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Assistant County Executive Officer/Human Resources Director

Salary: N/A

DEFINITION: Under administrative direction, plans, organizes, and directs the County's Human Resources Department; and performs related duties as required.

DISTINGUISHING CHARACTERISTICS: This is an at-will, department head classification. The incumbent is exempt from Civil Service and serves at the pleasure of the County Administrator. The incumbent is responsible for the overall operation of the Human Resources Department and the establishment and direction of departmental policy and procedures, consistent with the role of Human Resources as a strategic partner with other County departments.


  1. Establishes and promotes the vision and direction of the Human Resources Department consistent with State, Federal, and local laws and regulations, Civil Service regulations, labor agreements, the County Administrator, and the County's strategic plan as approved by the Board of Supervisors; establishes and implements departmental goals and objectives; establishes appropriate policies, services, structures, controls, and reporting systems for the efficient and effective performance of human resources functions; forms collaborative, service-oriented relationships with other County departments for the effective and efficient delivery of services.
  2. Directs the work of subordinate staff in planning, developing, and implementing the recruiting, testing, classification, compensation, training, organizational development, and record-keeping programs; selects, trains, and evaluates subordinate staff; establishes standards, evaluates performance, and takes disciplinary actions; oversees the development, modification, and implementation of operational and administrative policies and procedures; sets and adjusts priorities in order to provide direction for subordinates.
  3. Makes studies for and recommendations to the County Administrator and the Board of Supervisors regarding changes in the classification plan, salary setting and adjustments, and like human resources matters; confers with and advises County management and employees of Civil Service regulations, County policies and procedures, and State and Federal laws and regulations which relate to human resources management activities; makes presentations to the Board of Supervisors, answering questions on technical and policy issues related to services provided by the department.
  4. Reviews and analyzes legislation, laws, and public policy and designs and modifies human resources policies to ensure that programs are current, competitive, and in compliance with legal requirements; evaluates human resources policies and programs to identify problem areas/solutions; develops and recommends changes for improvement in departmental policies and practices; directs the implementation of new revised practices or programs to improve departmental operations; receives and investigates employee complaints which come within the scope of the Civil Service System; oversees the administration of the medical and unemployment insurance programs and the maintenance of County employment records; provides technical assistance to the Civil Service Commission.
  5. Represents the County and/or department and its position in negotiations, and negotiates or directs the negotiation of contracts and agreements with labor organizations; represents the department or the County in interactions with other County departments, State agencies, and other outside organizations; serves on committees that formulate policies related to departmental services; represents the department in meetings and other forums; establishes and maintains effective and productive working relationships with representatives from other County departments; labor organizations, and outside agencies.
  6. Administers the departmental budget and directs staff in preparing and monitoring the departmental budget and developing performance measures; determines appropriate level of services; analyzes services provided to ensure cost efficiency and adequate levels of service; facilitates the review of subordinate executives' and managers' budget requests to determine the need for requested items, their priority, and alternate sources of funding; presents and defends proposed budget to Board of Supervisors.


  1. Possession of a bachelor's degree in human resources management, business or public administration, or closely related field, four years of professional human resources management experience, and considerable knowledge of contemporary human resources systems and programs; or,
  2. a combination of training, education, and experience that is equivalent to the employment standard listed above and that provide the required knowledge and abilities.

Knowledge of: contemporary, state-of-the-art, public human resources principles and practices in the areas of recruiting, testing, classification, salary and benefits administration, succession planning, equal employment opportunity, organizational development, and labor relations and negotiations; Federal, State, and case law which impact public human resources programs; current issues and trends in public human resources management; general operations and functions of local government services; the strategic role of human resources in achieving organizational goals; principles and practices of effective employee supervision, evaluation, and training; principles and practices of performance measurement, process improvement; human resources information systems; negotiation techniques; performance-based budgeting; and administrative analysis methods and techniques.

Ability to: effectively plan, organize, direct, coordinate, administer, and supervise the activities and programs of a public human resources program through subordinate staff; exercise initiative, ingenuity and good judgment in decision making and in solving administrative, technical and human resources problems; plan, organize and supervise the work of professional and administrative support staff; understand, interpret and properly apply the provisions of applicable laws, ordinances, rules, regulations, memoranda of understanding, and operating procedures; analyze administrative problems to reach practical conclusions, and institute effective changes; evaluate Countywide policy and program practices, define problem areas, and develop and direct the implementation of policy decisions and practices to improve County operations; negotiate collective bargaining agreements and implement memoranda of understanding covering wages, hours, terms and conditions of employment; establish clear departmental goals and objectives, and follow through on their attainment; provide leadership to subordinates to enable them to make decisions and respond to challenges; establish and maintain the confidence of public officials, administrators, and employees; prepare and present accurate and comprehensive reports and recommendations both orally and in writing; and deal tactfully and persuasively with others on controversial issues.

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