HUMAN RESOURCES DIRECTOR

Job Specifications

Class Code:	VG9
Analyst:	TC, JES

Date Originated:
Dates Revised:	7/82, 1/08, 7/25

SANTA CRUZ COUNTY

DEFINITION

Subject to legislative and administrative determination of policy, to manage the human resources program for Santa Cruz County; and to do other work as required.

DISTINGUISHING CHARACTERISTICS

This is a single position class under the County Executive Officer with responsibility for administration of the human resources program of the County, including recruitment and examination, employee training, equal employment opportunity, employee contract negotiations, salary and classification administration, and Risk Management programs such as employee benefits, workers’ compensation, liability, loss prevention and claims. The incumbent is responsible to the County Executive Officer for the overall administration of the department, including the provision of staff support for negotiations and the day-to-day administration of the department, including employee relations, salary, compensation, leave and insurance provisions. The incumbent also serves as secretary to the Civil Service Commission, and has responsibility for administration of the County Civil Service System.

TYPICAL TASKS

Confers with the County Executive Office, Civil Service Commission, the Board of Supervisors, department heads and employee groups regarding general and specific human resources needs and problems; develops goals, objectives and plans for carrying out departmental functions, consistent with overall County goals; evaluates the effectiveness of existing operations; develops and executes plans for the organization, direction and improvement of departmental services; recommends plans for the establishment of new services, abolishment of services or major changes in methods that services are provided; directs all activities of the human resources department in accordance with the County Civil Service Ordinance and the rules and established policies of the Civil Service Commission; promotes understanding of the objectives and methods of the merit system among County officials, employees and the general public; directs the development and maintenance of the position classification plan; directs the administration of a civil service-based recruitment program; directs the preparation and administration of examinations; prepares agenda, attends commission meetings and acts as secretary to the Civil Service Commission; may act as a labor negotiator for the County; meets and confers with representatives of recognized employee organizations relating to employment conditions and employer-employee relations; directs the collection and interpretation of salary, compensation and benefit data and prepares appropriate recommendations for revisions; directs the planning and implementation of the County employee training program; directs through subordinate manager the administration of a comprehensive risk management program; directs the implementation and maintenance of an employee performance evaluation system; selects and evaluates the work of subordinate supervisory and administrative staff; directs and participates in the formulation and preparation of the departmental budgets; prepares periodic reports concerning various services, projects and operations.

EMPLOYMENT STANDARDS

Knowledge of:

Thorough Knowledge of:

• Principles and practices of public human resources administration;
• Principles and practices of effective supervision;
• Principles and practices of employee contract negotiations.

Working Knowledge of:

• The principles and practices of employee relations, and of the provisions and applications of the Meyers-Milias-Brown Act;
• The principles of recruitment and examination;
• The principles of classification and salary administration;
• Employee evaluation systems;
• The principles of administrative analysis and office management;
• The principles of staff development and employee training;
• Government insurance and self-insurance programs;
• Equal Employment Opportunity/Non-Discrimination concepts and regulations;
• Budget administration

• Risk Management functions and programs.

Ability to:

• Exercise initiative, ingenuity and sound judgment in solving difficult administrative, technical and human resources problems.
• Evaluate departmental programs, policies and practices; define problem areas; develop and direct the implementation of policy decisions and practices to improve departmental operations.
• Understand and interpret to others the aims, concepts, principles and practices of human resources management.
• Coordinate departmental activities with other departments and agencies.
• Implement memoranda of understanding covering wages, hours, terms and conditions of employment.
• Negotiate a collective bargaining agreement.

TRAINING AND EXPERIENCE

Any combination of training and experience that would provide the required knowledge and abilities is qualifying. A typical way to obtain the knowledge and abilities would be:

• Graduation from college with a major in public administration, human resources administration, business administration, or a related field; and five years of professional human resources experience, three years of which should have been in a supervisory capacity in a public agency.

Bargaining Unit: 04

EEOC Job Category: 01

Occupational Grouping: 87

Workers’ Comp Code: 0053