HR Supervisor Classifications

*Restricted to current City of Minneapolis employees in the Human Resources Department*

Under the direction of the Assistant Director, Labor Relations, this position is responsible for overseeing the organization's job classification strategy and ensuring it aligns with collective bargaining agreements (CBAs), labor laws, and organizational goals. This role involves supervising a team of classification analysts while playing a pivotal role in maintaining workforce equity.

• As an integral part of the City's Labor Relations team, provide program administration and implementation as well as identify opportunities for continuous improvement in the City's classification strategy so that the City's classification, compensation and benefits program is an integrated, well-designed, competitive package that supports the City's human capital and business objectives.
• Oversee the job evaluation and classification process. Supervise Classification Analysts to ensure that positions are accurately classified in compliance with CBAs and that the job classification structure is consistently applied.
• Develop, update, and enforce classification policies and procedures, ensuring they align with CBAs, labor laws, and industry standards. Make all FLSA determinations and ensure that the City complies with all legal requirements, including equal pay, minimum wage, and overtime regulations.
• Provide HR Business Partner teams and City managers/supervisors with information, policy and procedural instruction, training, advice and program leadership to ensure proper classification of City positions. Develop and oversee quality assurance process to ensure that consistent application of classification policies and procedures are implemented across City departments.
• Oversee annual maintenance reviews of the City's job classification system.
• Interpret contract language, policies and laws pertaining to classification elements to managers, payroll and HRIS teams.
• Ensure that the City's job evaluation and job analysis processes are effective, clearly defined, used consistently across City departments and are maintained appropriately to meet City business and human capital goals and objectives.
• Participate in labor negotiations as needed and provide data, analysis, reports and presentations related to job classification for use in bargaining.
• May assist with administration of the City's Compensation program, including providing data input to salary surveys.
• Prepare, process, and represent the City of Minneapolis in appeals of classification decisions.
• Represent Human Resources in the presentation RCAs for new classifications to City Council.
• Supervise and provide mentorship to the classification analysts.

Minimum Education:
Bachelor's degree in Human Resources, Industrial Relations, Business Administration, Statistics, Psychology, or related field.

Minimum Experience:
Five years of progressive work experience in the field of Human Resources.

Licenses/Certifications:
Certified Compensation Professional (CCP) or related certification preferred.

Selection Process:
The selection process will consist of one or more of the following steps: a rating of relevant education and experience 100%. It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process.

Background Check:
The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position.

Union Representation:
This position is not represented by a collective bargaining agreement. Please see the Civil Service Rules for the terms and conditions of employment.

Interview Selection:
The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate's education or experience related to the field, work history, or skills uniquely related to the operational needs of the position.

• In-depth knowledge of federal, state, and local labor laws and regulations, including those related to wage and hour laws, equal pay, overtime, and labor relations.
• Understanding of the terms, provisions, and implications of CBAs
• A strong understanding of job classification evaluation principles and methods
• Familiarity with HRIS (Human Resources Information Systems) and compensation management software to facilitate data analysis and reporting.
• Skilled in conflict resolution.
• An understanding of change management principles to facilitate the implementation of compensation and classification changes within the organization.
• A strong sense of ethics and a commitment to compliance with legal and regulatory requirements, including data privacy and confidentiality.
• Effective leadership and management skills to lead a team of classification professionals and guide them in achieving departmental goals.
• Excellent verbal and written communication skills to convey classification policies to employees, management, and union representatives.
• The ability to think strategically and align classification practices with the organization's overall business objectives.
• Strong problem-solving abilities to address complex classification challenges and recommend effective solutions.
• Sound decision-making abilities to resolve classification disputes and align practices with the City's goals.
• Ability to mediate and resolve conflicts related to classification issues.
• High ethical standards and a commitment to fairness, transparency, and compliance with legal and ethical guidelines.
• Flexibility and adaptability to respond to changing labor market conditions, regulatory changes, and City needs.
• Meticulous attention to detail to ensure accuracy in job evaluations and classification decisions.
• The ability to maintain confidentiality and handle sensitive employee data and situations discreetly.
• High emotional intelligence to navigate labor relations dynamics and build positive working relationships.
• A strong commitment to the City's mission and objectives, coupled with a passion for creating equitable compensation practices.
• Cultural sensitivity and awareness to ensure classification practices are fair and unbiased across diverse employee groups.

As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose-serving the residents, businesses and visitors of Minneapolis.

The City of Minneapolis is proud to be an Equal Employment Opportunity and Affirmative Action employer.