Welcome to Human Resources
The Human Resources department is comprised of the functional disciplines of employee services which include employee relations, staffing management, benefits, compensation and payroll, risk management and on-the-job injury.
The Employee Relations discipline involves the relationship of employees with the County and with each other. It includes the processes of developing, implementing, administering and analyzing the employer-employee relationship; performing ongoing evaluation of it; managing employee performance; ensuring that relations with employees comply with applicable federal, state and local laws and regulations; and resolving workplace disputes.
This discipline encompasses a broad range of concepts, transactions, practices, behaviors and objectives arising out of the relationship between an employer and its employees, and among the employees themselves. Its foundations, if carefully laid and maintained, will support and guide countless decisions that human resources management will make in the course of recruiting, screening, hiring, training, compensating, assessing, coaching, counseling, disciplining and terminating employees. The discipline involves the behavior of two or more individuals, and the effects of the County’s rules and culture, bureaucratic structures, and external influences and pressures.
Basic employee relations concepts include equal employment opportunity, fairness and consistency in the treatment of employees, effective communications between management and employees, documentation of employment actions, recordkeeping as required by law and practice, complaint resolution processes, managerial and employee training, and “best employment practices.” Employee relations discipline also encompasses the County’s overall approach to maintaining a positive, productive and cohesive work environment within the County’s culture.
Additionally, employee relations is concerned with anticipating, addressing and diffusing workplace issues that may interfere with the County’s business objectives, and with resolving disputes between and among management and employees. The County’s employee relations model supports the policies and practices governing workplace rules and conduct, and guides its compliance with the scheme of federal, state and local laws and regulations governing and impacting the employment relationship.
The Staffing Management discipline deals with the strategies, tactics and processes for identifying, recruiting and retaining the human resources needed to support all business activities both currently and in the future. It includes developing, implementing and evaluating programs—in compliance with equal employment opportunity laws and regulations—for sourcing, recruiting, hiring, orienting, and retaining talent, as well as for succession planning and employee exit.
The Benefits discipline deals with the various forms of indirect employee compensation that employers use to attract, recognize and retain workers. It includes designing and administering benefits such as paid leave, insurance, retirement income and various employee services, as well as various benefits mandated by federal, state or local laws and regulations. Employee benefits are either mandated by federal and/or state law (such as Social Security, unemployment insurance and workers’ compensation) or voluntarily provided by the employer to help attract, retain and motivate employees and to contribute to the County’s strategic objectives. Such voluntary benefits include pensions and other retirement income programs, health insurance, and paid time off.
The Compensation discipline deals with the various forms of direct compensation—that is, employees’ pay—that employers use to attract, recognize and retain workers. It includes designing and administering compensation systems including base pay, differential and incentive pay, and overtime. It also includes matters that focus on compensation-related careers, communications, legal and regulatory issues, technology, metrics and outsourcing, as well as effective compensation practices and global compensation issues.
The Risk Management discipline deals with both employer and employee safety and security. This program protects the County against the financial consequences of accidental loss and to preserve County assets and public service capabilities from loss, destruction, or depletion. It includes the County’s efforts to prevent and/or mitigate loss, risks to or from personnel, threats to its physical assets, damage to its technology and intellectual property, or risks of any other kind arising from all elements surrounding the work environment.
Risk management is the process of assessing exposures to loss within an operation and determining how best to eliminate, manage or otherwise reduce the risk of an adverse event from having a negative impact on the business. Risk reduction is achieved through policies and procedures, or through contractual transfer of the risk to a third party, typically an insurance company.
Workplace safety is a process that seeks to eliminate or reduce risks of injury or illness to employees. The chief aim of workplace safety is to protect the County’s most valuable asset—its people. Workplace safety is achieved through a variety of methods, including policies, procedures and specific hazard control techniques. Safety procedures and policies include accountability requirements to ensure that prescribed practices are followed.