Manages the daily wastewater treatment plant administration. Responsible for the coordination of the plant-specific onboarding, performance management process and training and development needs. Works with plant management on developing, implementing and communicating of plant policies, procedures and change initiatives. Coordinates with other departments within the District, including but not limited to Human Resources and Health and Safety. Performs other duties of a similar nature as may be required.
- Human Resources Coordination - Serves as a communication liaison with HR as it relates to hiring, leaves, benefits, separation of employments, policies and procedures. Provides basic report generation and knowledge of the functional aspects of the District’s Human Resources Information System (HRIS) to the management team. Works with Human Resources (HR) to identify plant system needs as it relates to the HRIS to bridge any gaps in processes.
- Performance Management - Leads the coordination of evaluations with the management team. Responsible for facilitating the distribution of the evaluations. Maintains a system to ensure the process has been completed in a timely manner. Works with the management team and coordinates the completion of union probationary and annual evaluations.
- Onboarding - Coordinates with Human Resources to revise onboarding procedures and processes for the plant. Manages onboarding initiative within the plant. Works with Safety and managers to facilitate the onboarding process for new hires and promotions to ensure job-specific training and mandatory training. Provides follow-up to new employees to address knowledge gaps and ensure new employee transition.
- Incident Hearings - Manages incident process, takes notes at incident hearings, review hearing notes for accuracy and content. Prepares necessary documentation in order to comply with union agreement timelines.
- Data and Record Management - Responsible for personnel-related record keeping and time keeping function at the plant. Works with management team to assist with providing human capital information and metrics for evaluation and assessment. Collects, maintains and manages detailed records, written reports and a variety of plant related information. Evaluates the administration processes for continuous improvement projects, enhancements and business process changes to increase effectiveness and efficiency. Implements updates and improvements as needed.
- Policies, Procedures and Change Initiatives - Works with plant management on the development, implementation and communication of plant policies, procedures, and change initiatives. Serves as lead in generating innovative ideas and communicates relevant changes throughout management and the plant. Ensures compliance with District policies, procedures and union agreements.
- Training and Development - Creates scheduling of plant personnel for mandatory training, presentations and other business-related activities. Manages the annual personal time preapproval process, working closely with Operation & Maintenance Assistant Superintendents. Provides assistance to new users for the HRIS.
- Onsite Safety Resource - Serves on the Safety Committee. Inspects work areas for safety concerns by participating in the safety walks and provides assistance to management in support of the Safety program. Assists with enforcing organizational safety initiatives and objectives.
- Supervises and directs assigned staff by providing training, coaching and mentoring performance. Responsible for assessing performance, provides constructive feedback, documents discipline issues, provides additional training and takes corrective action as needed. Responsible for time tracking including approving time worked and time off requests in HRIS.
- Assists with budget preparation by developing budget recommendations for operating expenditures and/or capital outlay, personal services, equipment, materials and personnel.
- Serves as a liaison between the employees and the uniform company, ensuring issues with uniforms are rectified.
- Performs other duties of a similar nature as may be required.
MINIMUM JOB REQUIREMENTS
- Candidate must possess a bachelor’s degree, preferably in Business Administration, Human Resources or a closely related field.
- Equivalent combination of relevant education and experience may be substituted as outlined in the Education Equivalencies Policy* (full policy at the bottom of this posting).
- Candidate must possess four (4) years of office experience in a position functioning as a central resource, developing, implementing and maintaining procedures using a wide variety of administrative functions.
- Must include two (2) years of experience leading people, projects and/or processes.
- Experience working with Collective Bargaining Union workforce preferred.
LICENSURE AND CERTIFICATIONS
- Candidate must possess a driver’s license with a driving record in accordance with the District’s acceptable guidelines.
- HR Certification from HRCI, SHRM, or IPMA, or a similar certification is preferred.
KNOWLEDGE, SKILLS AND ABILITIES
- Candidate must possess a strong verbal and written communication, exceptional customer service and be skilled in development and implementation of policies/procedures.
- Candidate must be proficient using Microsoft Office Suite and HRIS systems.
- Candidate must possess the ability to multi-task, prioritize workloads based on available resources and to work under strict time constraints to meet deadlines and have the ability to manage processes, people, deadlines, goals and objectives.
- Candidate must be able to solve complex problems, identify solutions, gain agreement and approval.
NEORSD, an Equal Opportunity Employer
The Northeast Ohio Regional Sewer District is an Equal Opportunity Employer. We are committed to fostering a diverse and inclusive workforce, recognizing the full range of human differences and similarities. Through our unwavering efforts to leverage the potential of our diversity, we continually strive to build and foster an environment that respects each individual. We encourage and promote innovation, and provide opportunities for all employees to interact, communicate, and realize the full potential of their talents.
Our Employee Benefits & Wellness Programs
We offer a comprehensive employee benefits package including Health Insurance Coverage, Various Retirement Planning Options (Ohio Public Employee Retirement System and Deferred Compensation Plans), Group and Voluntary Life Insurance, Flexible Spending Accounts, Employee Assistance Program, Tuition Assistance Program, Free Parking at our facilities, Corporate Discounts, and More! We also have a very active Health & Wellness Program that promotes a life/work balance.
- Pay Grade - S11
- Minimum: $57,110
- Midpoint: $71,388
Northeast Ohio Regional Sewer District Policy*
Date: March 3, 2020
Department: Human Resources
Owner: Compensation Analyst
PURPOSE: The purpose of this policy is to assist in maintaining consistency in education equivalencies across the District, including consistency for on-going job standardization and compensation planning. Education equivalencies are provided to maintain consistency in how applicants are screened for a position to determine if a candidate meets the minimum requirements.
1. All District job descriptions (JD) shall include education and experience minimum requirements and may include the equivalency statement as follows “Equivalent combinations of relevant education and experience may be substituted as outlined in the Education Equivalencies Policy.”
a. Experience cannot be substituted in professional positions which require a specific degree, i.e. Juris Doctorate.
2. Human Resources may post positions with the equivalency or remove the equivalency if the justification is consistent with business necessity and job-relevancy as determined by the Director of Human Resources or their designee. Positions allowing equivalencies will follow the table below.
3. Standard equivalencies are recognized as follows by the District.
a. High School Diploma or equivalent (as recognized by the State of Ohio)
i. General Educational Development (GED®) test
ii. High School Equivalency Test (HiSET)
iii. Test Assessing Secondary Completion (TASC)
b. The following equivalency table is referenced when establishing work experience for degrees in JDs.
4. Experience must be related to the job qualifications.
5. The JD will contain only the required qualifications. Preferred qualifications will not contain equivalencies.
College Credit Hours
30 hours of college
60 hours of college
Table of Degree Equivalents