SPECIAL ASSISANT

GENERAL OVERVIEW

Assists the Bureau Chief of Human Resources in the management and implementation of
policies, standard operating procedures, programs and other employee related
transactions the Bureau Chief is required or authorized to manage or perform pursuant to
the Cook County Employment Plan, Supplemental Policies or County Ordinance. Works
closely with the Bureau Chief to support the Bureau of Human Resources to effectively
and efficiently meet its goals and objectives. Reviews confidential reports, managerial
studies, benchmarking data, and best practices in order to make recommendations to the
Bureau Chief. Assists with implementation of policy initiatives and decisions directed by
the President’s office.

KEY RESPONSIBILITIES AND DUTIES

Assists the Bureau Chief of Human Resources in the implementation of policies, standard
operation procedures, and programs.

Ensures Bureau of Human Resource’s alignment with policy initiatives directed by the
President’s Office such as the Policy Roadmap, Racial Equity Leadership Council,
Commission on Bias and other initiatives.

Assists executive team in staying abreast of best practices and recommends program and
process Improvements within the Bureau.

Reviews confidential reports and managerial studies in order to make recommendations
to the Bureau Chief of Human Resources; ensures and maintains confidentiality.

Assists with implementation of initiatives and policy decisions as directed by the
President’s office.

Monitors work projects assigned by the Bureau Chief of Human Resources to ensure
departments and divisions have the necessary resources to perform their expected
functions.

Implements, communicates and coordinates bureau wide responses regarding policy
decisions directed by the President’s office.

Executes special projects of confidential nature as required.

Reads, analyzes and answers correspondence pertaining to a variety of questions of
immediate concern to the Bureau Chief.

Provide administrative and strategic support as needed through collaborative efforts with
the Anti-Harassment Working Group, Research, Operations and Innovations and the EBS
Enhancement Board.

Provides support for the Bureau Chief’s meetings, gathering project requirements,
assigning work and monitoring follow up and deliverables.

KNOWLEDGE, SKILLS AND ABILITIES

Knowledge of Cook County Government’s functions and purpose.

Extensive knowledge of policies and procedures governing the County.

Ability to institute problem solving techniques in diverse and sometimes emotional
situations.

Good interpersonal relations skills. Must be able to demonstrate tact and diplomacy
dealing with employee issues in a wide range of diverse situations.

Excellent communication, organizational and interpersonal skills.

Broad understanding and familiarity with governmental issues, human resources policies
and procedures and the ability to compose and develop reports and budgets, financial
projections and the performance of statistical analysis related to key initiatives.

Possession of excellent writing skills, ability to articulate through written documents.

Ability to demonstrate good administrative and supervisory skills.

Ability to communicate effectively verbally and in writing.

Ability to manage multiple projects effectively.

MINIMUM QUALIFICATIONS

Graduation from an accredited college or university with a Bachelor’s degree, PLUS a
minimum of three (3) years professional administrative experience OR, an equivalent
combination of professional work experience, training and education.

PREFERRED QUALIFICATIONS

Master’s Degree in Business or Public Administration.

Five (5) years of professional administrative experience.

Prior supervisory or managerial experience.

PHYSICAL REQUIRMENTS

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 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.