Human Resources Manager
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Definition/Description
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This senior-level management position oversees the full spectrum of Human Resources operations, ensuring organizational success through strategic guidance and operational excellence. This role serves as a senior-level decision-maker and advisor to executive management, leveraging advanced analytical expertise and strategic communication to shape organizational policy. The position leads a professional team in the architecture and execution of high-impact HR initiatives and programmatic decisions, ensuring rigorous compliance and divisional alignment.
DISTINGUISHING CHARACTERISTICS:
The classification is distinguished from the Human Resource Analyst series by its broader scope of responsibility and the requirement of a higher level of specialized expertise in managing complex HR initiatives.
As a single-incumbent management role, this position is responsible for the strategic and operational administration of the Court’s Human Resources Division. The incumbent provides comprehensive oversight across Employee Services and Operations, Training and Organizational Development, and the Workers’ Compensation Program. Additionally, the role is responsible for managing Reasonable Accommodations, fostering Employee and Labor Relations, and ensuring overall Governance and Compliance within the division.
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Typical Tasks/Representative Duties
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- Drive informed management decisions through the expert analysis of employment statutes and collective bargaining agreements, ensuring that departmental actions are operationally consistent.
- Optimize team efficiency and leadership alignment by advising senior management on operational constraints and directing staff to work at full capacity, ensuring that decision-making remains consistent with labor agreements and job specifications.
- Execute full supervisory responsibilities, including workload distribution, performance evaluations, disciplinary actions, and conflict resolution.
- Supervise the administration of the Workers’ Compensation program and the Reasonable Accommodation (ADA/FEHA) interactive process; ensure the Court’s compliance with legal mandates while mitigating organizational risk through proactive case management and return-to-work strategies.
- Drive equitable workplace outcomes by offering expert strategy on performance standards and disciplinary frameworks, while proactively managing grievances to maintain stable labor-management relations.
- Spearhead policy innovation and process modernization, creating high-accountability monitoring structures that verify departmental compliance and streamline divisional workflows.
- Design and implement comprehensive employee training and professional development programs to foster workforce growth.
- Perform related professional-level duties as required to support the strategic goals of the Human Resources Division.
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Employment Standards/Typical Qualifications
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- Bachelor’s degree in human resources, Business Administration or related field is required;
- At least five (5) years of human resources experience & 3 years of increasingly complex supervisory experience is required.
- A Master’s degree in Business Administration or a closely related field may be substituted for one year of the required professional experience.
CORE PROFESSIONAL COMPETENCIES
- Exceptional verbal and written communication skills, with the ability to present complex HR strategies to diverse stakeholders.
- Advanced analytical skills dedicated to integrating risk analysis into the resolution of structural challenges and transforming HR metrics into scalable, data-informed strategies that optimize organizational performance.
- Sophisticated interpersonal skills with a proven track record in high-stakes labor negotiations, conflict mediation, and relationship management.
- Advanced organizational skills and attention to detail, ensuring the integrity of HR records, audits, and compliance reporting.
- Demonstrated ability to manage high-pressure priorities and meet critical deadlines through effective delegation and resource planning.
- Strong supervisory capabilities with a focus on mentoring professional staff, fostering accountability, and building high-performing teams.
- Formal training and practical experience in spearheading Diversity, Equity, and Inclusion (DEI) initiatives that align with organizational values and culture.
- A flexible management style with the ability to adapt HR strategies to the evolving needs of the workforce and the organization.
- Thorough and up-to-date knowledge of state and federal employment laws, industry standards, and regulatory compliance.
- Advanced proficiency in Microsoft Office Suite and specialized HRIS platforms, with the aptitude to leverage emerging HR technologies.
- Cultivate and maintain effective, professional relationships with diverse groups to facilitate cooperation and achieve organizational objective
WORKING CONDITIONS
The work environment is generally clean inside buildings with limited exposure to dust, fumes, odors, and noise. Incumbents will be working under sometimes difficult and stressful conditions with frequent deadlines and expectation to produce high quality work under limited time constraints as well as periodic contact with angry and confrontational individuals. The ability to work independently as well as closely with others is required.
Specific tasks and duties may vary between assignments; however the following are considered essential functions: sitting, stooping, kneeling, crouching, reaching, standing, walking, pushing, pulling, lifting, fingering, grasping, talking, hearing, seeing, and repetitive motions.
- Incumbents generally work in a typical office environment with adequate light and temperature
- Exerting up to 10 pounds of force occasionally and/or a negligible amount of force to lift, carry, push, pull or otherwise move objects
- Frequent and ongoing use of a computer terminal to conduct a variety of the more advanced clerical functions and communications
- Working within time constraints and under pressure in some situations
- Standing and sitting for long periods is periodically required
- Excellent interpersonal and written communication skills are an essential job function
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Supplemental Information
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EXAMINATION:
A screening panel will be convened to select those applicants deemed most qualified to participate in a written and/or oral examination. The examination process will include one or more of the following: application appraisal, written examination, and oral examination.APPLICATION REQUIREMENTS:
This recruitment requires the submission of an on-line application. No paper applications will be accepted. Completion of the supplemental questionnaire is required. An electronic copy of your Resume must also be submitted as an attachment to this application submission.
