Job Abstract

We are currently seeking an experienced human resource professional to fill a full-time Human Resources Manager I position in the County of Santa Barbara Department of Social Services.

This position is based in Santa Maria, and also requires regular travel to other offices throughout the County of Santa Barbara. All managers within the Department of Social Services are required to work a standard Monday-Friday workweek in the office. Intermittent telework is available under certain circumstances. Occasional evening or weekend work may be required.

Under direction, oversees staff performing human resources work in the areas of recruitment and selection, benefits administration, classification and compensation, employee and labor relations, and personnel records; coordinates assigned activities with staff in other divisions and departments; provides highly responsible and complex staff assistance and administrative support to executive management staff; and performs other duties as assigned.

The Human Resources Manager I reports directly to the Human Resources Manager in the Social Services Department and may oversee a team of human resources staff. The incumbent will either be responsible for or shall assist with various duties and aspects of HR, including but not exclusively limited to: providing consultation services to staff; working with department managers and supervisors to resolve personnel issues; acting as the liaison with other County Departments; assisting or conducting disciplinary investigations; investigating civil right allegations and protected client information breaches; actively participating in disability management, recruiting, policy development, performance management, management of position control, and Diversity, Equity, and Inclusion (DEI) activities; and the overall administration of the Social Services Department Human Resources policies and procedures. The incumbent will also develop and oversee statistical reporting on positions, attrition, and succession planning and staff demographics. This work involves confidentiality, accountability, and decision-making responsibilities. Additionally, this role works collaboratively, but exercises a high-level of independence. The incumbent will provide consultation and direct services to nearly 900 employees and executives in the Social Services Department.

The Department of Social Services' mission is to help our community be safe, supported and self-sufficient. Social Services is the County’s largest Department and serves a geographically, ethnically, and economically diverse county, dedicated to supporting the dignity of social and cultural values through integrated and collaborative assessment and delivery of services to meet economic and human service needs in our community. With a staff of nearly 900 and a budget of approximately $240 million, Social Services serves about 40% of the Santa Barbara County population.

BENEFITS: For more information on County benefits, please visit here. In addition, applicants from other public sector employers may qualify for:

• Retirement reciprocity
• Time and service credit towards an advanced vacation accrual rate

• Six or more years in broad experience as a human resources generalist with a public sector agency with 150+ employees.
• SHRM or PHR certificate.
• Experience providing a wide array of human resources services, including, but not limited to, employee relations, investigations, performance management, recruitment, and employee training and development.
• Strong knowledge and experience working in a unionized environment, Civil Service System and/or public agency.
• Familiarity and experience interpreting and applying Memorandum of Understanding, Civil Service Rules, and other governing documents.
• Strong analytical ability, including strong problem-solving, critical thinking, and analysis skills.
• Demonstrated success handling numerous projects with focus on organization, prioritization, and delegation.
• Experience in using a Human Capital Management system.
• Exceptional written and verbal communication skills to effectively articulate and present information in a clear and concise manner.
• Ability to anticipate and critically analyze a broad range of complex problems and issues.
• Commitment to diversity, equity, and inclusion principles and practices.
• Customer-focused and solutions-driven approach.
• Strong leadership, supervisory, and interpersonal skills demonstrated across various levels of an organization.
• Intermediate to advanced skills in Microsoft Office 365.
• Solid project management expertise and implementation planning ability.
• Experience and/or education in planning and conducting recruitments and selection in a public sector and merit systems Human Resources environment.
• Ability to apply logical thinking in gathering and reviewing information in order to design practical and legally defensible solutions in recruitment and selection.
• Experience in supervising, leading others, or leading teams.

• Advises managers and employee on complex employee relations matters, including performance issues, conflict resolution, and disciplinary actions.
• Advises and assists managers and stakeholders on Human Resources policies, processes, procedures, laws, and regulations.
• Investigates complex and non-complex cases related to work environment, workplace violence, performance, as well as harassment, discrimination, conflicts of interest, Civil Rights allegations, protected client information breaches, and retaliation.
• Provides recommendations to all levels of leadership regarding remedial and/or corrective actions resulting from investigations.
• Gathers and analyzes evidentiary information, researches and explains policies and employment laws to managers, supervisors, and employees.
• Evaluates and edits documentation associated with unionized employees, including complaint responses and disciplinary actions, applying subject-matter expertise to support an appropriate response to a variety of complex situations.
• Uses surveys, interviews, and other studies to conduct research regarding human resources policies, classification and compensation, and other employment issues. After analyzing the information, makes a recommendation on improvements.
• Facilitates on-going communication and working relationships with employees in representative organizations.
• Prepares and analyzes detailed and complex reports and/or spreadsheets and other written materials.
• Provides guidance, support, and coordination in the consistent and effective development, implementation and application of policies, procedures, and practices of the Social Services Department’s Human Resources.
• Develops training material and provides training to employees on various human resources topics.
• Assists or leads HR special projects and performs related duties as assigned.
• Integrate marketing and communications strategies to increase recruitment outcomes.
• Collaborate and train managers and subject matter experts on the development and best practice recruitment and selection tools to obtain the most qualified candidates that match the Department’s needs.
• Find opportunities to streamline the recruitment and selection process.
• Increase the Department’s visibility as an employer.
• Develop a comprehensive marketing plan for the recruitment of various classifications within the Department.
• Guide management/supervisors and candidates through the recruitment and selection process.
• Develop plans for future recruitments that may include classification studies for appropriateness of duties, minimum qualifications, ideal candidate statements, marketing plans, and applicant testing tools and selection processes.
• Develop strategic and creative recruiting and selection methods, while ensuring compliance with federal and state laws and regulations as well as general Human Resources principles and practices.
• Work effectively with other managers and staff to move forward Department initiatives.
• Collaborate with other County Departments to find innovative process improvements.

The knowledge, skills, and abilities listed below may be acquired through various types of training, education, and experience. A typical way to acquire the required knowledge and abilities would be:

• Equivalent of a bachelor's degree from an accredited four-year college or university in human resources, organization development, public or business administration, or related field AND,
• Three (3) years of progressively responsible experience in a related field at a professional or supervisory level.

• Principles and practices of assigned human resources operational area(s), including, but not limited to, benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection.
• Principles and practices of human resources project and program administration.
• Applicable Merit System Rules, Memoranda of Understanding (MOU), federal, state, and local laws, codes, and regulations governing employment practices.
• Principles and practices of public administration and program management, including strategic planning, implementation, and evaluation.
• Management principles, practices, and techniques.
• Principles and practices of fiscal management and budgeting.
• Principles and practices of program planning and administration.
• Personnel management principles and practices, including employee supervision, training, and evaluation.
• Principles and practices of group facilitation, conflict resolution, and consensus building.
• Principles and practices of procurement and contract administration.
• Principles and techniques of effective oral presentations.
• Applicable federal, state, and local laws, codes, regulations, and standards.
• Business systems, equipment, and applications relevant to the area of assignment.

• Effectively administer benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection program and activities.
• Effectively applying employment policies, procedures, regulations, and laws related to employment.
• Provide counsel and policy interpretation to employees, supervisors, and managers.
• Manage assigned operations/programs; ensure ongoing compliance with strategic objectives and performance measures.
• Develop and implement policies and procedures.
• Manage and evaluate assigned staff, including training, coaching, participating in the development of goals and strategic objectives, coordinating deadlines, prioritizing work demands, and assigning/monitoring work.
• Analyze and evaluate operational programs, projects, and procedures.
• Plan, organize, coordinate, and supervise changes and improvements in public agency projects and studies.
• Manage budgets, contracts, grants, and resource allocation.
• Interpret, monitor, and report financial information and statistics.
• Oversee the implementation of, and adherence to, quality assurance activities and standards.
• Research, recommend, and implement industry trends, solutions, and best practices.
• Resolve complex problems within area of assignment.
• Prepare and oversee the preparation of reports, grant proposals, documents, and presentations.
• Make presentations to stakeholders, elected officials, County leadership, and the public.
• Collaborate with program stakeholders, elected and appointed boards, the public, and internal leadership.
• Interpret and apply applicable laws, codes, regulations, and standards.
• Communicate effectively, clearly, and concisely.
• Establish and maintain effective working relationships with a diverse range of individuals, including but not limited to coworkers, subordinate staff, supervisors, other managers, professional agencies, and the general public.

• May be required to work a varied schedule of hours, which may include evenings, weekends, and holidays.
• Completion of a background investigation to the satisfaction of the County may be required for some assignments.

Application & Selection Process

• Review applications and supplemental questionnaire to determine those applicants who meet the employment standards.

• Supplemental Questionnaire Ranking – Responses to the required examination supplemental questions will be evaluated and scored. Candidates’ final score and rank on the eligibility list will be determined by the responses to these questions. This process may be eliminated if there are fewer than [11] qualified candidates.