Rockford Park District
Job Description
Position Title:
Reports To:
Division:
Supervises:
Grade Level:
FLSA Status:
Deputy Director of Human Resources
Executive Director
Human Resources
Human Resources Department Staff, Risk Manager
M10
Exempt
ALIGNMENT FOR ACHIEVEMENT
Mission-The Rockford Park District is in business to “help people enjoy life.”
Global Priority Results-Open space and recreation are integral to the enjoyment of life in the Rockford Park District.
Team/Department Mission-The Human Resource department will take a leadership role and provide service in support of the
Rockford Park District’s vision by promoting the concept that our employees are our most valuable resource and will be treated as
such.
Position-Plans, develops, organizes, implements, directs, and evaluates the district’s human resource function and performance,
including staff development and training and risk management. Also serves as the Rockford Park District Museum Liaison and as a
member of the Arts in the Park Committee.
VISIONING AND PLANNING
Has primary responsibility for all personnel, compliance employee relations, labor relations and staff development functions of the
Rockford Park District.
Provides advice and counsel to Rockford Park District leaders on a range of personnel matters.
Develops a comprehensive annual operational plan for the department and identifies appropriate strategies that achieve desired results.
Provides strategic direction and sets boundary conditions for team members that support the operational plan.
Develops measurable indicators to monitor important strategic initiatives and takes appropriate action when necessary in order to
achieve desired results.
Participates in the development of the district’s plans and programs as a strategic partner but particularly from the perspective of the
impact on people.
OPERATIONAL PRINCIPLES AND POLICY GUIDELINES
Treatment of Customers (Those who use our facilities and services)
Ensures that all facilities are appropriately maintained, safe and provide for a reasonable level of privacy.
Communicates clearly with all customers ensuring their complete understanding of the services rendered.
Treatment of Staff
Operates within the approved personnel policies and procedures of the Rockford Park District.
Promotes an environment free from discrimination and retaliation.
Provides an environment where staff members are free to voice concerns and if necessary follow the approved grievance
procedure
Ensures confidentially of sensitive issues.
Financial Planning/Budgeting
Develops a comprehensive divisional budget following applicable guidelines and policies.
Utilizes financial resources in a cost effective, efficient manner and according to policy.
Keeps management informed of any and all variances from budget. Recommends appropriate operational adjustments if
necessary.
Ensures all revenue sources are legal and consistent with the districts mission.
Asset Protection
Ensures that all facility equipment is maintained to the highest operational and safety standards.
Establishes procedures and practices to prevent theft and to minimize liability exposure.
Establishes appropriate risk management practices.
Compensation and Benefits
Ensures that the districts compensation and benefit policies are available and understood by all staff members.
Maintains confidentiality in employee compensation matters.
Communication and Support
Provides timely reporting information of key result areas.
Communicates relevant trends and/or anticipated positive or negative operational conditions that may impact the district.
Informs the appropriate administrative representative of any request for information from the board, media, or other outside
source.
Program and Services
Develops collaborative ventures and partnerships with organizations in the public, non-profit and private sector.
Works cooperatively with partners and neighborhood property owners to minimize any inconvenience that park district
events may cause.
Displays the park districts logo on park district assets that are used and /or viewed by the public.
Partnerships
Develops collaborative ventures and partnerships with organizations in the public, non-profit and private sector.
Religious Practices and Activity
Provides equal opportunity to all groups requesting park district facilities or services regardless of religious affiliation.
Prevents individuals or community groups from exhibiting information, displays or symbols of a religious nature in programs
supported by the district.
ESSENTIAL FUNCTIONS include the following. Other duties may be assigned
Leadership by values (Supervisory expectations)
Constantly discusses and refines team member core values
Involves all team members in developing and monitoring the departments operational plan
Continuously defines expectations, roles and responsibilities for all team members.
Creates an atmosphere that is safe, healthy, and secure and is conscious of work life balance as well as the district goals.
Ensures that all team members have the necessary resources and support to effectively do their jobs.
Leads by example and maintains a high level of visibility to both team members and citizens.
Provides for and be supportive of team member professional development.
Effectively manages team performance ensuring feedback and addressing performance issues promptly.
Aligns for achievement by recruiting, hiring, developing, supporting, evaluating, rewarding and promoting competent and
service oriented team members who reflect the composition of the community we serve.
Compliance:
Understands and applies human resource laws, theories, principles, and techniques to assist managers in preventing and
resolving human resource issues and concerns.
Counsels managers in the use of corrective action plans, and effective disciplinary actions, and assists with the legal review
of proposed disciplinary action.
Develops district-wide policies and procedures and provides appropriate training to employees.
Conducts employee investigations as necessary.
Periodically reviews COBRA, FMLA, and other benefit legislation to ensure compliance.
Prepares monitoring report for Executive Director and Board of Commissioner.
Ensures that HRIS provides useful management reports for attendance, benefits, compensation, and appropriate employee
information. (HR Metrics)
Recruitment/Retention:
Develops staffing strategies and implementation plans and programs to identify talent within and outside the corporation for
positions of responsibility. Identifies appropriate and effective external sources for candidates for regular and seasonal within
the district.
Develops progressive and proactive compensation and benefits programs to provide motivation, incentives, and rewards for
effective performance and to provide programs, which utilize an employee and company partnership for the short and longrange health and welfare protection of the employees.
Develops compensation and benefit Programs that are reflective of internal and market equity and provides value to
employees while maintaining our competitive position in the market.
Enhances and maintains an employee relations program that ensures high employee morale and a positive employee relations
climate.
Performance Management/Employee Development:
Evaluates the Human Resource division structure and team plans for continual improvement of the efficiency and
effectiveness of the group.
Develops and maintains a performance management system for the Park District, including job descriptions, performance
evaluation system, and job analysis.
Counsel’s managers in the use of performance management tools and the identifications of key result areas.
Develops a training and development program that provides educational opportunities for skill enhancement of park district
employees.
Develops a measurement tool that will assess that training needs throughout the Park District as well as the overall
effectiveness of the program.
Counsels individual employees requesting advice when their situations are relative to and affect park district policies.
HR/Community Relations:
Effectively manages team member performance ensuring feedback and addressing performance issues promptly.
Deals effectively with colleagues and citizens from many different backgrounds and personal characteristics. Promotes and
implements diversity initiatives in the work place.
Works at establishing community partnerships and is responsive to community needs as it relates to the districts mission.
Ensures that team members have the appropriate skills and attitudes necessary to identify and solve problems for the citizens.
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QUALIFICATIONS
To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed
below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions.
CRITICAL KNOWLEDGE, SKILLS AND ABILITIES
Play a leadership role inside and outside of the organization
Have a good understanding of the Park District and its trends
Able to implement effective human resource strategies and tactics
Have modern and complex principles and practices of human resource, including methods and techniques used in investigation,
organizational and career development, counseling, and conflict resolution.
Have strong interpersonal skills that allow for success in a team environment
Communicate with and effectively direct staff activities
Be actively involved in the community and its public/private organizations
Work effectively with local, state, and federal government staff/elected officials
Be flexible and willing to effectively manage risk
Possess excellent communication skills in both written and verbal forms
Be detail oriented and an effective human resource manager
Have the ability to communicate one self in written and spoken forms.
Be an active listener
CRITICAL TRAINING REQUIREMENTS
Leadership Development
Cornerstone Connection
Carver Governance Model
Management Development
Project Management
Time Management
Written Communication
Verbal Communication
Negotiation Skills
Interviewing
Problem Solving
Critical Thinking
Conflict Resolution
Effective Meetings
De-escalating Irate Customers
District-Wide Policy and Procedure Training
Behavior Management/Conflict Resolution
Child Abuse Reporting Act
Communicable Disease
CPR/AED
Driving Standards
Emergency Response Plan
Employment Practices
First Aid
Harassment
High Risk Equipment
Incident/Accident Reporting Procedures
Job Specific Responsibilities
Lifting/Material Handling
Operation and Facility Specific Policies and Procedures
Park District Policy Handbook
Personal Protective Equipment
Reporting Hazardous Conditions
Right-To-Know
Safety Rules
Statement of Admission
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Vehicle Check Rides
Industry/Job Specific
SHRM
Senior Professional in Human Resources
EDUCATION/EXPERIENCE
Bachelor’s degree (B.S.) required in either Human Resource Management or Business Administration with a concentration in human
resources; Master’s degree preferred with 8 to 10 years experience in Human Resource Management with a minimum of 3 years in a
leadership capacity; or equivalent combination of education and experience. A full working knowledge of human resource
information systems (HRIS) is highly desired.
MACHINES, TOOLS, and/or EQUIPMENT SKILLS
Computer Skills, Microsoft Office
REASONING ABILITY
Ability to apply principles of logical or scientific thinking to a wide range of intellectual and practical problems. Ability to deal with
nonverbal symbolism (formulas, scientific equations, graphs, etc.,) in its most difficult phases. Ability to deal with a variety of
abstract and concrete variables.
MATHEMATICAL SKILLS
Ability to work with mathematical concepts such as probability and statistical inference. Ability to apply concepts such as fractions,
percentages, rations, and proportions to practical situations.
LANGUAGE SKILLS
Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to
respond to common inquiries or complaints from employees, customers, regulatory agencies, or members of the business community.
Ability to write speeches and articles for publication that conform to prescribed style and format. Ability to effectively present
information to top management, public groups, and/or boards of directors.
PHYSICAL DEMANDS
The physical demands described here are representative of those that must be met by an employee to successfully perform the
essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions.
While performing the duties of this job, the employee is regularly required to talk or hear. The employee frequently is required to sit
and use hands to finger, handle, or feel. The employee is occasionally required to stand and walk. The employee must occasionally
lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision,
peripheral vision, depth perception, and ability to adjust focus.
WORK ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the
essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the
essential functions. Works in normal office environment.
PREPARED BY:
APPROVED BY:
PREPARED DATE:
APPROVED DATE: 7/2015
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