, and standard office equipment.

Work environment

• Everyday Risks/Discomforts: Usual office working conditions. The noise level in the work area is typical of most office environments with telephones, personal interruptions, and background noises.

Travel requirements
Travel occasionally required

Hours required
May require working after hours, evenings and weekends
SUMMARY OF BENEFITS FOR NON REPRESENTED EMPLOYEES
(Benefits are pro-rated for part time employees working 20-39 hours a week)
Effective July 1, 2021

Retirement: The City of Canby participates in the Public Employees Retirement System (PERS) and Oregon Public Service Retirement Plan (OPSRP). The City pays the employees share of 6% of employee's salary into the plan. The City participates in the PERS Sick Leave Provision and reports accrued/unused sick leave to PERS after the sick leave retirement benefit has been calculated (refer to Sick Leave).

Deferred Compensation: The City offers several options for participation in a 457 deferred comp plan. Participation is voluntary and contributions are made by the employee.

Vacation: Paid vacation is based on length of service (the accual rate per pay period is the annual rate divided by the total number of pay periods). Maximum accrual is five hundred (500) hours.

After one year 120 hours annually
After five years 200 hours annually
After fourteen years 240 hours annually

Vacation pay upon separation: An employee who terminates prior to completion of six (6) consecutive months of employment will not be entitled to payment for vacation leave. Those employees who have completed six (6) consecutive months of employment and separate from City employment, will be entitled to payment for accrued vacation leave. The last day an employee works will be their date of separation. An employee will not be allowed to extend their separation date by utilizing accrued leaves. An employee will not receive payment for more than the maximum accumulation allowed above.

Administrative Leave (for exempt employees): In recognition of additional hours worked and in lieu of overtime, exempt Director level employees are credited with fifty (55) hours of administrative leave annually. Other exempt employees are credited with forty (40) hours of administrative leave annually. Admin leave is use-it-or-lose-it and does not accrue or roll over year to year. Leave is pro-rated at hire (based on date of hire).

Flex Time: Exempt employees may flex work schedules as approved by the City Administrator to account for a minimum 80 hours per pay period. Accrued paid vacation (vacation, holiday, admin leave or sick leave) may be used in accordance with City policies to account for hours not worked each pay period.

Holidays: Employees are compensated for 12 holidays per year.
New Years Day - January 1
Dr. Martin Luther King's Birthday - 3rd Monday in January
President's Day - 3rd Monday in February
Memorial Day - Last Monday in May
Independence Day - July 4
Labor Day - 1st Monday in September
Veteran's Day - November 11
Day after Thanksgiving - 4th Friday in November
Thanksgiving - 4th Thursday in November
Christmas Eve - December 24
Christmas Day - December 25
One Personal Holiday (8 hours)

Sick Leave: Employees earn ninety six (96) hours of sick leave annually (the accrual rate per pay period is the annual rate divided by the total number of pay periods). Upon retirement under the City's retirement plan, an employee shall be compensated for fifty percent (50%) of their accumulated but unused sick leave. The number of hours of sick leave for which compensation is provided shall not exceed five hundred (500). Sick leave pay out at retirement will be contributed to VEBA.

Funeral Leave: In the event of a death in the employee's immediate family, employee is entitled leave of absence with pay up to three (3) working days as may be necessary. The employee's immediate family shall include the employee's spouse, ex-spouse, child(ren), step-children, parent(s), brother(s), step-brothers, sister(s), step-sisters, grandparent(s), father-in-law, mother-in-law, brother-in-law, sister-in-law, aunts, uncles and grandchildren.

Family Medical Leave: The City will allow employees to take family and medical leave in accordance with State and Federal law. An employee shall utilize all accrued paid leave in excess of sixty (60) hours prior to taking unpaid leave.

Health & Welfare: Refer to Summary and Rate sheet for employee contribution amounts.

Disability Benefits:

• Workers Compensation - All employees are covered by Worker's Compensation. This type of insurance covers employees in case of on-the-job injuries or job-related illnesses.
• Life Insurance - The City provides life insurance in the amount of one and one-half (1 ) times an employee's annual salary (maximum $150,000).
• AD&D - The City provides Accidental Death & Dismemberment insurance in the amount of one and one-half (1 ) times an employee's annual salary (maximum $150,000).
• LTD - The City provides a program of long term disability insurance.
• Supplemental Life Options and Short Term Disability - Available for purchase by employee. City does not contribute.

Flexible Spending Account (FSA): An FSA allows an employee to set aside a portion of earnings to pay for qualified medical or dependent care expenses. Money deducted from an employee's pay into an FSA is not subject to payroll taxes. An employee can carryover up to $500 into the next year without losing the funds. Participation in flexible spending benefit is voluntary and the City does not contribute.

HRA VEBA: Non represented employees participate in an HRA VEBA program. Funding methods include sick leave payouts at retirements and $150 per month redirected employee salary. Additional information is available from Human Resources.

AFLAC: Optional benefits are available. The City does not contribute.

Cell Phone Reimbursement: Management employees may be eligible for a cell phone reimbursement upon prior approval from the City Administrator for the use of personal cell phones for City business.
01

Please select the response from below that most closely matches your highest level of education as it relates to this position.

• High School Diploma or GED
• Associate's Degree
• Bachelor's Degree
• Master's Degree

02

Please select the response from below that most closely matches the extent of your professional experience as it relates to the position.

• Less than two years.
• More than two years, but lest than four years.
• More than four years.

03

Please select the response that most closely matches the extent of your supervisory experience as it relates to this position.

• Less than one year.
• More than one year, but less than two years.
• Two or more years.

Required Question