Bargaining Unit: Unrep - Confidential Mgmt (U50)
$60.16-$73.11 Hourly / $4,812.80-$5,848.80 BiWeekly /
$10,427.73-$12,672.40 Monthly / $125,132.80-$152,068.80 Yearly
Under general direction, to lead, plan, organize, manage, and direct the human resources management program of a large size County Department or Agency; to provide human resources expertise and workforce management consultation to agency/department executives; to represent and safeguard the best interests of the agency/department by actively participating in labor negotiations; and to perform related duties as required.
Positions allocated to the class of Chief Departmental Human Resources Administrator are located in the departments/agencies where the scope and size of non routine human resources activities require a Chief Departmental Human Resources Administrator. This class is distinguished from the Departmental Human Resources Manager which predominantly functions as a first line supervisor to at least one Departmental Human Resources Officer position and other multidisciplinary professional and support staff while the Chief Departmental Human Resources Administrator has overall managerial and administrative responsibility over the entire department/agency Human Resources Department. Additionally, Chief Departmental Human Resources Administrators may have responsibility for the department/agency payroll division. Also, this class is distinguished from the lower level class of Departmental Human Resources Officer in that the latter class is the journey level reporting to a Chief Departmental Human Resources Administrator and does not have overall responsibility for the agency/department human resources activities.
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. Not all duties listed are necessarily performed by each individual in the classification.
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; conducts Skelly meetings and/or investigative hearings; 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 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 department/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. Serves as the department’s Affirmative Action Officer; 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.
12. Serves as the department’s Disability/ADA Coordinator; acts as liaison with a variety of other County departments and outside agencies on human resources-related matters such as unemployment insurance, workers compensation, occupational health and safety, retirement, disability placements, etc.; coordinate witnesses and testimony for hearings and attend such hearings.
13. 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.
14. Represents the department or agency and makes presentations before boards, commissions, hearing officers, employee groups and management on a wide variety of Human Resources matters.
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.
CLASS SPEC HISTORY
TT:pb - 4/2/86
TAT:pb - Rev: 6/24/88
RSS:pb - Rev: 9/12/88
TB:dj - Rev: 11/94
TB:lm - Revised: 8/96
MM:bl - Revised: 2/2/00
Old Doc: 0080H
New Doc: 0465.doc
CSC Date: 2/2/00
BG:pf Rev.: 12/30/02
CSC Date: 1/22/03
RE:po revised 2/3/09 SG 7/17/09
CSC Date: 12/16/09
RY:cs Revised 11/6/15
CSC Date: 6/8/16
RE:jf Revised/Retitled 8/21/17
Old Title: Senior Departmental Personnel Officer
CSC Date: 8/30/2017
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
For your Financial Future
For your Work/Life Balance
*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.