County of Alameda

Human Resource Services Division Manager (#0294)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$77.81-$94.58 Hourly / $6,224.80-$7,566.40 BiWeekly /
$13,487.07-$16,393.87 Monthly / $161,844.80-$196,726.40 Yearly

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DESCRIPTION

Under general supervision, develops, plans, organizes, administers, and directs the activities of a centralized Human Resource Services (HRS) Department division that has countywide impact and responsibility; develops and implements division and program goals, policies, and priorities; provides highly responsible and complex human resources consultation and administrative support to agency/department senior managers and executives within the assigned division’s specialty; and performs related duties as required.

DISTINGUISHING FEATURES

The HRS Division Manager classification is located only in the HRS Department and reports directly to the HRS Director. Employees have full functional management responsibility for the respective division, having a countywide impact. This is a senior-level leadership position and is distinguished from the first-line supervisory HRS classifications by the division management oversight of a centralized human resources discipline of countywide significance. It is further distinguished from the Director of HRS which has overall leadership responsibility for the centralized HRS Department.

EXAMPLES OF DUTIES

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

1. Manages a centralized HRS division of countywide scope and significance and directs and oversees the staff, programs, and activities of one (1) of the following divisions: Administrative Services, Benefits, Personnel Services, and the Training and Education Center.

2. Partners with other HRS division managers and serve as a member of the HRS senior leadership team by participating in various strategic and workforce planning activities associated with centralized human resource functions and disciplines.

3. Partners with and assists in the development, modification, and implementation of human resources, business, and strategic plans of other County of Alameda (County) agencies/departments in support of County executives and their staff.

4. Participates in the selection of division personnel; is responsible for training and performance management of supervisory, professional, and support staff; prepares and participates in completing staff performance evaluations and makes and/or recommends and reviews subordinate supervisors’ recommendations on staff retention, assignment, discipline, and promotions.

5. Assists in the development and ongoing review of the annual budget for assigned division; performs complex human resources related research and studies to support organizational change initiatives; and prepares various and highly complex reports related to centralized human resource and provision of division services.

6. Interprets and explains applicable provisions of the County Charter, Civil Service Rules, codes and ordinances, personnel policies, and any other County policies and procedures relating to workforce management to public officials, County agency/department heads, managers, employees, labor representatives, and the general public.

7. Prepares complex analytical and statistical reports in all areas of Human Resource Management, as assigned.8. May act in the absence of the Director of HRS or as assigned.

When assigned to Administrative Services:

9. Plans, administers, and oversees staff and complex professional services for the Administrative Services Division of the HRS Department including budget reporting, personnel and payroll, Equal Employment Opportunity, purchasing, contracts management, building management.

10. Provide oversight of the Countywide Temporary Assignment Program, which includes managing the budget; oversees the analysis of current and projected revenues and expenditures; prepares data for presentation to the Board of Supervisors; and manages contracts with supplemental temporary vendors.

11. Provide oversight for the Human Resource Information Systems (HRIS) Unit in the Countywide implementation, maintenance, and county user support of HR related applications; and plans, coordinates, and applies annual and special Cost of Living Adjustments (COLA) as per MOU negotiations.”

When assigned to Benefits:

12. Plans, administers, and oversees activities and staff of the Employee Benefits Center which includes countywide responsibility for administering centralized benefit services countywide.

13. Provides overall direction for the County’s employee benefit programs, benefits consultants and third-party administrators. Directs negotiations with benefit providers to negotiate rates and levels of service; makes recommendations on plan design and costs; reviews and assesses benefit-related changes in union contracts, and other official County documents and takes appropriate action in updating/changing existing eligibility rules, benefit plans, and programs; and plans, organizes, and directs the annual County Open Enrollment and Benefits Fair.

14. Provides overall direction and strategic oversight of the County Wellness Program, which promotes the health, well-being, and engagement of County employees. Ensures comprehensive wellness initiatives are aligned with the County’s goals, managing wellness program staff and resources, and fostering partnerships with internal agencies/departments and external providers.

When assigned to Personnel Services:

15. Plans, administers, and oversees staff and activities of the centralized Personnel Services Division which includes countywide recruitment, examination, selection, classification, compensation, and certification functions.

16. Provides overall direction for centralized recruitment, examination, and selection functions to comply with County, state, and federally imposed employment standards; oversees test validation and the preparation of oral, written, performance, and other forms of examinations; review examination plans and material prepared by professional staff, outside test services, or subject matter experts involving unusual examining problems or approaches; approve and recommend such plans.

17. Provides overall direction for centralized classification functions; determines classifications and occupational groupings; reviews findings of job audits and approves the tentative allocation of positions, class concept changes, and modifications in class series; manages group and/or individual studies of positions leading to the allocation of existing classes, the revision of existing classes, or the creation of new classes and the revision or writing of class specifications; participates in classification hearings and make recommendations to the Civil Service Commission (CSC).

When assigned to Training and Education:

18. Develops and directs the design of business, strategic, and marketing plans for the successful operation of the Training and Education Center (TEC) in its role as the leading-edge source for innovative learning in the County and the community it serves.

19. Directs the preparation and administration of the TEC’s budget; develops and directs the successful operation of separate businesses (services and products) which are provided through the TEC; and evaluates revenue potential, manages costs, and invests resources for the enhancement of services and products for internal and external customers.

MINIMUM QUALIFICATIONS

Education:

Possession of a bachelor’s degree from an accredited college or university with major coursework in human resource/personnel administration, public or business administration, political science, industrial psychology, psychometrics, or a closely related field.

AND

Experience:

The equivalent of three (3) years of full-time supervisory experience managing and overseeing the activities and staff of a human resources discipline in one (1) of the following areas: benefits; recruitment/selection and classification/compensation; administrative services; training and organizational development; or Civil Service with countywide responsibilities.

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:

Principles of public administration, management, organizational analysis, and development.
Human resources services including employee benefits, disability management, classification, compensation, recruitment, examination, selection, training, education, and professional development functions.
Principles and techniques of managing public human resources and administrative activities.
Principles and methods of designing benefit structures and plans.
Disability management principles, practices, strategies, and related laws.
Principles of classification and compensation structures, and concepts.
Principles and techniques of employee recruitment and selection, including exam validation.
Principles and methods of organizational development, intervention, and training, including curriculum, instructional, and business plan development.
Principles and practices of management, supervision, and training.
Federal, state, and local laws, rules, and guidelines relating to the hiring process and other areas of personnel-related activities.
Professional/technical principles and practices, including countywide and HRS procedures/policies, and federal and state rules and regulations.
Modern office methods and procedures, including office automation.

Ability to:

Communicate and listen effectively and respond in a timely, effective, positive, and respectful manner.
Prepare and deliver organized, clear, and concise public presentations.
Identify and understand issues and problems; analyze and resolve problems from both the detailed and strategic perspectives.
Use effective approaches for choosing a course of action and make decisions using sound judgment.
Evaluate priorities and effectively plan, organize, and prioritize work under deadlines and multiple demands.
Manage centralized countywide programs through delegation and subordinate supervisors.
Effectively use and apply planning, organizational, and management control.
Lead by example; promote a cooperative and innovative work environment; identify a clear vision and direction; and empower and enable organization members to carry out and implement that vision.
Supervises subordinate supervisory and professional staff.
Demonstrate interpersonal and cultural sensitivity.
Be flexible; willing and able to respond to changing circumstances and expectations.
Compile, analyze, and evaluate statistical data.
Interpret, explain, and ensure compliance with complex laws, rules, ordinances, policies, and contracts.
Model excellence and demonstrate high ethical standards.
Work effectively and collaboratively with department staff, subordinates, stakeholders, agencies, outside government agencies, and the public.

CLASS SPEC HISTORY

Newspecs: 0294

RE: jf 8/24/2017

CSC Date: 9/13/17

RE:sa Revised/Retitled 07/14/2021

Old Title: Human Resources Division Manager

CSC Date: 07/28/2021

RE:saa Revised 03/07/2023

CSC Date:03/22/2023

SG:saa Revised 05/14/2025

CSC Date:6/11/25

BENEFITS

The 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 employee discount, fitness and health screening programs focused on overall wellbeing. 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, Long-Term Care, 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

12 paid holidays
Floating Holidays
Vacation and sick leave accrual
Vacation purchase program
Management Paid Leave**
Catastrophic Sick Leave
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 summary of the benefits offered and can be subject to change.

** Non-exempt management employees are entitled to up to three (3) days of management paid leave. Exempt management employees are entitled to up to eight (8) days of management paid leave.