Human Resources Manager

Position Title

Human Resources Manager

Human Resources

Assistant Human Resources Director

Personnel Policies, Management Provision, Grade 7

Pay Range is $29.97 - $40.46 (actual salary dependent upon qualification)

Exempt - full-time, benefit eligible

The Human Resources Manager is responsible for recruitment, pre‑employment screenings, onboarding, HRIS software, systems, database management, digital records, FTA/FMCSA drug and alcohol testing programs, HR Department, Municipal Commission on Disabilities Employment, Volunteer webpages, FMLA, and all other leaves and employee communications. In addition, handles all wellness, discounts, trainings, employee appreciation and recognition programs, participation in Townwide Risk Management Committee and the related rewards program, monitoring and coordinating workers’ compensation, 111F, and unemployment programs and claims, HR reporting and benchmarking.

Employee is required to perform all similar or related duties.

Employee works under direct supervision of the Assistant Human Resources Director, plans and carries out the regular work in accordance with standard practices and previous training, with responsibility for determining the sequence and timing of action with independence in planning and organizing the work activities, including determining and following established protocol. The employee is expected to solve problems of detail or unusual situations through experienced judgment by adapting methods or interpreting instructions to resolve the particular issue.

Instructions for new assignments or special projects usually consist of statements of desired objectives, deadlines, and priorities. Technical and policy problems or changes in procedures are discussed with the supervisor, but ordinarily the employee plans the work, lays it out, and carries it through to completion independently. Work is generally reviewed for technical adequacy, appropriateness of actions or decisions, and conformance with policy or other requirements;

the methods used in arriving at the end result are not usually reviewed in detail.

Employee supervises the Benefits Specialist, interns and/or volunteers.

Employee has access to department‑wide confidential information, including employee records. Confidentiality must be maintained with regard to this information in accordance with Departmental Policy and Public Records Act.

Errors, missed deadlines or poor judgment could severely jeopardize department operations or programs, resulting in a delay of service, confusion, monetary loss, or have extensive financial and/or legal repercussions and adverse public relations for the Town of Duxbury.

Numerous standardized practices, procedures, or general instructions govern the work and, in some cases, may require additional interpretation. Judgment is needed to locate, select, and apply the most pertinent practice, procedure, regulation, or guideline. Guidelines may be in the form of administrative or organizational policies, general principles, legislation or directives that pertain to specific departments or functional areas. Extensive judgment is required to develop new or adapt existing methods and approaches for accomplishing objectives or to deal with new or unusual requirements within the limits of the guidelines or policies.

The employee is recognized as the department or functional area’s authority in interpreting the guidelines, in determining how they should be applied, and in making recommendations for operating policies, standards or criteria.

Work consists of employing many different concepts, theories, principles, techniques and practices. Assignments typically concern such matters as studying regulatory changes trends in the field for application to the work; assessing services and recommending improvements; planning long‑range projects; devising new techniques for application to the work, recommending procedures, standards or criteria.

Employee interacts…