Job Summary

Under the direction of the Chief of Staff, the Manager of Human Resources and Recruitment assumes primary responsibility for Human Resources functions, including coordinating the recruitment and selection efforts relative to hiring and promoting of personnel in the Public Defender's Office. Participates as a member of the Human Resources management team and serves as supervisor of the Human Resource Specialists. Responsible for managing recruitment and selection internal coordination efforts, drafting of job descriptions, monitoring job postings, and participating as a panel member in candidate interviews, as well as for the design, development, and implementation of Public Defender recruitment outreach program . Maintains a high degree of knowledge relative to Cook County's Employment Plan and plays a key role in ensuring that the recruitment and selection activities conform to all established guidelines and directives, while also maintaining the integrity and confidentiality of the process. Recommends and implements Cook County policies in human resources related matters, approved by the Bureau of Human Resources. Consults with the Bureau of Human Resources, Workforce Strategy Division, and the Compliance Officer on employment related issues. Coordinates and monitors the Public Defender employee leaves in conjunction with the Bureau of Human Resources Leave Manager. Works with the Bureau of Human Resources and Workforce Strategy to ensure compliance with federal, state and county regulations for equal employment opportunities. Travels to various local and national locations. Performs other duties as assigned.

This position is At Will. Minimum Qualifications

• Graduation from an accredited college or university with a bachelor's degree or higher is required.
• Minimum of five (5) years of recruitment and/or human resources generalist experience is required.
• Minimum of two (2) years of supervisory/team lead experience is required.

• Graduation from an accredited college or university with a bachelor's degree or higher in Human Resources .
• Current SPHR or PHR certification.

Candidates who are contacted will be required to produce original required documents (e.g., current driver's license, diploma, school transcript, certifications, etc.) listed on the Notice of Job Opportunity within five (5) days of being extended an offer, in writing, by the Bureau Chief of BHR (or designee). Candidates will be notified of how to submit required documents.

*Degrees awarded outside of the United States with the exception of those awarded in one of the United States territories and Canada, must be credentialed by either the World Education Services (WES) or Educational Credential Evaluators (ECE).

Knowledge, Skills, Abilities and Other Characteristics

• Proficient knowledge in legal requirements as they relate to the hiring process, including the Cook County Employment Plan.
• Thorough knowledge of the language, principles, and practices of Human Resources.
• Thorough knowledge of or ability to quickly and effectively, grasp and utilize the policies, protocols , systems, procedures, and vernacular of the Department and County as they are applicable to assigned duties and responsibilities.
• A high level of skill and proficiency in the use of MS Word, Excel, and PowerPoint, and office equipment used to produce and manage information and reports.
• Skill in program/project management principles and techniques.
• Skill in representing agency by making presentations to relay information of a technical and official nature.
• Skill in social media outreach practices on multiple platforms.
• Ability to manage independently, consistent with office goals and vision.
• Ability to perform with high degree of independent judgment, discretion, and confidentiality.
• Ability to learn and adapt to new computer systems.
• Ability to manage and control the allocation of available resources to achieve project, organizational and/or Office goals.
• Ability to speak in public and presenting information to large and small groups.
• Ability to communicate verbal and written thoughts and expressions clearly, logically, tactfully, and effectively.
• Ability to develop and implement recruiting strategies.
• Ability to manage under highly stressful situations in diverse circumstances.
• Ability to handle multiple priorities simultaneously in a detail-oriented legal professional environment.
• Ability to travel to local work assignments, for which the employee may provide his or her own adequate means of transportation.
• Ability to travel to various local and national locations, including the ability to travel overnight when required.

Sedentary Work

Sedentary Work involves exerting up to 10 pounds of force occasionally or a negligible amount of force frequently to lift, carry, push, pull, or otherwise move objects. Sedentary work involves sitting most of the time but may involve walking or standing for brief periods of time.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

The County has a hybrid work environment which allows employees telecommuting and flexible scheduling options.

Benefits Package

• Medical, Dental, and Vision Coverage
• Basic Term Life Insurance
• Pension Plan and Deferred Compensation Program
• Employee Assistance Program
• Paid Holidays, Vacation, and Sick Time
• You May Qualify for the Public Service Loan Forgiveness Program (PSLF)

For further information on our excellent benefits package, please click on the following link:

http://www.cookcountyrisk.com/

*This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.

Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County's Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty , 44-56 Political Discrimination ; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification ; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List ; and Cook County Personnel Rules 3.3(b) (7) (d)

EEO Statement

Cook County Government is an Equal Employment Opportunity ("EEO") employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

*Must be legally authorized to work in the United States without sponsorship.

Social Media Disclaimer

The County's hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County's hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.