Assistant Human Resources Manager

Assistant Human Resources Manager

Salary: $115,182.08 - $146,983.20 Annually

Location: Santa Maria, CA

Job Type: Full-time

Job Number: 24-8146-03 (O/DSS)

Department: Social Services

Opening Date: 11/26/2024

Closing Date: 12/17/2024 5:00 PM Pacific

Description

We are currently seeking an experienced human resource professional to fill a full-time Assistant Human Resources Manager position in the County of Santa Barbara Department of Social Services.

This position is based in Santa Maria, and also requires regular travel to other offices throughout the County of Santa Barbara.  All managers within the Department of Social Services are required to work a standard Monday-Friday workweek in the office.  A regular remote work schedule is not available; however, intermittent remote work is available under certain circumstances. Occasional evening or weekend work may be required.

Under direction, oversees staff performing human resources work in the areas of recruitment and selection, benefits administration, classification and compensation, employee and labor relations, and personnel records; coordinates assigned activities with staff in other divisions and departments; provides highly responsible and complex staff assistance and administrative support to executive management staff; and performs other duties as assigned.

The Assistant Human Resources Manager reports directly to the Human Resources Manager in the Social Services Department and may oversee a team of human resources staff. The incumbent is responsible for, or assists with, a wide range of HR functions, including but not exclusively limited to: providing consultation services to staff; collaborating with department managers and supervisors to resolve personnel matters; serving as the liaison with other County Departments; conducting or assisting with disciplinary investigations; actively participating in disability management, recruitments, policy development, performance management, position control, and Diversity, Equity, and Inclusion (DEI) initiatives; and the overall administration of the Social Services Department Human Resources policies and procedures. The incumbent will also develop and oversee statistical reporting on positions, attrition, succession planning, and staff demographics. This role requires a high degree of confidentiality, accountability, and independent decision-making. Additionally, the incumbent will provide consultation and direct services to approximately 900 employees and executives in the Social Services Department.

The Department of Social Services' mission is to help our community be safe, supported and self-sufficient.   Social Services is the County’s largest Department and serves a geographically, ethnically, and economically diverse county, dedicated to supporting the dignity of social and cultural values through integrated and collaborative assessment and delivery of services to meet economic and human service needs in our community. With a staff of over 900 and a budget of approximately $240 million, Social Services serves about 40% of the Santa Barbara County population.

BENEFITS: For more information on County benefits, please visit here. In addition, applicants from other public sector employers may qualify for:

• Retirement reciprocity
• Time and service credit towards an advanced vacation accrual rate

SUPERVISION RECEIVED AND EXERCISED  

Typically reports to a Level II or III manager. Generally provides direct supervision to two or more individuals in a single work unit. Exercises direct and indirect supervision over assigned technical and administrative staff.

THE IDEAL CANDIDATE:

The Social Services Department seeks a proactive, solution-oriented, and innovative individual with strong influence and leadership skills. The ideal candidate is an independent self-starter, adept at balancing competing priorities, exercising sound judgement and decision-making, and quickly adapting to a fast-paced environment. This individual should also bring a strong, diverse background in the field of Human Resources with experience and expertise in the following areas:

• Six or more years with broad experience as a Human Resources generalist in a public sector agency with 150+ employees;
• Possession of either a SHRM, PHR, or IPMA certificate;
• Extensive Human Resources experience including, but not limited to, employee relations, investigations, performance management, recruitments, and employee training and development;
• Strong knowledge and experience working in a unionized environment, Civil Service System and/or public agency;
• Familiarity and experience interpreting and applying Memorandum of Understanding, Civil Service Rules, and other governing documents;
• Proven project management skills, with a focus on organization, prioritization, delegation, and implementation planning;
• Experience in using a Human Capital Management system;
• Intermediate to advanced skills in Microsoft Office 365;
• Strong analytical, problem-solving, and critical thinking skills;
• Ability to anticipate and critically analyze a broad range of complex problems and issues;
• Ability to apply logical thinking in gathering and reviewing information in order to design practical and legally defensible solutions;
• Exceptional written and verbal communication skills to effectively articulate and present information in a clear and concise manner;
• Strong leadership, supervisory, and interpersonal skills demonstrated across various levels of an organization.
• Experience in supervising, leading others, or leading teams.
• Customer-focused and solutions-driven approach with the ability to balance employee needs with organizational goals;
• Commitment to diversity, equity, and inclusion principles and practices.

Examples of Duties

• Advises managers and employees on complex employee relations matters, including performance issues, conflict resolution, and disciplinary actions.
• Advises and assists managers and stakeholders on Human Resources policies, processes, procedures, laws, and regulations.
• Investigates complex and non-complex cases related to work environment, workplace violence, performance, as well as harassment, discrimination, conflicts of interest, Civil Rights allegations, protected client information breaches, and retaliation.
• Provides recommendations to all levels of leadership regarding remedial and/or corrective actions resulting from investigations.
• Gathers and analyzes evidentiary information, researches and explains policies and employment laws to managers, supervisors, and employees.
• Evaluates and edits documentation associated with unionized employees, including complaint responses and disciplinary actions, applying subject-matter expertise to support an appropriate response to a variety of complex situations.
• Uses surveys, interviews, and other studies to conduct research regarding human resources policies, classification and compensation, and other employment issues.  After analyzing the information, makes a recommendation on improvements.
• Facilitates on-going communication and working relationships with employees in representative organizations.
• Prepares and analyzes detailed and complex reports and/or spreadsheets and other written materials.
• Provides guidance, support, and coordination in the consistent and effective development, implementation and application of policies, procedures, and practices of the Social Services Department’s Human Resources.
• Develops training material and provides training to employees on various human resources topics.
• Assists or leads HR special projects and performs related duties as assigned.
• Integrate marketing and communications strategies to increase recruitment outcomes.
• Collaborate and train managers and subject matter experts on the development and best practice recruitment and selection tools to obtain the most qualified candidates that match the Department’s needs.
• Find opportunities to streamline the recruitment and selection process.
• Increase the Department’s visibility as an employer.
• Develop a comprehensive marketing plan for the recruitment of various classifications within the Department.
• Guide management/supervisors and candidates through the recruitment and selection process.
• Develop plans for future recruitments that may include classification studies for appropriateness of duties, minimum qualifications, ideal candidate statements, marketing plans, and applicant testing tools and selection processes.
• Develop strategic and creative recruiting and selection methods, while ensuring compliance with federal and state laws and regulations as well as general Human Resources principles and practices.
• Work effectively with other managers and staff to move forward Department initiatives.
• Collaborate with other County Departments to find innovative process improvements.

Employment Standards

The knowledge, skills, and abilities listed below may be acquired through various types of training, education, and experience. A typical way to acquire the required knowledge and abilities would be:
 

• Equivalent of a bachelor's degree from an accredited four-year college or university in human resources, organization development, public or business administration, or related field AND,
• Three (3) years of progressively responsible experience in a related field at a professional or supervisory level.

Additional Requirements

For specific positions, possession and maintenance of a valid California driver’s license and the ability to meet automobile insurability requirements of the County or the ability to provide suitable transportation needs as a condition of continued employment.

Knowledge of:

• Principles and practices of assigned human resources operational area(s), including, but not limited to, benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection.
• Principles and practices of human resources project and program administration.
• Applicable Merit System Rules, Memoranda of Understanding (MOU), federal, state, and local laws, codes, and regulations governing employment practices.
• Principles and practices of public administration and program management, including strategic planning, implementation, and evaluation.
• Management principles, practices, and techniques.
• Principles and practices of fiscal management and budgeting.
• Principles and practices of program planning and administration.
• Personnel management principles and practices, including employee supervision, training, and evaluation.
• Principles and practices of group facilitation, conflict resolution, and consensus building.
• Principles and practices of procurement and contract administration.
• Principles and techniques of effective oral presentations.
• Applicable federal, state, and local laws, codes, regulations, and standards.
• Business systems, equipment, and applications relevant to the area of assignment.

Ability to:

• Effectively administer benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection program and activities.
• Effectively applying employment policies, procedures, regulations, and laws related to employment.
• Provide counsel and policy interpretation to employees, supervisors, and managers.
• Manage assigned operations/programs; ensure ongoing compliance with strategic objectives and performance measures.
• Develop and implement policies and procedures.
• Manage and evaluate assigned staff, including training, coaching, participating in the development of goals and strategic objectives, coordinating deadlines, prioritizing work demands, and assigning/monitoring work.
• Analyze and evaluate operational programs, projects, and procedures.
• Plan, organize, coordinate, and supervise changes and improvements in public agency projects and studies.
• Manage budgets, contracts, grants, and resource allocation.
• Interpret, monitor, and report financial information and statistics.
• Oversee the implementation of, and adherence to, quality assurance activities and standards.
• Research, recommend, and implement industry trends, solutions, and best practices.
• Resolve complex problems within area of assignment.
• Prepare and oversee the preparation of reports, grant proposals, documents, and presentations.
• Make presentations to stakeholders, elected officials, County leadership, and the public.
• Collaborate with program stakeholders, elected and appointed boards, the public, and internal leadership.
• Interpret and apply applicable laws, codes, regulations, and standards.
• Communicate effectively, clearly, and concisely.
• Establish and maintain effective working relationships with a diverse range of individuals, including but not limited to coworkers, subordinate staff, supervisors, other managers, professional agencies, and the general public.

ADDITIONAL INFORMATION

• May be required to work a varied schedule of hours, which may include evenings, weekends, and holidays.
• Completion of a background investigation to the satisfaction of the County may be required for some assignments.

Supplemental Information

Application & Selection Process

• Review applications and supplemental questionnaire to determine those applicants who meet the employment standards.
• Application Ranking – Applications that meet the employment standards will be evaluated and scored. Candidates’ final score and rank on the eligibility list will be determined by the information provided on their application based on the Ideal Candidate Statement of this bulletin. This process may be eliminated if there are fewer than [11] qualified candidates.

Candidates must receive a percentage score of at least 70 on the application ranking to be placed on an employment list. An adjustment may be made to raw scores based on factors listed in Civil Service Rule 6. Those candidates who are successful in the selection process will have their names placed on the employment list for a minimum of three months. At the time the employment list is established, all candidates will receive an email notice of their score on the examination, rank on the employment list, and duration of the employment list.

REASONABLE ACCOMMODATIONS:

The County of Santa Barbara is committed to providing reasonable accommodation to applicants. Qualified individuals with disabilities who need reasonable accommodation during the application or selection process should contact the recruiter listed on the job posting. We require verification of needed accommodation from a professional source, such a Medical Provider or a learning institution.

Conditional Job Offer: Once a conditional offer of employment has been made, candidate will be required to successfully complete a background check, which includes a conviction history check, and satisfactory reference checks. The appointee will be subject to a post-offer medical evaluation or examination. The appointee must satisfactorily complete a one-year probationary period.

Recruiters will communicate with applicants by e-mail during each step in the recruitment process. Applicants are reminded to check spam filters continuously during the Recruitment & Selection Process steps listed above to ensure they do not miss required deadlines.

Disaster Service Worker:  Pursuant to Governmental code section 3100, all employees with the County of Santa Barbara are declared to be disaster service workers subject to such disaster service. Activities as may be assigned to them by their superiors or by law.

Statement of Commitment

The County of Santa Barbara is dedicated to cultivating and sustaining an environment that exhibits equity and inclusion everywhere, and at all levels of our organization. The County believes equity is a fundamental principle that must be imbedded in policies, institutional practices and systems. The County recognizes the negative impacts of systemic racism and is committed to eliminating the barriers affecting Black, Latinx, Indigenous, Asian, and socioeconomically disadvantaged community members, as well as people of other diverse racial and ethnic backgrounds. We envision a world where society and its systems (e.g. education, criminal justice, and health care, housing, the economy) are just, fair, and inclusive, enabling all people to participate and reach their full potential.

We celebrate community and employee diversity, strive for inclusion and belonging, and promote empowered participation. We aspire to build a workforce that is reflective of these values and the communities we serve. We are proud to be an equal opportunity employer and will resolutely uphold federal, California state law and/or Santa Barbara County ordinances.

We believe equity and inclusion are vital to fulfill the County’s mission and to embody a culture of “One County, One Future.” Expanding the full range of employee talent allows the County to deliver our best to all our community members.

We believe in the dignity and humanity of all people. We strive for a healthy and prosperous society that promotes all people having equitable access and opportunity.

APPLICATION DEADLINE: Tuesday, December 17, 2024, at 4:59 p.m. PST, postmarks not accepted. You can view job postings and apply online 24 hours a day at www.sbcountyjobs.com.

Please contact Andrea Johnson, Interim HR Manager, with any questions about this position:

• (805) 346-7321
• ajohnso@countyofsb.org

Chanel Y. Turner, Talent Acquisition Analyst, cturner@countyofsb.org

To apply: https://apptrkr.com/5845380

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• County of Santa Barbara Department of Social Services