County of Alameda

Departmental Human Resources Officer (#0460)

Bargaining Unit: ACMEA - Confidential Mgmt (R50)
$40.62-$58.35 Hourly / $3,249.60-$4,668.00 BiWeekly /
$7,040.80-$10,114.00 Monthly / $84,489.60-$121,368.00 Yearly


Under general direction, to perform professional, human resources management work in a County department or agency assisting, developing and maintaining a program of human resources management and administration including, recruitment/staffing, workforce planning, training and development, examination development and administration, employee selection, position classification, performance evaluations, affirmative action, disciplinary and grievance procedures and employee relations; and to perform other related duties.


This series specification describes two levels of the Departmental Human Resources Officer classifications, which under close supervision to learn at the lower level, and under general direction to perform at the upper level.

Departmental Human Resources Officer is a journey-level classification in the Departmental Human Resources Officer flex series located in County operating departments/agencies. This class is distinguished from the next higher-level, Departmental Human Resources Manager which functions as a first line supervisor to Departmental Human Resources Officer positions and other multidisciplinary professional and support staff.

The classifications of Departmental Human Resources Officer Trainee and Human Resources Trainee are both expected to gain experience and demonstrate satisfactory proficiency to be eligible to flexibly promote to the Departmental Human Resources Officer class after the equivalent of one year of full time service for the Departmental Human Resources Officer Trainee, and 18 months for the Human Resources Trainee. Appointments at the Departmental Human Resources Officer Trainee or Human Resources Trainee level will not be extended beyond one year or 18 months respectively.


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. Reads and interprets Civil Service Commission laws and rules, administrative code, Memoranda of Understanding, Salary Ordinance, Human resources Manual, and related reference materials; provides advice, direction and information to operating department managers and supervisors on a variety of human resource related matters, including selection of employees; provides information on departmental policies.

2. Prepares a variety of memoranda and reports; prepares and updates manuals outlining policies and procedures for use by human resources.

3. Acts as liaison with a variety of other County departments and outside agencies on human resource related matters such as unemployment insurance, workers compensation, occupational health and safety, retirement, disability placements, etc.; may coordinate witnesses and testimony for hearings and attend such hearings; may represent the department at meetings with other Agency representatives.

4. Provides information to employees and the public regarding job opportunities, career ladders, training, etc.; counsels employees on career development and methods of obtaining training; provides procedural information regarding examinations and related matters.

5. May supervise multidisciplinary professional and support staff involved in human resources/payroll activities in a department; acts as liaison with Human Resource Services, Auditor, etc.; resolves complex situations; assigns and reviews work, evaluates performance, and assists in the selection process for and trains new employees; supervises the maintenance of employee records.

6. May participate as the primary agency/department representative on labor relations matters representing the agency/department in meet and confer sessions between management and employee representatives; acts as liaison and contact on labor relations matters including interpretation of Memoranda of Understanding, compensation and benefit matters, and on practices and activities of the department.

7. Investigates, gathers data and reports on proposed disciplinary actions and employee grievances and advises management on appropriate action; conducts exit interviews; meets with union representatives, employees, and managers in attempts to resolve conflicts.

8. May act as Affirmative Action Officer for a department/agency; compiles statistics, assists in the preparation of and monitors the department’s affirmative action plan and other plans as required; investigates complaints and gathers information for the County Diversity Programs Manager and/or for a compliance agency.

9. Coordinates and investigates requests for reasonable accommodations/temporary modified assignments, gathering information, compiling statistics, auditing vacant positions, conducting essential functions job analysis; acts as liaison with medical providers and other county departments.

10. Plans, organizes, and conducts training programs; performs needs analyses; arranges for training courses; reviews requests for training and may manage a departmental training budget; maintains records of training activities.

11. Conducts or participates in special projects in the department where assigned; participates in task forces and committees; gathers and analyzes employment related data; conducts research into operational problems; evaluates department policies and procedures; prepares reports and analyses and makes recommendations.

12. Prepares exam announcements; conducts job analyses for the validation of exams; conducts oral appraisal interviews and performance tests; performs a variety of recruitment efforts such as attending job fairs, speaking to various groups, and writing advertisements; acts as liaison with the Human Resource Services Department on examination and certification activities and attempts to resolve certification difficulties; advises departmental managers on selection and placement of employees.

13. Screens classification requests; conducts classification studies and salary surveys; advises management on the merits of requests for reclassification; is responsible for assuring that positions in the department are properly classified.


The equivalent of one year of full-time experience as a Departmental Human Resources Officer Trainee or 18 months as a Human Resources Trainee in the Alameda County classified service.

The equivalent of three years of full-time experience as a Human Resources Technician or in an equivalent or higher classification performing human resources related activities in the Alameda County classified service.


Completion of the Alameda County Management Academy “Management and Supervision Certificate Program’ may substitute for six (6) months of the required qualifying experience.


Possession of a Bachelor’s degree in a relevant field from an accredited college or university may substitute for one year of the required qualifying experience.



Possession of a Bachelor's degree in a relevant field from an accredited college or university.



The equivalent of three years of full time professional level human resources management experience involving compensation analysis, workforce planning, training and development, recruitment/staffing employee relations, requiring the use of the knowledge and skills described in this specification.

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

Knowledge of:

Recruitment & Staffing
• Public human resources administration including job analysis and position classification, conducting audits, wage and salary administration, recruitment and personnel selection, employer-employee relations, and training.
• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resources-related activities.
• Internal workforce assessment techniques & employment policies, practices, & procedures
• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resource-related activities.
• Successful recruiting strategies to attract high caliber diversity candidates.

Employee & Labor Relations
• Knowledge of labor relations laws, practices, and trends
• Progressive discipline
• Grievance resolution
• Consultative & coaching skills with managers
• Investigative and interview techniques
• Labor relations laws, practices and trends.

Health & Safety
• Federal, State and Local workplace health, safety, security & privacy laws & regulations.
• Enforcing procedures of workplace safety, health & security.
• Awareness of potential violent behavior and workplace violence conditions.

• Computer applications and hardware and software related to the work.
• Office administrative practices and procedures, including records management and the operation of standard office equipment.

Ability to:

• Demonstrate commitment to the county’s mission, credo, and goals.
• Be visionary, strategic, and innovative, working with change.
• Collaborate with other agencies and departments to meet overall countywide needs while leveraging financial and other resources.
• Use business acumen to build a strong organization that delivers results.
• Use interpersonal skills to communicate effectively.
• Promote personal and professional growth for self and others.
• Provide the highest level of service delivery to diverse customers.
• Work effectively as a member and leader of diverse teams.
• Plan and organize workload.
• Demonstrate interpersonal sensitivity
• Be flexible
• Create HR policies, programs, and services with Diversity imbedded.
• Create employee programs that will demonstrate to the community the organization’s commitment to Diversity.

TT:pb - 4/2/86
TAT:pb - Rev: 6/24/88
RSS:pb - Rev: 9/12/88
Updated: 2/23/89
TB:dj Rev: 11/94
TB:lm Revised: 8/96
MM:bl Revised 2/2/00
doc: Jobspecs/0460-0462.doc
CSC Date: 2/2/00
BG:pf Rev./ add New Class 3/6/03
New doc. #: 0459-0460.doc
CSC Date: 10/29/03
RE:po revised 4/29/08
CSC Date: 5/21/2008
MH:cs revised Trainee-10/14/08
CSC Date: 10/22/2008
RE:po Revised 2/3/09 SG: 7/17/09
CSC Date: 12/16/09
RE:jf Revised/Retitled 8/21/17
Old Title: Departmental Personnel Officer I
CSC Date: 9/13/17


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

  • 12 paid holidays
  • Floating Holidays
  • Vacation and sick leave accrual
  • Vacation purchase program
  • Management Paid Leave**
  • Catastrophic Sick Leave
  • 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.

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