The Oakland Museum of California (OMCA) is currently seeking a Human Resources Manager (Job 7.11) to join the organization's Institutional Support Center.
OMCA is one of the Bay Area's leading cultural institutions and the only museum devoted to the art, history, and natural sciences of the state. OMCA recently completed a $62.2 million capital campaign for the Museum's first-ever renovation and is currently undertaking a significant organizational transformation. This is an exciting opportunity to be a part of OMCA's transformation as a 21st century museum.
ROLE OF THE INSTITUTIONAL SUPPORT CENTER
The Institutional Support Center provides ongoing internal support for the operations of the OMCA. The staff in the ISC oversees and provides financial management and monitoring, human resource structure and support, technology coordination, facility and grounds use and maintenance, and security for the Museum.
SUMMARY OF POSITION DUTIES AND RESPONSIBILITIES
The Human Resources Manager originates and leads human resources practices and objectives that will provide an employee-oriented; high performance culture that emphasizes empowerment, quality, productivity, and standards; goal attainment, and the recruitment and ongoing development of a superior workforce. The Human Resources Manager is responsible for the development of processes and metrics that support the achievement of the organization's business goals. In addition, the Human Resources Manager coordinates the implementation of people-related services, policies, and programs; reports to the Director, Institutional Support Center; and assists and advises Museum supervisory personnel about human resources matters.
ESSENTIAL DUTIES AND RESPONSIBILITIES
The following reflects OMCA’s definition of essential functions for this position, but does not restrict the tasks that may be assigned. OMCA may assign or reassign duties and responsibilities to this position at any time due to reasonable accommodation or other reasons.
The responsibilities of the Human Resources Manager include the following.
DEVELOPMENT OF THE HUMAN RESOURCES FUNCTION
1) Oversees the implementation of human resources programs. Continually identifying opportunities for improvement and addressing new needs..
2) Develops and monitors an annual budget that includes human resources services, employee recognition, and benefits administration.
3) Selects and supervises human resources consultants and coordinates Museum use of health and dental insurance brokers, health and dental insurance carriers, the retirement plan administrator, and other outside sources.
4) Conducts an annual review of all human resources policies, programs, and practices to keep supervisorial personnel informed of new developments in human resource practices.
5) Leads the development of HR program goals, objectives, and systems. Provides leadership for human resources strategic planning.
6) Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of the Museum.
7) Participates in executive meetings, as required, staff meetings, and all-Museum staff meetings and attends other meetings and seminars.
1) Formulates and recommends human resources policies and objectives for the Museum on any topic associated with employee relations.
2) Partners with senior and middle management to communicate human resources policies, procedures, programs and laws.
3) Serves as a neutral facilitator and mediator with employees in order to assist with communication, conflict resolution or employee problem-solving.
4) Determines and recommends employee relations practices necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation. Conducts periodic surveys to measure employee satisfaction and employee engagement.
5) Coaches and trains managers in their communication, feedback, recognition, coaching, and interaction responsibilities with the employees who report to them.
6) Conducts investigations when employee complaints or concerns are brought forth.
7) Monitors and advises supervisors in the progressive discipline system of the Museum. Monitors the implementation of a performance improvement process with non-performing employees.
8) Reviews, guides, and approves management recommendations for employment terminations.
9) With the Associate Director, Facilities, leads the implementation of Museum safety and health programs. Monitors the tracking of OSHA-required data.
10) Oversees the Museum employee complaint procedure process
11) Publishes the Employee Handbook on an annual basis and oversees the collection of the employee acknowledgement form.
1) Establishes and leads the standard recruiting and hiring practices and procedures necessary to recruit and hire a superior workforce.
2) Interviews supervisorial and executive position candidates; serves as part of the interview team for position finalists.
3) Co-Chairs with the hiring manager any employee selection committees or meetings.
TRAINING AND DEVELOPMENT
1) Coordinates all human resources training programs. Provides necessary education and materials to managers and employees including workshops, manuals, employee handbooks, and standardized reports.
2) Leads the implementation of the performance management system that includes performance improvement plans (PIPs).
3) Establishes an in-house employee training system that addresses Museum training needs including training needs assessment, new employee on-boarding, professional development.
4) Assists the Director, Institutional Support Center with the selection and contracting of external training programs and consultants.
5) Assists with the development of and monitors the spending of the Museum training budget.
6) Maintains employee training records.
1) Designs, directs, and manages a Museum-wide process of organization development that addresses issues such as succession planning, superior workforce development, key employee retention, organization design, and change management.
2) Manages employee communication and feedback through such avenues as Museum meetings, suggestion programs, employee satisfaction surveys, newsletters, employee focus groups, one-on-one meetings, and intranet use.
3) Manages a process of organizational planning that evaluates Museum structure, job design, and personnel forecasting throughout the Museum. Evaluates plans and changes to plans. Makes recommendations to executive management.
4) Identifies and monitors the organization's culture so that it supports the attainment of the Museum's goals and promotes employee satisfaction.
5) Participates in a process of organization development that plans, communicates, and integrates the results of strategic planning throughout the organization.
6) Manages the Museum-wide committees including the wellness, training, environmental health and safety (worker’s compensation-related), and activity committees (all to be established).
7) Keeps the Director, Institutional Support Center and the executive team informed of significant problems that jeopardize the achievement of Museum goals, and those that are not being addressed adequately at the middle management level.
HUMAN RESOURCES INFORMATION SYSTEMS (HRIS)
1) Manages the development of the human resources section of the Museum website, particularly recruiting and the employee intranet.
2) Selects, implements, and utilizes the HRIS system to eliminate administrative tasks, empower employees, and meet the other needs of the Museum.
1) Makes recommendations to executive management and the Board, as appropriate, for the Museum wage and salary structure and oversees the variable pay systems within the Museum including bonuses, supplemental pay, and raises.
2) Leads competitive market research to establish pay practices and salary bands that help to recruit and retain superior staff.
3) Monitors all pay practices and systems for effectiveness and cost containment.
4) Monitors best practices in compensation and benefits through research and up-to-date information on available products.
1) With the assistance of the Director, Institutional Support Center, obtains cost effective, employee serving benefits; monitors national benefits environment for options and cost savings.
2) Leads the development of benefit orientations and other benefits training for employees and their families.
3) Recommends changes in benefits offered, especially new benefits aimed at employee satisfaction and retention.
4) Acts as primary liaison between benefits providers (COBRA, 403(b), Worker’s Compensation, etc.) and employees.
5) Acts as primary contact with third-party administrator on 403(b) compliance matters such as discrimination testing, and Form 5500 preparation
1) Leads Museum compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal Museum exposure to lawsuits.
2) Directs the preparation of information requested or required for compliance with laws. Approves all information submitted. Serves as the primary contact with the Museum employment law attorney and outside government agencies.
3) Protects the interests of employees and the Museum in accordance with Museum human resources policies and governmental laws and regulations. Minimizes risk to the Museum.
The Human Resources Manager assumes other responsibilities as assigned by the Director, Institutional Support Center.
To perform the Human Resources Manager job successfully, the employee must perform each essential responsibility satisfactorily. These requirements are representative, but not all-inclusive, of the knowledge, skills, and abilities required to provide leadership in the role of the Museum Human Resources Manager. Reasonable accommodations may be made to enable individuals with disabilities to perform these essential functions.
1) Experience with supervising, coaching, and evaluating personnel;
2) Changing 21st century human resources trends and strategies;
3) Non-profit, arts, and cultural human resources practices;
4) Knowledge and experience in employment law, compensation, organizational planning, recruitment, organization development, employee relations, safety, employee engagement, and employee development.
5) Better than average written and spoken communication skills.
6) Outstanding interpersonal relationship building, emotional intelligence, and employee coaching skills.
7) Demonstrated ability to develop Museum cross-functional team leaders and team members.
8) Demonstrated ability to serve as a knowledgeable resource to the executive management team that provides overall Museum leadership and direction.
9) Excellent computer skills in a Microsoft Windows environment. Must include knowledge of Excel, Word and skills in Human Resources Information Systems (HRIS).
10) General knowledge of various employment laws and practices and experience working with an employment law attorney.
11) Experience in the administration of benefits and compensation programs and other human resources recognition and engagement programs and processes.
12) Evidence of the ability to practice and coach organization managers in the practice of a high level of confidentiality.
13) Excellent organizational management skills.
14) Cross-functional team principles and methods, including goal setting, problem-solving, negotiating, influencing, barrier-breaking, and conflict transformation.
15) Principles and practices of budget development and monitoring;
16) English, fluent in both spoken and written form; and,
17) A secondary language, such as Spanish or Chinese, is desired.
EDUCATION AND EXPERIENCE REQUIRED FOR HUMAN RESOURCES MANAGER POSITION
A combination of experience and education that demonstrates possession of the necessary knowledge and abilities for this position is required as noted:
1) Minimum of a Bachelor's degree or equivalent in human resources, business, or organization development.
2) A minimum of seven years of progressive leadership experience in human resources positions.
3) Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred.
4) Active affiliation with appropriate human resources networks and organizations and ongoing community involvement, preferred.
5) Possess ongoing affiliations with leaders in successful companies and organizations that practice effective human resources management.
6) Work across functions and with cross-functional teams;
7) Operate a motor vehicle in the performance of assigned duties;
8) Work evenings and weekends, as necessary; and,
9) Balance short- and long-term priorities and projects within budget and on time.
10) Highly driven, self-motivated and independent work ethic.
PHYSICAL & MENTAL REQUIREMENTS
While performing the duties of this position, the employee is frequently required to do the following:
1) Stand, sit, and walk for extended periods of time;
2) Coordinate multiple tasks simultaneously;
3) Collect, interpret, and/or analyze complex data and information;
4) Utilize visual acuity to operate equipment, read technical information, and/or use a keyboard; and,
5) Utilize hand and finger dexterity.
While performing the duties of this position, the employee is frequently exposed to the following:
1) Outdoor weather conditions – hot and cold seasonal conditions;
2) Noise, such as groups of people working in enclosed areas; and,
3) Typical office environment.
LICENSE OR CERTIFICATE
To perform the duties of this position, the employee is required to possess the following:
1) Valid California driver's license.
This is a full-time (37.5 hours a week), exempt position with benefits. Salary is depending on experience.
Download employment application from http://museumca.org/employment-opportunities. Please submit the completed application, resume, and cover letter with three references. Applications can be sent by email or by mail. Include job number and title in the subject line.
Or mail to:
Oakland Museum of California
1000 Oak Street, Oakland, CA 94607
Please no inquiries
Oakland Museum of California is a multicultural organization, committed to diversity and practicing equal opportunity employment in recruitment and hiring.