County of Alameda

Departmental Human Resources Manager (#0462)

Bargaining Unit: Unrep - Confidential Mgmt (U50)
$58.26-$70.86 Hourly / $4,660.80-$5,668.80 BiWeekly /
$10,098.40-$12,282.40 Monthly / $121,180.80-$147,388.80 Yearly

Under general direction, to plan, organize, manage, and direct the human resources management program of a medium size County Department or Agency or in a larger size department serve as a first-line supervisor over Departmental Human Resources Officers and other multidisciplinary professional and support staff; to provide human resources expertise and workforce management consultation to agency/department executives; and to perform related duties as required.


Departmental Human Resources Manager is an advanced, journey-level classification located in medium or large sized departments/agencies and reports to a Chief Departmental Human Resources Administrator or a senior administrator. This classification is distinguished from the Chief Departmental Human Resources Administrator classification which is a mid-level management classification responsible for directing the overall human resources activities of a large-sized department/agency where the scope and complexity of human resources activities requires a Chief Departmental Human Resources Administrator position. It is further distinguished from the journey-level classification of Departmental Human Resources Officer by its level of responsibility to manage and direct the human resources activities of a medium-sized department or specialized program, or provide first line supervision to Departmental Human Resources Officers and other multi-disciplinary professional and support staff in a large agency.


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. Provides advice and consultation to the agency/department head and other departmental management personnel on human resources related matters, activities, and policies and procedures; attends regular executive staff meetings and acts as a member of an agency/departments' executive management team; integrates human resources expertise into a departments' operations.

2. Manages the agency/department recruitment and selection program; assumes responsibility for examinations for classes unique to the department; approves and makes recommendations on recruitment methods; advises departmental administrators and supervisors on the selection and placement of employees; may conduct job analyses, administer Civil Service Examinations, and conduct oral interviews; acts as liaison with the Human Resource Services Department; represents the department before the Civil Service Commission and at meetings and conferences; cooperates with the Human Resource Services Department in the recruiting, selection and placement of personnel, and in other human resources activities.

3. Coordinates and directs disciplinary actions taken in the agency/department; investigates proposed disciplinary actions; provides consultation to supervisors and managers and advises management on appropriate actions; investigates grievances and participates in the grievance process; participates in disciplinary and grievance hearings and represents the department before hearing officers, arbitrators, and the Civil Service Commission; prepares narrative reports and recommendations; directs an agency department's performance evaluation program and exit interview program.

4. Screens classification requests; conducts or directs classification studies and organizational analyses; advises management on the merits of requests for reclassification; acts as liaison with the Human Resource Services Department on classification matters; is responsible for assuring the positions in the department are properly classified.

5. Develops and maintains classification career ladders that promote upward mobility; monitors human resource needs of the department/agency and proposes new classes and minimum requirements that respond to the business needs of the organization.

6. Develops, maintains and coordinates agency/departmental/program personnel policies and procedures; updates human resources manuals and memoranda; interprets human resources and payroll policies, prepare related Memoranda of Understanding, Salary Ordinance and Administrative Code provisions, and other regulations; negotiates human resources policies and procedures with recognized employee organizations.

7. Acts as primary agency/department representative on all labor relations matters; represents 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.

8. Acts as departmental/agency training coordinator; assumes responsibility for management or human resources related training; arranges for training courses and personally conducts training sessions.

9. Provides information and advice to employees; provides career counseling to employees; provides information to the public and other agencies.

10. Supervises staff assigned to the department/agency human resources office; assigns and reviews work and evaluates performance; oversees the maintenance of human resources and payroll records; supervises staff involved in payroll activities through subordinate supervisors.

11. Plans, prepares and maintains an affirmative action program; investigates or coordinates the investigation of complaints of discrimination; conducts departmental or division audits to determine if affirmative action plan is being effectively implemented; represents agency/department at hearings held by local, State or Federal agencies.

Either I


The equivalent of two years of full time experience in the class of Departmental Human Resources Officer or in an equivalent or higher-level classification and 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 for the internal patterns.



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



The equivalent of four years full time professional level human resources experience that provided a combination of the following experience: labor relations, interpreting labor agreements, handling of employee grievances and disciplinary actions, classification studies, compensation studies, or participation in the selection of employees for a variety of occupational classes. Two years of the required experience must have been in a supervisory capacity.

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

Knowledge of:

Strategic Management
• Management functions, i.e., Planning, Organizing, Directing & Controlling.
• Organizational analysis and development and leadership competencies.
• HR policies, programs, and services with Diversity imbedded.

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, and procedures.
• Successful recruiting strategies to attract diverse and high caliber candidates.

Training and Development
• Performance Management and Appraisal methods.
• Techniques to assess training program effectiveness, including use of applicable metrics.

Employee & Labor Relations
• Labor relations laws, practices, and trends.
• Progressive discipline.
• Grievance resolution.
• Consultative and coaching skills with managers.
• Investigative and interview techniques.
• Relative Memorandums of Understanding for individual departments.

Workers’ Compensation and Long Term Leaves
• State and Federal disability laws and leave provisions and regulations
• County policies and procedures, administrative code, Civil Service Rules/Regulations
• EEO concepts and guidelines for compliance relative to employee/applicant disabilities

Health & Safety
• Enforcing procedures, of workplace safety, health & security.
• Federal, State and Local workplace health, safety, security & privacy laws & regulations.
• 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.
• 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.
• Exercise management control.
• Provide leadership.
• Supervise staff.
• Demonstrate interpersonal sensitivity.
• Be flexible.
• 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
New doc: Jobspecs/0462.doc
CSC Date: 2/2/00
BG:pf Revised 3/4/03
CSC Date: 10/29/03
AM:po 9/9/08 RE:po revision2/3/09 SG: 7/17/09
CSC Date: 12/16/09
RE:jf Revised/Retitled 8/21/17
Old Title: Departmental Personnel Officer II
CSC Date: 8/30/17


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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