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Human Resources Supervisor

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Position Information

Position Information

Posting Title Human Resources Supervisor
Job Requisition Number COA076939
Position Number 102188
Job Type Full-Time
Division Name Lib Administration
Minimum Qualifications

Graduation from an accredited four (4) year college or university with major course work in a field related to job, plus five (5) years related human resource experience, one (1) year of which were in a lead or supervisory capacity.

Experience may substitute for one (1) year of the required education up to a maximum of four (4) years substitution.

Licenses or Certifications:
Valid Texas Class C Drivers License

Notes to Applicants

A detailed and complete job application is REQUIRED and helps us to better evaluate your qualifications. In completing your job application, please be sure to provide a COMPLETE employment history regarding any relevant experience that you would like for us to consider. This information will also be used to determine salary in the event that you are selected for this position. NOTE: A cover letter and/or resume will NOT be used to substitute for an incomplete job application.

Candidates who progress from the phone interview round to the in-person interview round will be required to complete two (2) assessments; one to measure writing skills and the other to measure oral/presentation skills.

Pay Range

$28.95 – $37.50


Monday – Friday
9:00 a.m. to 6:00 p.m.
Note: Hours may vary based on business needs; evenings and weekends may be required on occasion.

Job Close Date
Type of Posting External
Department Library
Regular/Temporary Regular
Grant Funded or Pooled Position Not Applicable
Category Professional
Location 800 Guadalupe St., Austin, TX 78701
Preferred Qualifications
  1. Bachelor’s or Master’s degree in Human Resources
  2. PHR, SPHR, SHRM-CP, or SHRM-SCP certification
  3. Prefer experience in Employee Relations, conducting fact-finding investigations and writing investigation reports; handling of general and personnel action grievances; reviewing corrective action letters, regarding performance and disciplinary matters, for accuracy and completeness; and making presentations and conducting policy-related training in key human resources-related areas – Respectful Workplace, Sexual Harassment Prevention, Harassment, Discrimination, and Retaliation.
  4. The ideal candidate must be able to exercise sound critical thinking and judgment to handle complex matters; and must possess excellent listening, problem solving, oral and written communication skills. In addition, the ideal candidate must possess strong consulting and influencing skills with the ability to build trust and maximize relationships with employees at all levels.
  5. Experience with COA Hiring and Compensation processes, including usage and understanding of the eCareer Online Job Application System and the COA Banner HR Management System, and establishing base pay.
  6. Ability to earn the cooperation and willingness of direct reports and other employees by demonstrating honesty, integrity, responsibility, accountability, and dependability.
  7. Ability to have two-way dialogues involving mutual listening and understanding while aligning verbal language with non-verbal cues to avoid confusion and/or mixed messages.
  8. Ability to identify and develop the strengths and areas of opportunity of direct reports in order to build skills and maximize productivity.
  9. Ability to foster or encourage independent thinking by delegating tasks, duties, and responsibilities to direct reports.
  10. Ability to inspire and motivate staff by recognizing, rewarding, and reinforcing desired behaviors and outcomes in order to achieve individual and collective goals.
Duties, Functions and Responsibilities

Essential duties and functions, pursuant to the Americans with Disabilities Act, may include the following. Other related duties may be assigned.
1. Determines goals, objectives, and resource requirements for human resource programs and activities.
2. Develops, implements, administers, and evaluates human resource processes for a variety of human resources projects and programs.
3. Participates in the preparation, monitoring, and implementation of the departmental budget, recommends and justifies capital expenditures.
4. Provides human resource advice, consultation, and problem solving to all areas of human resources.
5. Identifies personnel support needs through meetings, discussions, analysis, and review of information.
6. Assigns projects sets schedules, and monitors task completion for timeliness, accuracy, and effectiveness.
7. Investigates and responds to complaints from managers and employees, and makes recommendations.
8. Analyzes human resource problems, gathers and organizes data, prepares reports, and/or documents.
9. Participates in ongoing education as it relates to human resources, the operations of the city, and/or its departments.
Responsibilities- Supervision and/or Leadership Exercised:
Responsible for the full range of supervisory activities including selection, training, evaluation, counseling, and recommendation for dismissal

Knowledge, Skills and Abilities

Must possess required knowledge, skills, abilities and experience and be able to explain and demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed.
Knowledge of human resources and departmental processes, techniques, and methods.
Knowledge of assigned human resources functional areas.
Knowledge of industry trends related to coaching, management and leadership development.
Knowledge of Federal, State, and Local laws and ordinances governing personnel and employment practices.
Knowledge of city practice, policy, procedure, statutes, and ordinances.
Knowledge of supervisory and managerial techniques and principles.
Knowledge of fiscal planning and budget preparation.
Skill in oral and written communication.
Skill in using computers and related software applications.
Skill in handling multiple tasks and prioritizing.
Skill in handling conflict and uncertain situations.
Skill in data analysis and problem solving.
Skill in planning and organizing.
Ability to understanding key, cross-functional business issues to resolve issues through conflict management and coaching.
Ability to analyze human resource business needs.
Ability to develop short and long range plans.
Ability to work with frequent interruptions and changes in priorities.
Ability to train others.
Ability to quickly recognize and analyze irregular events.
Ability to establish and maintain effective communication and working relationships with city employees and the public.

Does this job require a criminal background investigation? This position requires a criminal background investigation

City of Austin is committed to compliance with the American Disabilities Act. If you require reasonable accommodation during the application process or have a question regarding an essential job function, please call (512) 974-3210 or TTY (512) 974-2445.

Information For City Employees: If you are an employee within the department, are in good standing and meet both the minimum and preferred qualifications, then you will receive an initial interview.

Supplemental Questions

Required fields are indicated with an asterisk (*).

  1. * This position requires graduation from an accredited four (4) year college or university with major course work in a field related to job, plus five (5) years related human resource experience, one (1) year of which were in a lead or supervisory capacity. Licenses and Certifications Required: Valid Texas Class C Drivers License or the ability to acquire by date of hire. Do you meet the minimum qualifications for this position?
    • Yes
    • No
  2. * What level of experience do you have conducting workplace investigations regarding discrimination, harassment and/or sexual harassment?
    • Served as lead investigator for an employer or outside investigative body including documenting findings.
    • Served as an investigator for an employer or outside investigative body including documenting findings
    • Served in a support role to a lead investigator but not involved in all phases of the process.
    • Served as investigator in workplace issues requiring inquiry and other review but no formal documentation of investigative findings.
    • No workplace investigation experience.
  3. * Describe your role in the workplace investigation process from start to finish.

    (Open Ended Question)

  4. * Please describe your experience with workplace grievances and/or conflict resolution:
    • Have no experience representing management or Human Resources in grievance, mediation or conflict resolution processes.
    • Have limited experience representing management or Human Resources in grievance, mediation or conflict resolution processes.
    • Have extensive experience representing management or Human Resources in grievance, mediation or conflict resolution processes.
    • Have experience representing management or Human Resources AND have coordinated an existing grievance, mediation or conflict resolution program.
    • Have experience representing management or Human Resources AND have designed and coordinated a grievance, mediation or conflict resolution program.
  5. * Describe your experience in handling disciplinary appeals and formal grievances.

    (Open Ended Question)

  6. * Please describe your experience in leadership development, which includes coaching and mentoring supervisors and managers in the field of Human Resources.
    • No experience
    • 0 - 3 years
    • 3 - 6 years
    • 6+ years
  7. * Please briefly describe your experience advising management on the progressive disciplinary process, including investigating policy violations, preparing documentation, making recommendations and preparing and administering disciplinary actions.

    (Open Ended Question)

  8. * Briefly describe your experience with developing and presenting human resources training to employees.

    (Open Ended Question)

  9. * How many years of supervisory experience do you have, including hiring, training, assigning work, counseling, and evaluating employee performance?
    • No supervisory experience
    • Less than 1 year supervisory experience
    • Between 1 year and 3 years supervisory experience
    • Between 3 years and 5 years supervisory experience
    • More than 5 years supervisory experience
  10. * How many years of experience do you have as a Human Resources supervisor or manager?
    • Less than 2 years
    • 2 years
    • 3 to 4 years
    • 5 or more years
    • I have no experience as an HR supervisor or manager
  11. * Please describe your experience in supervising the daily operations and activities of specialized Human Resource professionals in support of Employee Relations, Employment, Compensation, Workers' Compensation, Benefits and Leave Administration, and Organizational Development and Training.

    (Open Ended Question)

  12. * How many employees do you or have you supervised?
    • 1 - 2
    • 3 - 5
    • 6 - 10
    • 10 - 15
    • More than 15
    • None
  13. * Although the basic work schedule for this position is days, there will be times when you will be required to work evenings and weekends to accommodate the business needs of the organization. Can you work a varied schedule as needed?
    • Yes
    • No
  14. * If identified as a top candidate, do you agree to a Criminal Background Investigation (CBI)?
    • Yes
    • No

Optional & Required Documents

Required Documents
  1. Cover Letter
  2. Resume
Optional Documents