The Town of Palm Beach is an internationally acclaimed destination known worldwide for its extraordinary beauty, small-town charm, and exceptional service standards. Our residents are some of the world's most influential people and they choose Palm Beach to call home because of the amazing quality of life. The Town is seeking a key position to perpetuate its values, of excellence and reliability in this one-of-a-kind setting.

Do you share these values Are you ready for the challenge Come be part of our team!

The Town of Palm Beach employees are driven by the vision to deliver the highest quality service by continuously improving and always striving to be the standard by which all others are measured. The employees of the Town commit to and are guided by the following values:

• Respect for everyone;

• Highest ethical standards;

• Cooperation and teamwork;

• Commitment to quality;

• Spirit of innovation;

• Open and timely communication; and

• Personal responsibility and accountability.

If you share these values, apply to join our team.

The purpose of this classification is to perform professional Human Resources work supporting a broad range of People & Culture functions, including recruitment and onboarding, learning and development, employee engagement, HRIS administration, and recognition programs. May also include personnel administration, performance management, classification and compensation support, records management, policy administration, employee relations, compliance activities, and other assigned People & Culture initiatives.

The position serves as a trusted resource to employees, supervisors, managers, and department directors by providing guidance, support, and expertise on People & Culture matters. The incumbent exercises supervision over assigned staff and coordinates the delivery of People & Culture services and programs within assigned functional areas. The incumbent partners with departments to attract, develop, engage, and retain a high-performing workforce while ensuring compliance with applicable federal, state, and local laws, regulations, policies, and procedures.

ESSENTIAL FUNCTIONS

The following duties are representative of the work performed by this position. The omission of specific duties does not exclude them from the classification if the work is similar, related, or a logical assignment to the position. Other duties may be required and assigned.

Recruitment and Onboarding

• Coordinates and administers recruitment and selection activities including position postings, applicant screening, interview coordination, pre-employment requirements, job offers, and onboarding activities.
• Partners with hiring managers to develop recruitment strategies and identify staffing needs.
• Assists managers in identifying essential job functions, minimum qualifications, competencies, and performance expectations and collaborates to review, revise, and maintain job descriptions to ensure accuracy prior to job posting.
• Assists with development of interview questions, assessment tools, and selection processes designed to identify qualified candidates.
• Partners with departments to facilitate a positive and effective onboarding experience.
• Ensures compliance with Veterans' Preference, Equal Employment Opportunity (EEO), Americans with Disabilities Act (ADA), E-Verify, and other applicable employment regulations.
• Coordinates preboarding and onboarding activities, including preparation of new hire documentation, orientation materials, and onboarding schedules.
• Conducts or coordinates new employee orientation programs and assists new employees with understanding organizational policies, procedures, and expectations.

Learning and Development

• Coordinates, develops, delivers, facilitates, and evaluates employee training and professional development programs.
• Assesses organizational and departmental training needs and recommends learning solutions that support workforce development and organizational effectiveness.
• Coordinates employee workshops, informational sessions, leadership development programs, orientations, and other learning initiatives.
• Researches, develops, and implements training program strategies designed to enhance employee performance, engagement, and professional growth.
• Serves as the organization's liaison with educational institutions, professional associations, training providers, and community partners to identify and promote learning opportunities.
• Identifies instructors, training resources, and facilitators and coordinates training logistics, schedules, communications, and participation.
• Evaluates training effectiveness and recommends improvements to learning and development programs.

Employee Programs and Engagement

• Coordinates activities related to employee recognition, engagement, and organizational culture initiatives.
• Assists with planning and implementation of employee appreciation, recognition, and engagement programs.
• Participates in employee committees and supports employee-focused activities and events.
• Researches best practices and recommends programs that promote employee engagement, retention, and workplace satisfaction.
• Coordinates employee service awards, recognition activities, and related communications.

Human Resources Information Systems (HRIS) Administration

• Serves as subject matter expert for assigned HR systems and processes
• Develops and maintains Standard Operating Procedures (SOPs) for areas of responsibility
• Maintains data integrity through audits, reporting, analysis, troubleshooting, and quality control activities.
• Assists with HRIS testing, upgrades, enhancements, process improvements, and end user training.
• Generates reports, analyzes workforce data, and provides information to support organizational decision-making.
• Assists with the development and maintenance of HR metrics and reporting tools.

Personnel Administration and Records Management

• Processes personnel actions and maintains employee records in accordance with established policies and procedures.
• Maintains personnel files and People & Culture records in compliance with applicable records retention requirements and public records laws.
• Prepares, audits, and maintains People & Culture documentation, reports, records, and correspondence.
• Assists with records requests, audits, and compliance reviews.
• Ensures employee information is maintained accurately and securely.

Compliance and Policy Administration

• Ensures adherence to applicable employment laws, regulations, policies, and organizational standards.
• Participates in the development, implementation, review, and communication of People & Culture policies and procedures.
• Assists in monitoring compliance with federal, state, and local employment regulations.
• Maintains required records, reports, labor law postings, and compliance documentation.
• Identifies regulatory changes and recommends updates to policies, procedures, and practices as appropriate within areas of responsibility.

ADDITIONAL FUNCTIONS

• Participates in special projects, studies, research initiatives, and organizational improvement efforts.
• Prepares reports, recommendations, analyses, and presentations related to People & Culture programs and services.
• Identifies opportunities for process improvement and operational efficiencies.
• Provides assistance to other employees and departments as needed.
• Answers inquiries and provides general People & Culture information and assistance.
• Orders and maintains departmental supplies and materials as needed to support assigned areas of responsibility
• Attends meetings, training sessions, workshops, and professional conferences.
• Performs other related duties as assigned.

MINIMUM QUALIFICATIONS

Bachelor's degree in Human Resource Management, Public Administration, Business Administration, Organizational Development, or a closely related field.

Three (3) to five (5) years of progressively responsible Human Resources experience involving multiple functional areas such as recruitment and onboarding, employee relations, learning and development, personnel administration, records management, compliance, performance management, classification and compensation support, or employee engagement programs and experience with Human Capital Management (HCM) and Human Resources Information Systems (HRIS) .

An equivalent combination of education, training, and experience may be considered.

Must possess a valid Florida Driver's License or have the ability to obtain one within thirty (30) days of employment.

PREFERRED QUALIFICATIONS

• SHRM-CP, SHRM-SCP, PHR, IPMA-HR, or comparable Human Resources certification.
• Experience in municipal or public-sector Human Resources administration.
• Experience developing and facilitating employee training programs.
• Experience with learning management systems (LMS) and workforce development initiatives.
• Experience conducting job description reviews.

KNOWLEDGE, SKILLS, AND ABILITIES

• Knowledge of Human Resources principles, practices, and knowledge of Federal, State, and local regulations regarding employment law and other related areas and the ability to effectively apply this knowledge.
• Knowledge of recruitment and selection methodologies, onboarding practices, and talent acquisition strategies.
• Knowledge of learning and development principles, adult learning concepts, and employee engagement practices.
• Knowledge of records management and public records requirements.
• Knowledge of municipal policies and procedures and the ability to enforce and communicate them in an effective and courteous manner to a wide range of people.
• Proficiency with Microsoft 365 applications, including Word, Excel, PowerPoint, Outlook, Teams, and SharePoint.
• Knowledge of and proven ability to operate a web-based Human Capital Management system? Knowledge of SAP and PDS Vista preferred.
• Ability to analyze data, prepare reports, and make recommendations based on findings.
• Ability to establish and maintain effective working relationships with employees, supervisors, department directors, elected officials, vendors, educational institutions, and the public.
• Ability to communicate effectively both verbally and in writing.
• Ability to manage multiple priorities, projects, and deadlines in an effective and professional manner.
• Ability to adapt to changing organizational priorities, regulatory requirements, and workforce needs while effectively supporting and facilitating change initiatives across the organization.
• Ability to analyze complex situations, evaluate alternatives, exercise sound judgment, and develop practical solutions to resolve human resources and organizational challenges while maintaining discretion, and confidentiality.
• Ability to lead, motivate, develop, and supervise assigned staff while fostering accountability, collaboration, continuous improvement, and exceptional customer service.

Physical and Environmental Demands or Conditions

The environmental conditions and physical demands described herein are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• While performing the essential functions of this job, the employee is frequently required, weekly or up to daily, to:

• lift or carry objects up to 20 pounds; stoop and bend;
• reach and grasp objects;
• use manual dexterity or one motor skills.
• have the ability to identify and distinguish colors; communicate orally;
• hear;
• push or pull carts or other such objects; proofread and check documents for accuracy;
• use a keyboard to enter and transform words or data; use a video display terminal;
• work in a normal once environment with few physical discomforts; and/or
• work with equipment or performing procedures where carelessness would probably result in minor cuts, bruises or muscle pulls.

• The employee may sometimes be required to:

• work in an area that is somewhat uncomfortable due to drafts, noise, temperature variation, odors or the like;
• operate automobile, van, and/or Town vehicle; and/or
• be able to work a fluctuating work schedule based upon the need of the department.