[Amended 5-9-2000 by Ord. No. 2000-10]
[Amended 7-15-2008 by Ord. No. 2008-40]
There shall be a division of the City known as the "Division of Human Resources."
The Director of Human Resources shall, at a minimum, have an earned baccalaureate degree in personnel management or related fields plus five years' work experience in personnel and training, or an earned masters degree in personnel management or related fields plus three years' work experience in personnel and training. In either case, the work experience must have included significant responsibilities and involvement in collective bargaining and labor relations.
[Amended 7-15-2008 by Ord. No. 2008-40]
The responsibilities of the Director of Human Resources shall include but not be limited to the following:
A. 
Direct the Division of Human Resources.
B. 
Serve as the Mayor's designee in all employee contract negotiations.
C. 
Consult with, inform and seek the advice of senior City management officials and coordinate with those officials the City's position within the collective bargaining process.
D. 
Monitor the operation of the employee grievance process.
E. 
Develop and maintain uniform personnel policies, including a consistent system of position descriptions and classifications and accompanying compensation levels for all City employees, including those employed under state and federal programs, subject to the approval of the City Council.
F. 
Maintain a personnel record-keeping system for all City employees.
G. 
Develop and coordinate programs for the improvement of employee morale and effectiveness, including training, career advancement, safety, health, counseling and welfare programs, subject to the approval of the City Council.
H. 
Assist department heads in maintaining eligibility lists for appointment and promotion of City personnel and for certifying to appointing authorities the names of persons qualified to fill vacancies.
I. 
Serve as labor services director of the City.
J. 
Supervise the administration of group insurance, worker's compensation and other fringe benefit programs.
K. 
Consult with and inform department heads and City officials on all aspects of personnel practices, labor relations, and civil service regulations and procedures.
L. 
Advise the Mayor in the development of recruitment procedures for management-level employees, and recommend annually to the Mayor compensation levels and fringe benefits for all City employees not covered under collective bargaining agreements. This subsection shall not apply to executive officers, assistant department heads when acting as department heads, boards and commissions, and heads of departments appointed by the Mayor.
M. 
Serve as the affirmative action officer of the City.
N. 
Assist in representing the City before the State Labor Relations Commission on matters of certification of bargaining units and in unfair labor practice complaints.
O. 
Conduct periodic studies of City personnel practices, including studies of compensation levels and fringe benefits and studies of the utilization and disposition of the municipal work force.
P. 
Make an annual report in writing to the Mayor and City Council, to include a review of the activities and plans of the department, and an assessment of the effects of this chapter, and appropriate recommendations for improving City personnel policies and practices.
The Director of Human Resources shall not exercise any jurisdiction over executive officers, assistant department heads when acting as department heads, boards, commissions, and heads of departments appointed by the Mayor, but shall assist them in personnel matters.