Departmental Human Resources Officer II

• A strong leader. You will develop and maintain effective working relationships with your team and lead by example.

• A strong relationship builder. You will need to establish relationships across divisions, departments and with external agencies.

• A strong motivator and supporter. You will need to encourage and support your line supervisors who are responsible for providing day-to-day supervision of Personnel/Payroll staff.

• Organized and results driven. You will need to balance multiple priorities and know when it is appropriate to delegate.

• Able to demonstrate empathy while maintaining objectivity. You will need to demonstrate your understanding of the human side of human resources, keeping in mind the department and the county’s interests as well as resolving employee conflict and showing compassion to staff.

• Able to adapt to constant change. You will need to be flexible and able to shift priorities quickly as needs change.

• Able to uphold Personnel’s role in following County directives. You will need to ensure that Personnel follows directives from the County Human Resources Department, which is responsible for administering County human resources processes and procedures.

• Advising directors, deputies, and management teams on human resources management issues and formulation of departmental policies and procedures

• Planning, organizing, and directing the activities of the department’s human resources management program and labor relations.

• Planning, directing, and coordinating work activities of subordinates and staff relating to employment, compensation, employee relations, leave administration, and safety

• Representing the Department in employee relations and negotiation activities

• Monitoring and reviewing personnel activities for consistency and propriety with regard to the Department’s goals, policies, and procedures

• Overseeing nondiscrimination, affirmative action, and equal employment opportunity programs

• Strategic Influence on HR and Departmental Policies: Serving on the Executive Team, The Departmental Human Resources Officer II (DHRO II) plays a crucial role in shaping departmental policies, employee relations, and organizational culture. This level of influence can be rewarding for someone who enjoys making impactful, high-level decisions.
• Diverse and Complex Responsibilities: The role covers a wide range of HR functions, from recruitment and employee relations to labor negotiations and organizational development. This diversity keeps the work engaging and offers opportunities to develop and apply a broad HR skill set.
• Opportunity for Leadership and Mentorship: Supervising both direct HR staff and Departmental Human Resources Supervisors, the position offers ample opportunities to lead, coach, and mentor others, which can be fulfilling for someone who enjoys helping others grow professionally.
• High Impact within Large County Departments: This position operates in some of the largest county departments, such as Health Services and Employment and Human Services, meaning the work affects a significant number of employees and ultimately influences county-wide initiatives.
• Advancing Technology and Modern Practices: The role allows for advancing and implementing HR technology solutions, streamlining HR processes, and modernizing the HR approach within the department. This can be particularly exciting for someone passionate about innovation in public sector HR.

• Managing Complex Labor Relations: Overseeing labor negotiations and employee relations for large, diverse departments can be challenging, especially when balancing employee needs with organizational goals and policies under union regulations.

• High Expectations and Accountability: As the DHRO II on the Executive Team, there’s a high level of visibility, responsibility, and pressure to make sound decisions in alignment with department and county objectives.

• Navigating Public Sector Bureaucracy: Working in a large public agency often involves adhering to complex regulations, policies, and systems, which can slow down decision-making and project implementation.

• Balancing Multiple, Competing Priorities: The role requires juggling a wide variety of tasks, from overseeing recruitment processes to addressing labor relations issues, which can be demanding and require strong prioritization skills.

• Maintaining Objectivity and Fairness: Administering the department’s personnel program while maintaining objectivity can be challenging, especially in cases that involve sensitive employee issues or conflicting stakeholder interests.

To read the full job description, please visit: CCC Job Opportunities | DHRO II

Education: Possession of a Bachelor’s Degree from an accredited college or university with a major in Business or Public Administration, Social or Behavioral Science, Human Resources Management, Organizational Development, or a closely related field.
 
Experience: Four (4) years of full-time or its equivalent personnel management experience which included responsibility for conducting or participating in negotiations with labor organizations on issues pertaining to employer/employee relations, and the performance of departmental personnel functions, at least two (2) years of which must have been in a public agency in a supervisory capacity.

Desirable Qualifications:

• Master’s Degree in Human Resources, Public Administration, or Organizational Development: Advanced education in these fields would provide a deeper understanding of the theoretical and practical aspects of managing complex HR systems.

• Certification in Human Resources (e.g., SHRM-CP, SHRM-SCP, or PHR/SPHR): Recognized HR certifications demonstrate professional credibility and a commitment to staying current with HR best practices.

• Experience in Labor Relations in a Public Sector Setting: Extensive experience in labor relations, particularly within a unionized public agency, would be beneficial for handling negotiations and employee relations in a large, regulated department.

• Knowledge of California Employment Laws and the Merit System: Familiarity with California-specific employment laws and the Merit System would be an asset, especially in navigating public sector regulations and compliance requirements.

• Experience with HR Information Systems (HRIS) and Technology Implementation: Practical experience in utilizing HRIS and other HR-related technology would support process improvements and enhance efficiency in HR operations.

• Project Management Certification (e.g., PMP): Formal training in project management would be advantageous for overseeing departmental HR projects and initiatives from planning through execution.

• Experience in Organizational Development and Change Management: Background in these areas would support the department’s goals for continuous improvement, staff development, and effective change management strategies.