County of Alameda

Deputy Director, Human Resource Services (#0290)

$73.51-$89.60 Hourly / $5,880.80-$7,168.00 BiWeekly /
$12,741.73-$15,530.67 Monthly / $152,900.80-$186,368.00 Yearly


DESCRIPTION
 Under general direction, assists the Director, Human Resource Services in the administration and coordination of the work of the Human Resource Services Department, acts for the Director, Human Resource Services in his/her absence or as designated, and performs related work as required.

DISTINGUISHING FEATURES

This single position class, located in the Human Resource Services Department, reports to the Director, Human Resource Services. The incumbent will be responsible for assisting in planning, organizing, directing and reviewing the activities of the Human Resource Services Department including employee and labor relations, recruitment and selection, equal employment opportunities, classification and compensation, employee benefit administration, HRIS and career development and training, and will provide highly responsible and complex administrative support to the Director, Human Resource Services.

EXAMPLES OF DUTIES

NOTE: The following are the duties performed by employees in this classification. However, employees may perform other related duties at an equivalent level. Each individual in the classification does not necessarily perform all duties listed.

1. Provide highly responsible administrative and management assistance to the Director of Human Resources Department in planning, organizing, directing and reviewing all functions and activities of the Human Resources Department.

2. Direct, supervise, and guide assigned Departmental staff by establishing departmental goals, policies and performance standards, conducting periodic evaluations for the staff members' performance, and counseling staff members regarding their performance and career development consistent with the departmental mission and expectations.

3. Consult with and advise other County staff and the public regarding countywide Human Resources policies and procedures, and participate in the development of standards and programs relating to these policies.

4. Monitor the County Equal Opportunities Program and other related policies to ensure compliance with federal, state, and local legislation and best practices.

5. Consult with other department managers on all aspects of department services; discuss organizational problems, develop alternatives and strategies for dealing with those problems; assist in implementation of solutions, as necessary.

6. Direct and counsel staff in the planning, resource allocation, budgeting and record systems needed to meet the Department's diverse responsibilities.

7. Assist in the preparation and administration of the Department budget.

8. Perform a variety of special assignments, prepare complex analytical and statistical reports in all areas of Human Resource Management, as assigned.

9. Act as the Director, Human Resource Services in his/her absence.

10. Perform related duties as assigned.


MINIMUM QUALIFICATIONS

Experience and Education:

Any combination of education and experience that would likely provide the required knowledge, skills and abilities is qualifying. A typical way to qualify is:

Five years of increasingly responsible professional experience performing a wide variety of duties related to human resource management, one full year in a senior level administrative or management and supervisorial position.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS
NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Examples of Duties” section of this specification.

Knowledge of:

• All aspects of human resource administration including appropriate methods, procedures, and technical expertise.
• Collective bargaining/negotiations process.
• Pertinent state and federal laws and regulations regarding human resource management, EEO, Affirmative Action and the collective bargaining process.
• Organizational, administrative, and management principles and practices.
• Supervisory techniques, resource allocation, planning and budgeting.
• Employer-employee relations issues including but not limited to disciplinary action procedures.
• California and Federal employment law and guidelines applicable to public sector.


Ability to:

• Learn the County's operations, employment needs, and organizational structure.
• Assist in directing and coordinating all aspects of human resource administration.
• Supervise, train, and evaluate the work of professional, technical and clerical staff.
• Analyze and evaluate statistical data and reports related to human resource management/employee relations.
• Interpret, apply, and explain County policies and state and federal legislation related to departmental services.
• Negotiate agreements between individuals and groups of individuals.
• Establish and evaluate policies, procedures and controls related to the County's employee programs.
• Prepare a variety of complex analytical reports and documentation.
• Represent the County under diverse circumstances and prepare, and deliver oral presentations to small and large groups.
• Effectively and persuasively communicate both orally and in writing.
• Identify existing or potential problems, secure relevant information relating data from a variety of sources, determine probable causes and effect appropriate solutions.
• Successfully develop, control, and monitor Human Resource Services Department budget including increasing revenue and minimizing expenditures.
• Utilize appropriate interpersonal styles and methods of communication to gain acceptance, cooperation, or agreement of a plan, activity, and/or program idea.
• Establish and maintain effective work relationships with those contacted in the performance of required duties.

CLASS SPEC HISTORY
RMP:db
ll/89
RSS:pb
Revised: 11/91
1120h
co:updated 5/26/00
Doc. under: 0290A.doc Jobspecs/Newspecs
Csc date: 9/16/98
RE:cs Revised 7/7/16
CSC Date: 7/20/16

BENEFITS

Alameda County offers a comprehensive and competitive benefits package that affords wide-ranging health care options to meet the different needs of a diverse workforce and their families. We also sponsor many different employee discount, fitness and health screening programs focused on overall well being.  These benefits include but are not limited to*:

For your Health & Well-Being

  • Medical – HMO & PPO Plans
  • Dental – HMO & PPO Plans
  • Vision or Vision Reimbursement
  • Share the Savings
  • Basic Life Insurance 
  • Supplemental Life Insurance (with optional dependent coverage for eligible employees)
  • Accidental Death and Dismemberment Insurance 
  • County Allowance Credit
  • Flexible Spending Accounts - Health FSA, Dependent Care and Adoption Assistance
  • Short-Term Disability Insurance
  • Long-Term Disability Insurance
  • Voluntary Benefits - Accident Insurance, Critical Illness, Hospital Indemnity and Legal Services
  • Employee Assistance Program

For your Financial Future

  • Retirement Plan - (Defined Benefit Pension Plan)
  • Deferred Compensation Plan (457 Plan or Roth Plan)

For your Work/Life Balance

  • 11 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • Employee Mortgage Loan Program
  • Group Auto/Home Insurance
  • Pet Insurance
  • Commuter Benefits Program
  • Guaranteed Ride Home
  • Employee Wellness Program (e.g. At Work Fitness, Incentive Based Programs, Gym Membership Discounts)
  • Employee Discount Program (e.g. theme parks, cell phone, etc.)
  • Child Care Resources
  • 1st United Services Credit Union 

*Eligibility is determined by Alameda County and offerings may vary by collective bargaining agreement.  This provides a brief summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three days of management paid leave. Exempt management employees are entitled to up to seven days of management paid leave.