Broward County, FL
Human Resources Officer (Human Services)
Broward County, FL, Fort Lauderdale, Florida, us, 33336
Salary:
$81,248.38 - $129,671.76 Annually Location :
Fort Lauderdale, FL Job Type:
Full-Time Job Number:
1413732 Department:
Human Services HR Opening Date:
07/25/2025 Closing Date:
Continuous Veterans' Preference Notice:
Under Section 295.07, Florida Statutes, certain servicemembers and veterans, and the spouses and family members of such servicemembers and veterans, receive preference and priority, and certain servicemembers may be eligible to receive waivers for postsecondary educational requirements, in employment with Broward County and are encouraged to apply for the positions being filled. International Degree Verification:
International degrees must be evaluated by an approved member of the National Association of Credential Evaluation Services (NACES) www.naces.org/members or the Association of International Credential Evaluators (AICE) https://aice-eval.org/endorsed-members. Candidates are responsible for all evaluation expenses. Completed evaluations do not guarantee employment and are subject to approval by Broward County Human Resources.
REQUIREMENTS AND PREFERENCES The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Officer in the Human Services Department.
The Human Resources Officer position is an outsourced position provided by the County's Human Resources Division to the Human Services Department (Agency). The position reports to the Agency and the County's Human Resources Division. Organizationally, the position is part of a section within the Agency's Business Administration Division. The position provides supervision for the Agency's HR section staff, manages human resources for the Agency as related to labor relations, staffing services, compensation, training and policy administration - inclusive of supervising and coordinating the work of support staff - and works independently under limited supervision, reporting major activities through periodic meetings. Represents the Agency at Labor Management Committee meetings, labor negotiations, and related meetings.
General Description Oversees Human Resources for the agency as related to labor relations, staffing services, compensation and records, training, and policy administration, inclusive of supervising and coordinating the work of support staff. Works independently, under limited supervision, reporting major activities through periodic meetings. Minimum Education and Experience Requirements
Requires a Bachelor's Degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field. (One year of relevant experience may be substituted for each year of required education.)
Requires six (6) years experience in human resources professional work specifically in the areas of staffing, compensation, employee/labor relations, organizational development and/or benefits depending upon the area of assignment or closely related experience including two (2) years of supervisory experience. Special Certifications and Licenses
None.
Preferences
Master's degree related to Human Resources Management/Labor Relations/Public Administration HRCI-SPHR, IPMA-SCP, SHRM-SCP or HRCI-PHR, IPMA-CP, SHRM CP HR Certification from an accredited college 2+ years of prior ERP/ATS/HRIS experience (PeopleSoft, NeoGov) 2+ years prior public sector employment/labor relations (union environment, grievance/arbitration, negotiations; progressive discipline, FMLA, performance management) 4+ years organizational training and development experience 4+ years developing & executing human capital strategies, workforce & succession plans 2+ years of Human Resources Management in a Human Services organization SCOPE OF WORK The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.
Manages labor relations, directing disciplinary proceedings, preparing and reviewing related documentation; provides recommendations to supervisors and management regarding related County policies and procedures.
Provides guidance to staff regarding County policies and procedures; interprets human resources laws, union contracts, policies and procedures; maintains professional relationship with several agencies and agency groups/sections as required to ensure proper policies and procedures are implemented.
Provides supervision and direction to the agency's human resources support staff ensuring the accuracy and completion of tasks, assignments and special projects; makes recommendations regarding policies and procedures as related to safety, training, risk management, workers' compensation, and vendor management.
Coordinates full-cycle recruitment activities for assigned agencies including processing of requisitions, posting and tracking job announcements, advertising, evaluating applications, participating in interviews and onboarding activities, conducting selection interviews and pre-screening and rating applicants.
Coordinates and advises on disciplinary actions and employee grievance process; coordinates and advises on Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) related matters; participates and advises in labor negotiations.
Initiates classification actions such as creating and revising classification descriptions, salary reviews, and range reallocations; advises, reviews and coordinates position classification changes; conducts compensation analyses and market surveys; makes recommendations and processes salary adjustments and compensation plan changes.
Advises and assists supervisors and managers in performance management including employee development and performance improvement plans; prepares and delivers training, primarily to supervisory, administrative, and managerial staff, on various human resources-related topics.
Consults with agency directors, managers and supervisors regarding human resources related issues and strategies; participates in disciplinary, grievance, and related employee meetings.
Provides guidance to the Director and consults with the Human Resources Division in labor relations activities; recommends policies and procedures to improve existing programs; interprets and clarifies Federal, State, and local employment laws and collective bargaining agreements. May participate in special projects assigned by the department's leadership.
Performs related work as assigned.
WORK ENVIRONMENT
Physical Demands Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.
Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. Unavoidable Hazards (Work Environment) Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.
None.
SPECIAL INFORMATION
Competencies
Business Insight
Applies knowledge of business and the marketplace to advance the organization's goals. Has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.
Manages Complexity Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.
Decision Quality Makes good and timely decisions that keep the organization moving forward. Knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.
Plans and Aligns Plans and prioritizes work to meet commitments aligned with organizational goals. Outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.
Ensures Accountability Holds self and others accountable to meet commitments. Tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.
Manages Conflict Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.
Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.
Drives Engagement Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.
County Core Values All Broward County employees strive to demonstrate the County's four core behavioral competencies.
Collaborates : Building partnerships and working collaboratively with others to meet shared objectives. Customer focus : Building strong customer relationships and delivering customer-centric solutions. Instills trust : Gaining the confidence and trust of others through honesty, integrity, and authenticity. Values differences : Recognizing the value that different perspectives and cultures bring to an organization.
Americans with Disabilities Act (ADA) Compliance
Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request. Emergency Management Responsibilities
Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned. County-wide Employee Responsibilities
All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies. All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression. Broward is a dynamic county that offers an exciting, stable career with incredible employee benefits such as 11 annual holidays, accrued annual/vacation and sick leave, FRS retirement, $50,000 of free life insurance, training and development, and participation eligibility in a deferred compensation (457) plan with a match up to $2,600. In addition, Broward County offers 2 health plans, a High Deductible Health Plan (HDHP) with a County-funded Health Savings Account (HSA), and a Consumer Driven Health plan (CDH), Dental insurance, Vision insurance and Section 125 Flexible spending accounts for Medical Expenses and Dependent Care. Part-time 20+ benefit eligible employees receive the benefits described above at a reduced amount. 01
What is the highest degree you have obtained from an accredited college or university with major coursework in business or public administration, human resources, or closely related field?
No Degree Associate Degree Bachelor's Degree Master's Degree Doctoral Degree
02
How many years of professional work experience do you have in human resources specifically in the areas of staffing, compensation, employee/labor relations, organizational development and/or benefits, or closely related experience?
Less than 6 years 6-7 years 8-9 years 10 or more years
03
Do you possess at least two (2) years of supervisory experience?
Yes No
04
Describe your HR experience in a union-based environment. What was your role at the time? What aspect(s) did you find to be most challenging? How did you handle those? What were the results? 05
Describe your experience facilitating recruitment activities and using NeoGov. How many recruitments have you conducted and what which levels? 06
Within your HR role(s), describe a difficult work environment that you have had to deal with. What steps did you take to improve it? How successful were you? 07
Please describe a specific employee training program that you have designed, delivered or facilitated yourself in your current or previous employment. Please include the training topic, audience, and number of people trained. 08
In your experience, what aspect(s) of Labor Relations do you find to be most challenging? How have you addressed those challenges and what were the results achieved? 09
Describe your specific HR management experience in a Human Services organization. What specific populations did the organization serve? What was your role and how did you support the organization in the achievement of their strategic goals? 10
What aspect(s) of the Human Services field do you find to be most challenging and uncomfortable? How have you addressed those challenges and what were the results achieved? Required Question
$81,248.38 - $129,671.76 Annually Location :
Fort Lauderdale, FL Job Type:
Full-Time Job Number:
1413732 Department:
Human Services HR Opening Date:
07/25/2025 Closing Date:
Continuous Veterans' Preference Notice:
Under Section 295.07, Florida Statutes, certain servicemembers and veterans, and the spouses and family members of such servicemembers and veterans, receive preference and priority, and certain servicemembers may be eligible to receive waivers for postsecondary educational requirements, in employment with Broward County and are encouraged to apply for the positions being filled. International Degree Verification:
International degrees must be evaluated by an approved member of the National Association of Credential Evaluation Services (NACES) www.naces.org/members or the Association of International Credential Evaluators (AICE) https://aice-eval.org/endorsed-members. Candidates are responsible for all evaluation expenses. Completed evaluations do not guarantee employment and are subject to approval by Broward County Human Resources.
REQUIREMENTS AND PREFERENCES The Broward County Board of County Commissioners is seeking qualified candidates for Human Resources Officer in the Human Services Department.
The Human Resources Officer position is an outsourced position provided by the County's Human Resources Division to the Human Services Department (Agency). The position reports to the Agency and the County's Human Resources Division. Organizationally, the position is part of a section within the Agency's Business Administration Division. The position provides supervision for the Agency's HR section staff, manages human resources for the Agency as related to labor relations, staffing services, compensation, training and policy administration - inclusive of supervising and coordinating the work of support staff - and works independently under limited supervision, reporting major activities through periodic meetings. Represents the Agency at Labor Management Committee meetings, labor negotiations, and related meetings.
General Description Oversees Human Resources for the agency as related to labor relations, staffing services, compensation and records, training, and policy administration, inclusive of supervising and coordinating the work of support staff. Works independently, under limited supervision, reporting major activities through periodic meetings. Minimum Education and Experience Requirements
Requires a Bachelor's Degree from an accredited college or university with major coursework in business or public administration, human resources or closely related field. (One year of relevant experience may be substituted for each year of required education.)
Requires six (6) years experience in human resources professional work specifically in the areas of staffing, compensation, employee/labor relations, organizational development and/or benefits depending upon the area of assignment or closely related experience including two (2) years of supervisory experience. Special Certifications and Licenses
None.
Preferences
Master's degree related to Human Resources Management/Labor Relations/Public Administration HRCI-SPHR, IPMA-SCP, SHRM-SCP or HRCI-PHR, IPMA-CP, SHRM CP HR Certification from an accredited college 2+ years of prior ERP/ATS/HRIS experience (PeopleSoft, NeoGov) 2+ years prior public sector employment/labor relations (union environment, grievance/arbitration, negotiations; progressive discipline, FMLA, performance management) 4+ years organizational training and development experience 4+ years developing & executing human capital strategies, workforce & succession plans 2+ years of Human Resources Management in a Human Services organization SCOPE OF WORK The functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the job as necessary.
Manages labor relations, directing disciplinary proceedings, preparing and reviewing related documentation; provides recommendations to supervisors and management regarding related County policies and procedures.
Provides guidance to staff regarding County policies and procedures; interprets human resources laws, union contracts, policies and procedures; maintains professional relationship with several agencies and agency groups/sections as required to ensure proper policies and procedures are implemented.
Provides supervision and direction to the agency's human resources support staff ensuring the accuracy and completion of tasks, assignments and special projects; makes recommendations regarding policies and procedures as related to safety, training, risk management, workers' compensation, and vendor management.
Coordinates full-cycle recruitment activities for assigned agencies including processing of requisitions, posting and tracking job announcements, advertising, evaluating applications, participating in interviews and onboarding activities, conducting selection interviews and pre-screening and rating applicants.
Coordinates and advises on disciplinary actions and employee grievance process; coordinates and advises on Family and Medical Leave Act (FMLA) and Americans with Disabilities Act (ADA) related matters; participates and advises in labor negotiations.
Initiates classification actions such as creating and revising classification descriptions, salary reviews, and range reallocations; advises, reviews and coordinates position classification changes; conducts compensation analyses and market surveys; makes recommendations and processes salary adjustments and compensation plan changes.
Advises and assists supervisors and managers in performance management including employee development and performance improvement plans; prepares and delivers training, primarily to supervisory, administrative, and managerial staff, on various human resources-related topics.
Consults with agency directors, managers and supervisors regarding human resources related issues and strategies; participates in disciplinary, grievance, and related employee meetings.
Provides guidance to the Director and consults with the Human Resources Division in labor relations activities; recommends policies and procedures to improve existing programs; interprets and clarifies Federal, State, and local employment laws and collective bargaining agreements. May participate in special projects assigned by the department's leadership.
Performs related work as assigned.
WORK ENVIRONMENT
Physical Demands Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.
Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations. Unavoidable Hazards (Work Environment) Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.
None.
SPECIAL INFORMATION
Competencies
Business Insight
Applies knowledge of business and the marketplace to advance the organization's goals. Has a sophisticated grasp of business drivers, finds new ways to increase own contribution. Stays attuned to business and industry changes, ensures own activities remain aligned to key objectives.
Manages Complexity Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems. Looks at complex issues from multiple angles; explores issues to uncover underlying issues and root causes; sees the main consequences and implications of different options.
Decision Quality Makes good and timely decisions that keep the organization moving forward. Knows when to act independently and when to escalate issues. Integrates various inputs, decision criteria, and trade-offs to make effective decisions. Typically makes good independent decisions.
Plans and Aligns Plans and prioritizes work to meet commitments aligned with organizational goals. Outlines clear plans that put actions in a logical sequence; conveys some time frames. Aligns own work with relevant workgroups. Takes some steps to reduce bottlenecks and speed up the work.
Ensures Accountability Holds self and others accountable to meet commitments. Tracks performance and strives to remain effective, learning from both successes and failures. Readily takes on challenges or difficult tasks and has reputation for delivering on commitments.
Manages Conflict Handles conflict situations effectively, with a minimum of noise. Seeks out a variety of opinions and options; maintains an open mind; takes steps to ensure conflict remains constructive; avoids polarized or unilateral decisions; seeks agreement on critical issues.
Communicates Effectively Develops and delivers multi-mode communications that convey a clear understanding of the unique needs of different audiences. Listens attentively and takes an interest. Keeps others well informed; conveys information clearly, concisely, and professionally when speaking or writing.
Drives Engagement Creates a climate where people are motivated to do their best to help the organization achieve its objectives. Shares insight into the purpose of the work, involves others appropriately and gives them credit for their contributions. Praises the successes of others.
County Core Values All Broward County employees strive to demonstrate the County's four core behavioral competencies.
Collaborates : Building partnerships and working collaboratively with others to meet shared objectives. Customer focus : Building strong customer relationships and delivering customer-centric solutions. Instills trust : Gaining the confidence and trust of others through honesty, integrity, and authenticity. Values differences : Recognizing the value that different perspectives and cultures bring to an organization.
Americans with Disabilities Act (ADA) Compliance
Broward County is an Equal Opportunity Employer committed to inclusion. Broward County is committed to providing equal opportunity and reasonable accommodations to qualified persons with disabilities. We support the hiring of people with disabilities; therefore, if you require assistance due to a disability, please contact the Professional Standards Section in advance at 954-357-6500 or email Profstandards@broward.org to make an accommodation request. Emergency Management Responsibilities
Note: During emergency conditions, all County employees are automatically considered emergency service workers. County employees are subject to being called to work in the event of a disaster, such as a hurricane, or other emergency situation and are expected to perform emergency service duties, as assigned. County-wide Employee Responsibilities
All Broward County employees must serve the public and fellow employees with honesty and integrity in full accord with the letter and spirit of Broward County's Employee Code of Ethics, gift, and conflict of interest policies. All Broward County employees must establish and maintain effective working relationships with the general public, co-workers, elected and appointed officials and members of diverse cultural and linguistic backgrounds, regardless of race, color, religion, sex, national origin, age, disability, marital status, political affiliation, familial status, sexual orientation, pregnancy, or gender identity and expression. Broward is a dynamic county that offers an exciting, stable career with incredible employee benefits such as 11 annual holidays, accrued annual/vacation and sick leave, FRS retirement, $50,000 of free life insurance, training and development, and participation eligibility in a deferred compensation (457) plan with a match up to $2,600. In addition, Broward County offers 2 health plans, a High Deductible Health Plan (HDHP) with a County-funded Health Savings Account (HSA), and a Consumer Driven Health plan (CDH), Dental insurance, Vision insurance and Section 125 Flexible spending accounts for Medical Expenses and Dependent Care. Part-time 20+ benefit eligible employees receive the benefits described above at a reduced amount. 01
What is the highest degree you have obtained from an accredited college or university with major coursework in business or public administration, human resources, or closely related field?
No Degree Associate Degree Bachelor's Degree Master's Degree Doctoral Degree
02
How many years of professional work experience do you have in human resources specifically in the areas of staffing, compensation, employee/labor relations, organizational development and/or benefits, or closely related experience?
Less than 6 years 6-7 years 8-9 years 10 or more years
03
Do you possess at least two (2) years of supervisory experience?
Yes No
04
Describe your HR experience in a union-based environment. What was your role at the time? What aspect(s) did you find to be most challenging? How did you handle those? What were the results? 05
Describe your experience facilitating recruitment activities and using NeoGov. How many recruitments have you conducted and what which levels? 06
Within your HR role(s), describe a difficult work environment that you have had to deal with. What steps did you take to improve it? How successful were you? 07
Please describe a specific employee training program that you have designed, delivered or facilitated yourself in your current or previous employment. Please include the training topic, audience, and number of people trained. 08
In your experience, what aspect(s) of Labor Relations do you find to be most challenging? How have you addressed those challenges and what were the results achieved? 09
Describe your specific HR management experience in a Human Services organization. What specific populations did the organization serve? What was your role and how did you support the organization in the achievement of their strategic goals? 10
What aspect(s) of the Human Services field do you find to be most challenging and uncomfortable? How have you addressed those challenges and what were the results achieved? Required Question