County of Alameda

DISTINGUISHING FEATURES

The Fire Department Human Resources Manager classification is a first line supervisory classification located in the Alameda County Fire Department and reports to the Fire Department Administrative Services Director.  The incumbent in this classification will be responsible for managing the daily human resource operations within ACFD through subordinate staff.  The position will be responsible for providing departmental managers with advice, guidance, direction, and support of their human resources needs. This classification is distinguished from the lower-level classification of Fire Department Human Resources Officer in that the latter is a professional staff classification in the Human Resources unit while the former is responsible for the overall supervision of the unit.

  

1. Provides advice and consultation to the Fire Chief, ACFD executive team, and other departmental management personnel on human resources related matters, activities, and policies and procedures; attends regular executive staff meetings and participates as a member of ACFD’s executive management team; integrates human resources expertise into the Department’s operations.
2. Manages ACFD’s 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.
3. Assists with administering Civil Service Examinations and conducting oral interviews; acts as liaison with the Alameda County Human Resource Services Department; represents the department before the Civil Service Commission and at meetings and conferences; coordinates with the Human Resource Services Department in the recruiting, selection, and placement of personnel, and in other human resources activities.
4.  Coordinates and directs disciplinary actions taken in the 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 the Department's performance evaluation program and exit interview program.
5. Screens classification requests; advises management on the merits of requests for reclassification; acts as liaison with the Alameda County Human Resource Services Department on classification matters; is responsible for assuring the positions in the department are properly classified.
6. Develops and maintains classification career ladders that promote upward mobility; monitors human resource needs of the department and proposes new classes and minimum requirements that respond to the business needs of the organization.
7. Develops, maintains, and coordinates departmental/program personnel policies and procedures; updates human resources manuals and memoranda; interprets human resources and payroll policies, prepares related Memoranda of Understanding, Salary Ordinance and Administrative Code provisions, and other regulations; negotiates human resources policies and procedures with recognized employee organizations.
8. Acts as primary ACFD representative on all labor relations matters; represents the 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.
9. Acts as Departmental training coordinator; assumes responsibility for management or human resources related training; arranges for training courses and personally conducts training sessions.
10. Provides information and advice to employees; provides career counseling to employees; provides information to the public and other agencies.
11. Supervises staff assigned to the ACFD human resources unit; assigns and reviews work and evaluates performance; oversees the maintenance of human resources and benefits records; supervises staff involved in benefits activities through subordinate supervisors.
12. 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 Department at hearings held by local, State or Federal agencies.

The equivalent of two (2) years of full-time experience in the class of Fire Department Human Resources Officer or an equivalent or higher-level human resources classification in the Alameda County classified service. 

Education:

Possession of a bachelor’s degree in a relevant field from an accredited college or university.(Additional professional level human resources experience may be substituted for the education on a year-for-year basis.)

AND

Experience:

The equivalent of four (4) 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. . Prior supervisory experience is highly desired.

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

Knowledge of:

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

Recruitment & Staffing

• Public human resources administration including job analysis and position classification, conducting audits, wage, salary, and benefits 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.
• ACFD and 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.

Administrative

• 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 ACFD’s mission, credo, and goals.
• 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.