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Human Resources Manager

Effective: 02/24/11
Range M-33
Respirator Class: 3

Definition

Plan, organize, and direct all phases of the District’s human resources and employee relations program including labor relations; recruitment, testing and selection; classification and compensation; employee benefits administration; service awards; human resources information systems; human resource-related training programs; District-wide training and organizational human resource planning and policy development; perform other related work.

Supervision Received and Exercised

  • Receive general direction from the Director of Administration and General Manager.
  • Exercise direct and general supervision over subordinates in the Human Resources Division.

Examples of Essential Duties

Duties may include, but are not limited to, the following:

  • Administer and direct a comprehensive human resources program.
  • Administer and direct labor relations, including discipline, grievances, and all matters relating to the Memoranda of Understanding; represent the District in matters of concern to unions and associations representing District employees.
  • Assist management in resolving sensitive labor relations problems; and coordinate work with District labor counsel.
  • Perform research and analysis, conduct studies and prepare recommendations on a variety of issues related to Human Resources and employee relations.
  • Keep abreast of trends and developments in the Human Resources and Employee Relations fields, including court cases, legislation and personnel actions of other agencies.
  • Formulate and recommend District-wide policies, regulations, and practices.
  • Represent the District in meetings with public agencies, vendors, service providers, medical staff, consultants, regulatory agencies, the public, and employees.
  • Administer and direct a comprehensive employee benefits program; represent the District in contract negotiations with providers and carriers.
  • Under Board and/or General Manager and Director of Administration direction, develop and coordinate implementation of management strategy for negotiations during meet and confer sessions with various employee organizations.
  • Administer Federal, State and local legislation including, but not limited to the Meyers-Millais-Brown Act, Family Medical Leave Act, California Family Rights Act, Age Discrimination Act, 1964 Civil Rights Act as amended, Americans with Disabilities Act, Pregnancy Discrimination Act, Veterans and Military Act, California Privacy Act, and the employer employee relations ordinance.
  • Coordinate, and supervise the administration of the classification and compensation plan, recruitment, testing and selection, employee relations and Human Resources training, workforce diversity, employee performance appraisal, and orientation programs.
  • Coordinate the District-wide training program, including assisting departments, conducting training needs assessments, and arranging for the provision of needed training for employees through the use of internal and external resources. Chair the District Training Committee.
  • Maintain and supervise the Human Resources Information System, confidential personnel files, medical records, and other employee records.
  • Coordinate the District’s Occupational Health Services for pre-employment, return-to-work, and Department of Transportation-mandated physical examinations.
  • Establish and supervise the Employee Service Awards recognition program.
  • Coordinate, and supervise the dissemination of human resources‑related information such as policies and procedures, employee handbooks, and manuals.
  • Responsible for preparing and administering District Staffing Plan and Division budget, and District-wide training expenditures.
  • Perform related duties as required.

Minimum Qualifications

Knowledge of:

  • Principles, methods, and trends of public Human Resources administration including job analysis and classification, recruitment, interviewing, and selection.
  • Employee-employer labor relations laws, including Meyers-Millais-Brown, Public Employment Relations Board, State labor code, et al.
  • State and federal laws and regulations concerning equal employment opportunities and rights.
  • Principles of Social Security, Medicare, benefit and insurance administration.
  • Statistical research methods, salary survey methods, and test validation methods and procedures.
  • Training techniques and program development.
  • Office methods and practices.

Ability to:

  • Continuously analyze documents, reports, policies; identify potential problem areas and suggest solutions; understand and interpret labor relations laws, administrative procedures/policies, and MOU's; know current laws impacting Human Resources issues; observe employees when supervising; problem solve and coordinate the implementation of a comprehensive Human Resources program; remember policies and direction of the Board, and explain actions and policies to the Board, public, and employees.
  • Sit at desk and in meetings for long periods of time on a continuous basis. Intermittently twist to reach equipment-surrounding desk, use telephone, and write or use a keyboard to communicate through written means.
  • Plan, organize, assign, and coordinate the activities of a professional, technical, and support staff.
  • Act as an internal consultant and program manager providing organizational development support and training to District staff.
  • Establish and maintain cooperative relationships with those contacted in the course of work.
  • Make accurate analyses and evaluations of examination, classification, and salary data.
  • Deal constructively with conflict and develop recommendations.
  • Present ideas effectively, orally and in writing.

Experience and Education

Any combination equivalent to experience and education that could likely provide the required knowledge and abilities would be qualifying. A typical way to obtain the knowledge and abilities would be:

Experience:

  • Five years of increasingly responsible professional Human Resources experience that has provided the specific knowledge, skills, and abilities necessary to manage the operations of a comprehensive merit system Human Resources program.

Education:

  • Equivalent to a bachelor's degree from an accredited college or university.  A master's degree in business or public administration or related field, or certification as a Certified Professional (IPMA-CP), Senior Professional in Human Resources (SPHR), or Certified Labor Relations Master (CLRM) may be substituted for one year of required experience.

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