TO: Board of Supervisors
FROM: Christine Brice?o, Chief Human Resources Officer
REPORT BY: Faye Newton Shannon, Assistant Chief Human Resources Officer
SUBJECT: Resolution Amending the Table and Index of Classes and the Departmental Allocation List for Human Resources, a Division of the County Executive Office, and the County Executive Office
RECOMMENDATION
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Adopt a Resolution amending the Table and Index of Classes and the Departmental Allocation List for Human Resources, a Division of the County Executive Office, and the County Executive Office. (Fiscal Impact: Net Zero; General Fund; Budgeted; Discretionary)
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BACKGROUND
Recruitment, Classification, and Compensation
A Staff Services Manager is currently assigned to directly manage the recruitment, classification, and compensation team. A reclassification study was requested, performed, and revealed that the incumbent is working out of class as a Principal Human Resources Analyst. Furthermore, the current incumbent is directly supervising a Staff Services Manager. Reclassifying the role to a Principal Human Resources Analyst establishes a proper hierarchical distinction, ensuring the classification reflects the manager's full scope of authority and accountability for these critical County-wide functions.
HRIS Technical Oversight
To ensure the integrity of the County's specialized Human Resources Information System (Tyler HRIS), it is essential that the Staff Services Manager overseeing the HRIS system reports to a manager with deep technical expertise. Aligning the Benefits Administrator salary with the Principal HR Analyst recognizes the complexity of this oversight and ensures the stable administration of the HRIS platform.
The cost of salary and benefits for the remainder of the fiscal year for these two actions is approximately $21,700; however, these actions are cost neutral as both incumbents are currently receiving 5% out of class pay to compensate for the supervisory compaction (supervisi...
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