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Recruitment #18-VE6-02



THE POSITION: The County of Santa Cruz seeks a human resource professional to join a highly collaborative team and work in the areas of employee relations and salary administration. This position will provide human resource direction to various operating departments on classification and compensation and disciplinary related items.

The current vacancy is in the Employee Relations and Salary Administration Unit within the Personnel Department and the incumbent will:

• Conduct classification and compensation studies to determine appropriate allocation of positions
• Review and analyze requests to classify new positions and/or re-classify existing positions
• Conduct surveys on a broad range of personnel issues including but not limited to total compensation
• Assist with labor negotiations
• Assist department managers with staffing and organizational analysis
• Prepare and present clear and concise recommendations on personnel and employee relations issues both verbally and in writing
• Research and interpret rules, laws and regulations
• Provide alternative and creative solutions to complex human resource challenges
• Develop and present trainings to county staff on a wide range of human resource topics

Employment Standards

THE REQUIREMENTS: Any combination of education and experience which would provide the required knowledge and abilities is qualifying, unless otherwise specified. A typical way to obtain the knowledge and abilities would be:

Equivalent to a four year college degree with completion of upper division course work in Personnel Administration, Management, Public Administration, Organizational Development, Administrative Analysis, Problem Solving Techniques, Industrial, Testing or Experimental Psychology, Business Law, or a closely related field AND eighteen months of professional level public or private sector personnel experience which included responsibility for one or more of the following areas of assignment: recruitment, selection, position classification, salary administration, employee relations, risk management or equal employment opportunity. A related advanced degree or a Certificate in Human Resource Management may be substituted for up to six months of the required experience.

Knowledge: Working knowledge of principles and practices of public personnel administration; functional responsibilities of a personnel department; organizational principles and relationships; specific subject matter and practices within an area of specialization such as recruitment, selection, position classification, salary administration, employee relations, training, risk management and equal employment opportunity; job analysis principles, practices and techniques; recruitment techniques and practices; item analysis and other methods of determining test effectiveness and reliability, content validation methods and practices; design and use of selection devices, structured written examinations, performance exercises applicable to occupations found in County government; appeal and grievance processing practices; scope of bargaining and practices governing employer/employee relations; methods of job restructuring to accommodate employees with disabilities; principles, practices and methods of position classification, salary analysis, performance appraisal, training needs assessment, organizational development design and behavior modification; principles and practices of supervision, discriminatory practices and methods of eliminating discrimination including sexual harassment; principles and practices of risk management, safety, workers compensation and liability as applicable to County government; principles and practices of negotiation, mediation, administrative consultation and fact finding; principles, laws and regulations affecting employee selection, pay equity, employee relations, benefits and equal employment opportunity in the local public sector environment.

Ability to: Conduct and make recommendations based on job analysis and job evaluation; develop and implement effective recruitment plans and valid selection processes; set minimum qualifications and examination pass points; write class specifications; develop written, oral and performance examinations; provide career counseling; conduct staffing and organizational analysis; conduct training needs assessment; prepare and present clear and concise recommendations on personnel, employee relations and other administrative issues; conduct salary analysis and make sound compensation recommendations; interpret political and administrative direction and incorporate into operational policy and procedure; develop policy statements and monitor implementation; read and interpret rules, regulations and legislation/laws; provide consultation to managers on personnel issues; understand program objectives in relation to departmental goals and procedures; make decisions and independent judgments; communicate effectively both verbally and in writing; communicate effectively with people of diverse socio-economic back grounds and temperaments; determine the appropriate course of action in stressful situations; collect and analyze data to establish/identify needs and evaluate program effectiveness; draw logical conclusions and make appropriate recommendations; develop goals and objectives; prepare narrative and statistical reports; comply with laws, regulations and professional practices governing personnel program services and operations; secure cooperation and teamwork among professional and support staff; maintain accurate records and document actions taken; organize and prioritize work assignments; use proper grammar, spelling and punctuation; research regulations, procedures and/or technical reference manuals; maintain confidentiality of information; work effectively with others who have objectives counter to assigned role; recognize and respect limit of authority and responsibility; demonstrate tact and diplomacy; establish and maintain cooperative working relationships; conduct sensitive investigations; work effectively with departments, commissions, elected officials and employee organizations; effectively manage division budget issues; use a personal computer and various software applications; and supervise subordinate staff (for some positions).

SPECIAL REQUIREMENTS: License Requirements: Possession of a valid California Class C Driver License, or the ability to provide suitable transportation which is approved by the appointing authority, is required for some positions.

Other Special Requirements: Some positions may require evening or weekend work attending meetings, administering examinations, conducting training or working during emergencies such as earthquakes or floods.


- 16 days 1st year, increasing to 31 days per year after 15 years of service. Available after 1-year of service.
ADMINISTRATIVE LEAVE – One week advanced upon appointment; two weeks accrued each year; can be taken in cash or time off.
HOLIDAYS - 13 paid holidays per year.
SICK LEAVE - 6 days per year.
BEREAVEMENT LEAVE - 3 days paid in California, 5 days paid out-of-state.
MEDICAL PLAN - The County contracts with CalPERS for a variety of medical plans. For most plans, County contributions pay a majority of the premiums for employees and eligible dependents.
DENTAL PLAN - County pays for employee and eligible dependent coverage.
VISION PLAN - The County pays for employee coverage. Employee may purchase eligible dependent coverage.
RETIREMENT AND SOCIAL SECURITY - Pension formula 2% at age 60 or age 62 as determined based on provisions of the CA Public Employees’ Pension Reform Act of 2013 (PEPRA). Pension benefit determined by final average compensation of three years. County participates in Social Security.
LIFE INSURANCE - County paid $50,000 term policy. Employee may purchase additional life insurance. LONG TERM DISABILITY PLAN - Plan pays 66 2/3% of the first $13,500, up to $9,000 per month maximum.
DEPENDENT-CARE PLAN - Employees who pay for qualifying child or dependent care expenses may elect this pre-tax program.
H-CARE PLAN - Employees who pay a County medical premium may elect this pre-tax program.
HEALTH CARE FLEXIBLE SPENDING ALLOWANCE (HCFSA) – Employees may elect this pre-tax program to cover qualifying health care expenses.
DEFERRED COMPENSATION - A deferred compensation plan is available to employees.

Selection Plan

THE EXAMINATION: Your application and supplemental questionnaire will be reviewed to determine if you have met the education, experience, training and/or licensing requirements as stated on the job announcement. If you meet these criteria and are one of the best qualified, you may be required to compete in any combination of written, oral and/or performance examinations or a competitive evaluation of training and experience as described on your application and supplemental questionnaire. You must pass all components of the examination to be placed on the eligible list. The examination may be eliminated if there are ten or fewer qualified applicants. If the eligible list is established without the administration of the announced examination, the life of the eligible list will be six months and your overall score will be based upon an evaluation of your application and supplemental questionnaire. If during those six months it is necessary to administer another examination for this job class, you will be invited to take the examination to remain on the eligible list.

HOW TO APPLY: Apply Online Now!  Click on the link below; or print out an application and supplemental questionnaire and mail/bring them to: Santa Cruz County Personnel Department, 701 Ocean Street, Room 510, Santa Cruz, CA, 95060.  For information, call (831) 454-2600.  Hearing Impaired TDD/TTY: 711.  Applications will meet the final filing date if received in one of the following ways:  1) in the Personnel Department by 5:00 p.m. on the final filing date, 2) submitted online before midnight of the final filing date. 

Women, minorities and people with disabilities are encouraged to apply. If you have a disability that requires test accommodation, please call (831) 454-2600 or TDD/TTY: 711 for hearing impaired.

To comply with the 1986 Immigration Reform and Control Act, Santa Cruz County verifies that all new employees are either U.S. citizens or persons authorized to work in the U.S.
Some positions may require fingerprinting and/or background investigations.

 NOTE: The provisions of this bulletin do not constitute an expressed or implied contract.