Director of Human Resources (#HB1600)
$93.39-$113.52 Hourly / $16,188.41-$19,677.12 Monthly / $194,261.00-$236,125.46 Yearly


Under the administrative direction of the County Administrator, plans, organizes, directs and administers the Human Resources Division of the County Administrator's Office; manages Human Resources staff and operations associated with recruitment, examination, classification, compensation, labor relations, employee benefits, risk/safety, equal employment opportunity (EEO), employee/labor relations, staff development/training, administration/policy, position control, and related functions; and does other related work.


The Director of Human Resources is a single position class that is exempt from the San Joaquin County Civil Service system and is an at-will position. The incumbent is responsible for leading, managing and administering all County human resources programs, functions, budgets and activities and providing advisory support to the County Administrator and County department heads in all human resource-related matters. In this capacity, the incumbent assists the County Administrator to ensure countywide operations are in compliance with all applicable human resources-related laws and requirements. The incumbent is expected to model a strong work ethic and leadership skills, including accountability to oneself and others.


This specification is a general guideline for the class. The statements below are not restrictive, and the responsibilities and duties assigned to a position in this class may expand beyond those identified in this specification.

  • Plans, organizes, supervises and directs the development and administration of human resources-related programs including, but not limited to, recruitment, examination, classification, compensation, labor relations, employee benefits, risk/safety, equal employment opportunity (EEO), employee/labor relations, staff development/training, administration/policy, and position control; interprets human resources programs to other departments, professional groups and the public.
  • Directs Human Resources Division operations to maximize efficiency, ensure maximum service levels, reduce administrative and service provision costs, and ensure effective utilization of available resources.
  • Directs the activities of Division staff through subordinate managers and supervisors; selects staff and evaluates performance; reviews and takes action on disciplinary matters.
  • Manages and directs the development, recommendation and administration of Division and countywide human resources-related ordinances, policies and procedures; interprets and applies laws, rules and policies affecting the County’s merit system and human resources programs; ensures that countywide policies and procedures are in compliance with state, federal and other laws and requirements.
  • Provides advisory support to the County Administrator, department heads, and other County managers on human resources-related matters; provides support and information to the Board of Supervisors and attends meetings as required.
  • Serves as chief negotiator for the County regarding all meet-and-confer activities with employee bargaining units; directs the preparation and recommends approval of memoranda of understanding and resolutions outlining agreements on wages, hours, working conditions, and other matters within the scope of bargaining; directs and administers investigations of employee grievances, complaints, disciplinary actions and other employee and labor relations problems.
  • Directs and administers the processing and investigation of complaints and grievances regarding human resources-related matters.
  • Serves as Secretary to the Civil Service Commission and attends meetings; directs the preparation of agendas, meetings, and Commission correspondence; advises Commission members on human resources matters under their jurisdiction; develops and recommends Civil Service policies, procedures, and rule changes.
  • Prepares or directs the preparation of correspondence, reports, surveys, and other documents, including those of a highly complex, confidential and sensitive nature; makes presentations before various committees and decision-making or public interest groups; represents the County at sensitive and confidential meetings.
  • Directs the preparation and administration of the annual budget for the Human Resources Division, and ensures that budget expenditures conform with approved funding.


Education: Graduation from an accredited college or university with a Master’s Degree in public or business administration, personnel management, or a related field.

Experience: Seven years performing public human resources management work, including at least five years in a program management capacity with significant responsibility for supervising and administering one or more major human resources functions (e.g., recruitment, classification, labor relations, employee benefits, classification, risk/safety, equal employment opportunity, etc.).


Principles and practices of public human resources management, including recruitment, examination, classification, compensation, labor relations, employee benefits, risk/safety, equal employment opportunity (EEO), employee/labor relations, staff development/training, administration/policy, position control, and related functions; federal, state and local laws, regulations and requirements pertaining to the management and administration of public human resources operations and activities; principles and practices of public administration, including budgeting, program management, staff supervision, project management, long range planning, and customer service; current trends, as well as social, political and economic issues, influencing public human resources management; county government functions and organizations; practices, terminology, and requirements of a wide variety of occupations; modern office practices and procedures.


Provide effective and efficient management and direction for a large, complex human resources organization; plan, organize and supervise the work of subordinates, including subordinate managers; provide sound human resources advice and recommendations to County executives and managers; provide appropriate and effective leadership for diverse staff teams; exercise good judgment and make sound managerial decisions; exercise analytical and critical thinking; direct the utilization of human resources-related automated systems and manage automation efforts, including new systems development; analyze complex problems, including human resource-related legal issues, and recommend appropriate solutions; identify, understand, interpret, implement and administer federal, state and local human resources-related laws, regulations and requirements; develop, recommend and implement human resources-related policies; formulate and implement short and long range organizational plans; prepare annual budgets and financial and statistical records; express oneself clearly and concisely, both orally and in writing; prepare and deliver thorough and comprehensive written reports and give oral presentations to large and small groups; establish and maintain effective working relationships with the general public, staff, advocacy groups and other departments and agencies.


Mobility—frequent sitting for long periods; occasional walking, standing, pushing, pulling, bending; Lifting—frequently 5 pounds or less; occasionally 5 to 30 pounds; Visual—constant good overall vision and reading/close-up work; frequent color perception and use of eye/hand coordination; occasional use of depth perception and peripheral vision; Hearing/Talking—frequent hearing of normal speech, hearing/talking on the telephone, talking in person; Emotional/Psychological—frequent decision making, concentration, and public contact; Special Requirements--may occasionally require working nights and weekends; may occasionally require travel; Environmental—constant work in an indoor office environment; occasional exposure to varied outdoor weather conditions.

San Joaquin County complies with the Americans with Disabilities Act (ADA) and, upon request, will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.

CLASS: HB1600; EST: 6/1/1965; REV: 1/14/2014;