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Human Resources Manager, Departmental

Salary: N/A

DEFINITION: Under administrative direction, plans, organizes, directs, and manages departmental human resources activities, including representing the home department in interactions with the County Human Resources Department, other County departments/divisions, such as Risk Management, Auditor-Controller, Retirement, Affirmative Action, and related committees and commissions; advises management and staff on human resources-related issues and develops/coordinates departmental human resources policies and procedures; serves as a member of the department's senior management team; and performs related duties as assigned.

DISTINGUISHING CHARACTERISTICS: This management classification is distinguished from the Human Resources Analyst class series in that incumbents are responsible for managing the entire human resources function for a single, large County department, whereas incumbents in the Human Resources Analyst series provide human resources services to all County departments.


1. Acts as liaison between the home department and the Human Resources Department, facilitating human resources actions such as recruitments and certifications, classification studies, medical exam issues, and labor-relations matters; prepares written narratives, Board letters, departmental policies, procedures, and staff reports; advocates the department's position on human resources-related matters, orally or in writing; reviews human resources documents, such as performance evaluations, injury reports, etc. submitted by departmental staff to ensure compliance with agency rules, policies, and procedures as well as with state and federal employment law.
2. Analyzes departmental staffing requests; assists in determining appropriate staffing for department as part of the departmental management team; advises management team on staffing change implications; and manages departmental position control system.
3. Counsels managers, supervisors, and line employees regarding employment-related policies, procedures, rules, laws, and regulations; advises supervisors and managers on appropriate supervisory practices; explains departmental decisions on human resources-related matters; analyzes operational problems and develops solutions; recommends and interprets human resources policies to meet departmental goals; writes procedures to implement departmental policies and strategies; reviews departmental hiring decisions for compliance with County and departmental policies and procedures; develops, coordinates, and may conduct mandated and other training programs for departmental staff.
4. Represents the department on a variety of human resources-related committees and before commissions to ensure that departmental concerns and issues are raised and addressed; responds to human resources-related inquiries by state and federal regulatory agencies; may serve the home department in a variety of human resources-related capacities, including but not limited to: training coordinator, safety officer, back-to-work coordinator, discrimination/harassment complaint investigator, and affirmative action coordinator.
5. Investigates claims of discrimination and harassment within the department, prepares reports of findings, and makes recommendations for action; arbitrates employee complaints and formal grievances.
6. Supervises clerical and support staff responsible for processing paperwork associated with payroll, human resources, and risk management functions; interviews, selects, and trains staff; sets performance standards and evaluates staff; reassigns staff resources to meet human resources division goals and objectives; takes disciplinary actions with regard to human resources division staff within the department.
7. Develops and administers annual budget for assigned unit(s); monitors budget expenditures.

EMPLOYMENT STANDARDS: Possession of a bachelor's degree in business or public administration, behavioral or social sciences, or a closely related field; and,

1. Two years of journey-level professional experience as a human resources generalist, preferably in a public agency, that included work in recruiting, classification, human resources consultation to internal customers, Affirmative Action/Equal Employment Opportunity, and employee relations support; or,
2. two years of experience performing duties equivalent to a Human Resources Analyst II with Santa Barbara County; or,
3. a combination of training, education, and experience that is equivalent to one of the employment standards listed above and that provides the required knowledge and abilities

Additional Qualifications: Possession of a valid California Class C Driver's License may be required for some positions in this class. Independent travel is required.

Knowledge of: principles and practices of human resources management, including but not limited to recruiting, examination, classification, compensation, and equal opportunity and affirmative action; federal and state employment laws; principles and practices of supervision and performance appraisal; basic budget preparation; incident investigation techniques; English grammar and usage; and public presentation and facilitation techniques.

Ability to: gather, integrate, and analyze data to identify departmental needs and recommend a course of action; interpret and apply provisions of state and federal employment laws; learn, interpret, and apply County's Civil Service rules, memoranda of understanding, and related policies and procedures; establish and maintain working relationships with a wide variety of people, including colleagues, subordinates, and representatives of other agencies; exercise tact and diplomacy; demonstrate professional conduct in highly sensitive or volatile situations; work effectively in conflict situations; maintain objectivity and confidentiality; prepare a variety of written documents; learn to use a variety of office automation software; provide effective explanations of complex subjects; organize, assign, coordinate, prioritize, and delegate the work of self and others; establish performance standards and evaluate work; speak persuasively before groups to gain cooperation and achieve consensus; develop and conduct staff training and development programs.

Desirable Qualifications: Knowledge of public human resources practices and procedures, including merit systems, civil service rules and commissions, memoranda of understanding, and labor-relations issues.

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