Job announcement postings are complimentary for public agency members or $150 per job posting for non-members, private employers, and search firms (payment is required prior to posting). To post a job to the Job Board, please contact our Vice President, Selina Zapien via email at selina.zapien@acwd.com (please cc: info@CalGovHR.orgor by phone (510) 668-4223.

  • 08/16/2022 11:30 AM | Selina Zapien (Administrator)

    SALARY: $6,071.26 - $7,288.22 Monthly

    $72,85510 - $87,458.68 Annually

    plus bilingual allowance when applicable

    Join us today and enjoy a career where you can make a difference!

    The County of Santa Barbara is seeking Social Service Workers. We are accepting applications to fill current vacancies in the Social Services Department. The current vacancies are in Lompoc, Santa Barbara, and Santa Maria for the Social Services Department. Under general direction, performs professional-level social work in adoptions and child protective services; performs related duties as required.

    The Ideal Candidate will possess:

    • Familiarity with principles and practices of social work as applicable to child welfare services
    • Experience in interviewing techniques and practices
    • Ability to communicate effectively both verbally and in writing
    • Excellent organizational skills and ability to prioritize workload
    • Ability to work independently
    • Capability to make sound judgements and decisions
    • Ability to learn complex regulations and policies
    • Skill to write court reports and legal documents

    This is an exciting opportunity for the candidate who wants to experience the satisfaction of having made a difference to hundreds living in our community.

    For more information, please see the complete recruitment announcement: Social Service Practitioner

    https://www.governmentjobs.com/careers/sbcounty/jobs/3671968/social-services-practitioner?sort=PostingDate%7CDescending&pagetype=jobOpportunitiesJobs

    HOW TO APPLY:

    This is an open recruitment: Apply at: https://www.governmentjobs.com/careers/sbcounty


  • 08/16/2022 8:29 AM | Selina Zapien (Administrator)

    Final Filing Date:  September 12, 2022.

    The City of Chico with a population of approximately 120,000 is the largest city in Butte County. The City offers a learning community with a rich culture and a young spirit. Chico is known as a well-managed city that values quality infrastructure and services, and maintains a special sense of community and small-town living as it has developed into a vibrant regional center for business, recreation and cultural activities. Chico is a magnet to individuals seeking an environment where you can live and work while enjoying unparalleled access to outdoor recreation and the social spirit of an involved community. Chico is located at the northeast edge of the Sacramento Valley and provides ready access to large metropolitan areas like the San Francisco Bay Area and the Sacramento region without the expensive cost of living.

    The Director of Human Resources/Risk Management (HRD/RM) reports to the City Manager and will provide a strategic and collaborative relationship in partnering with the citywide operation. The HRD/RM has a staff of four while overseeing full-service human resource functions, and the full array of risk management activities including general liability, insurance, workers compensation, and safety. A high level of relationship building, organizational engagement and connection, and proactive communications with the organization, is essential in this role. There are several key priorities that require focus from the HRD/RM. There is an ongoing need for labor/employee relations expertise in guiding and addressing the strategic and daily operational issues within the HR/risk environment. Organizational and professional development efforts on a citywide basis will be essential in establishing succession planning, training programs, strengthen on-boarding programs, and developing mentorship opportunities to provide pathways for promotional growth.

    This position will require a combination of education and experience likely to provide the required knowledge and ability to perform this role. A typical way to obtain the knowledge and abilities would include five to 10 years of broad and extensive public agency human resources experience, at least two years of which must be at a division management level or higher including staff supervisory responsibility, and a Bachelor’s degree in human resource management, public/business administration, or a closely related. A Master’s degree is highly desired. The base salary for the position is up to $160,000 annually, DOQ. To be considered, please visit the Avery Associates Career Portal at www.averyassoc.net/current-searches/ to upload your letter of interest, resume and contact information including email addresses for five work-related references to Paul Kimura by September 12, 2022.

    Paul Kimura or Bill Lopez

    Avery Associates

    16 Lyndon Ave., Suite 200

    Los Gatos, CA 95030

    E-mail: jobs@averyassoc.net


  • 08/11/2022 10:03 AM | Selina Zapien (Administrator)

    The County of Marin, California seeks a bold and visionary leader serving as a key strategist for the County organization. Leading a robust and talented Human Resources Department, the Director of Human Resources will help develop innovative and transformative policies, programs, and systems through an equity lens to ensure the County continues to be a dynamic organization. Reporting to the County Administrator, the Director oversees the Human Resources Department, which consists of just under 40 full-time employees and works closely with several embedded HR professionals in the key departments of Public Works and Health and Human Services. The Department is comprised of 9 divisions, including Recruitment, Classification & Compensation, Volunteers & Interns, Administration, Benefits & Wellness, Employee & Labor Relations, Equal Employment Opportunity, HR Munis Support, and Learning & Organizational Development. In addition, the Department also provides staff services to the Personnel Commission, Marin Women’s Commission, and the Human Rights Commission.

    Requires any combination of education and experience that would provide the knowledge and abilities listed. Typically, equivalent to graduation from a four-year college or university and 5 years of professional level human resources experience plus 2 years of senior management experience in a unionized environment. Leadership experience with major human resources systems change, organizational restructuring, work process reengineering, and public management, which included labor relations experience is highly desired.

    Annual salary for this position is currently $214,781 to $236,808. The County also offers an attractive benefits package, including MCERA Retirement, Medical, Dental, Vision, deferred compensation, and flexible spending accounts.  

    Interested candidates should apply immediately by submitting a compelling cover letter and comprehensive resume to apply@ralphandersen.com. Confidential inquiries welcomed to Ms. Heather Renschler at (916) 630-4900 or heather@ralphandersen.com. Alternatively, candidates may request a set date/time for a confidential discussion by contacting scheduling@ralphandersen.com. Detailed brochure available at www.ralphandersen.com/jobs/director-of-human-resources-county-of-marin-ca/.


  • 08/11/2022 8:39 AM | Selina Zapien (Administrator)

    Located on the beautiful San Francisco Peninsula and in the most dynamic economic corridor in the world, Burlingame (population 30,000) is known for its exceptional quality of life, embraces a participative management approach, and prides itself on being an "Employer of Choice". To that end, the City offers an outstanding culture that fosters an environment where employees feel valued for their contributions.

    The ideal candidate will be an experienced, well-rounded, hands-on Human Resources professional who is energized working in a collaborative, supportive and forward-thinking organization. Reporting to the City Manager, this leader will introduce new programs, policies, and initiatives. The Director will use excellent communication skills to make presentations, actively build relationships, and champion an inclusive workplace. Experience with labor relations, employee relations, and workers’ compensation are keys to success in this position. Competitive candidates will have at least five years of progressively responsible, relevant experience, two years as a supervisor, and a bachelor’s degree.

    The salary range goes up to $213,034 and is supplemented by a telework program and an attractive benefits package. To download recruitment brochure and apply online, visit www.tbcrecruiting.com.This recruitment will close on Monday, September 5, 2022.

    Jennifer Curtis ● 661.510.0076

    TERI BLACK & COMPANY, LLC

    www.tbcrecruiting.com


  • 08/09/2022 10:22 AM | Selina Zapien (Administrator)

    SALARY: $4,962.65 - $5,935.25 Monthly,

    $59,551.79 - $71,222.97 Annually

    plus bilingual allowance when applicable

    Join us today and enjoy a career where you can make a difference!

    The County of Santa Barbara is seeking Social Service Workers. We are accepting applications to fill current vacancies in the Social Services Department. The current vacancies are in Lompoc, Santa Barbara, and Santa Maria for the Social Services Department. Incumbents in the Department of Social Services will initially be working under close supervision in a training status and are expected to learn departmental organization, social service programs, case study methods, and casework services and perform without close supervision within one year. Trainees assigned to work in child/adult protective services may perform more difficult social service work. Upon completion of training, incumbents are expected to perform journey-level social service work. Incumbents carry a complex social service caseload in such areas as child protective services, adult protective services, and in-home supportive services, supplemental security income advocacy services, or in a locked facility.

    We are also establishing a list for future vacancies in the Social Services Department, Sheriff's Office, and Public Defender's Office. Vacancies may be available in Santa Maria, Santa Barbara, and Lompoc. Candidates interested in the Sheriff's Office or Public Defender's Office must be available and willing to work at All Locations throughout the County. To be considered for current and future vacancies in the Sheriff's Office or Public Defender's Office, applicants must select “All Locations" in the location section of the application as well as in the supplemental questionnaire.

    This is an exciting opportunity for the candidate who wants to experience the satisfaction of having made a difference to hundreds living in our community.

    For more information, please see the complete recruitment announcement: https://www.governmentjobs.com/careers/sbcounty/jobs/3632161/social-service-worker?sort=PostingDate%7CDescending&pagetype=jobOpportunitiesJobs

    – Social Service Worker

    HOW TO APPLY:

    This is an open recruitment, which will close 8/17/2022: Apply at: https://www.governmentjobs.com/careers/sbcounty


  • 08/05/2022 10:10 AM | Selina Zapien (Administrator)

    Ideally located an hour’s drive north of San Francisco and 30 miles east of the Pacific Ocean, Santa Rosa (pop. 175,155) is the 5th largest city in the Bay Area, encompassing 41.5 square miles in the heart of Sonoma County’s wine country. The City is supported by 1,247 staff and a total budget $478.8 million. Reporting to the Director of Human Resources, the Deputy Director leads a team of 12 responsible for employment services, labor relations, performance management and employee benefits.

    The ideal candidate is an experienced human resource professional with a broad background including recruitment, classification and compensation and labor relations. This collaborative leader will have outstanding interpersonal and communication skills and prior supervisory experience. Opportunities to modernize and streamline await! Five years of progressively responsible experience managing human resource functions including two years in a supervisory role and a Bachelor’s degree are expected. Public sector experience is highly desirable.

    The salary range goes up to $159,740; salary is supplemented by a competitive benefits package. Closing date: Monday, September 5, 2022. To download recruitment brochure and apply online, visit www.tbcrecruiting.com.

    Suzanne Mason ● 562.631.2500

    www.tbcrecruiting.com


  • 08/03/2022 4:11 PM | Selina Zapien (Administrator)

    $102,689.60 - $128,377.60 Annually

    The Human Resources Department is seeking well-qualified candidates for the position of Recruitment Marketing Management Analyst. The Recruitment Marketing Management Analyst will work closely with the Talent Acquisition Manager to develop, implement, and follow up on the County’s recruitment marketing strategies and practices to attract top talent in the market. The Analyst will serve as a collaborative partner with the recruiters, HR executives, and hiring managers from a variety of customer departments. The analyst will support the Talent Acquisition Division’s recruitment strategies by bringing modern technologically advanced marketing methods and tactics to the recruiting process.

    IDEAL CANDIDATE

    We are seeking experienced marketing professionals who are:

    • Effective collaborator who can interact well with diverse individuals and the public, as well as quickly establish strong partnerships with stakeholders.

    • Trusted Advisor with extensive knowledge of employer branding and recruitment marketing strategies.

    • Excellent planners and organizers who can establish a course of action for accomplishing short- and long-term goals and efficiently manage multiple assignments at the same time.

    • Superior communicators who excel verbally and in writing.

    • Creative, innovative, and proactive individuals who are willing to take reasonable risks and are receptive to innovative changes and creative solutions.

    • Knowledgeable of Human Resources functions specifically in recruitment, testing, and the use of applicant tracking systems.

    • Experienced professional with experience in inclusive and effective applicant sourcing and advertising practices.

    Key Priorities:

    • Social and digital media sourcing for hard-to-fill and executive positions

    • Highly qualified active and passive candidate outreach

    • Identify strategic tactics and platforms to reach a diverse audience

    • Develop strategies to build a talent bench

    • Creation and implementation of brand marketing strategies to attract top talent.

    • Collaborate with key stakeholders to develop engaging marketing materials

    • Attend Career Fairs and strategic professional events

    Education and Experience: Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to qualify is a Bachelor's degree from an accredited college or university in human resources administration or a closely related field AND work experience as a Recruiter in the Human Resources Department of a government agency.

    Please view our online brochure for a detailed description of this position and instructions on how to apply!

    Final Filing Deadline: August 17, 2022

    To apply for this exciting career opportunity, the following materials must be submitted online at https://jobs.smcgov.org: resume; a cover Letter that includes the following: a summary of your qualifications, specifically your experience in recruitment marketing, a brief summary of your interest in this position, and a creative and successful recruitment marketing strategy you have implemented to attract top talent. EOE


  • 07/27/2022 3:36 PM | Selina Zapien (Administrator)

    Enterprise Resource Planning Analyst

    $39.76 - $49.65/hour; $6,891.73 - $8,606.00/month; $82,700.80 - $103,272.00/year

    The Placer County Auditor-Controller's Office currently has two vacancies for Enterprise Resource Planning Analyst in its Roseville office. The eligible list established as a result of this recruitment may be used to fill additional vacancies as they arise, subject to position-specific requirements. Depending on area of assignment, telework options may be available, subject to approval by the Appointing Authority.

    ERP Analysts will either be assigned to support the financial or HR/payroll modules of Workday by participating in the design, development, implementation, and maintenance of the Workday system. Incumbents will collaborate with subject matter experts and management staff to define and document business requirements and then translate and implement those requirements into business solutions within the financial or HR/payroll modules of the Workday system.

    Experience: Three years increasingly responsible work experience which required expertise in one or more functional areas served by an ERP system (i.e., financial/accounting, or human resources/payroll), including at least one year experience interpreting and analyzing information system requirements within the assigned functional area. - OR - Three years of full journey level professional level accounting or payroll administration experience that included transacting and/or processing data in an ERP system application AND participating in the validation of an ERP application’s data and/or functionality.

    Training: Equivalent to a bachelor's degree from an accredited college or university with major course work in Business Administration, Public Administration, Accounting, Finance, Human Resources, or a related field.

    Placer County is an Equal Opportunity Employer and is committed to an active nondiscrimination program.

    All applications must be received by the final filing deadline as listed on our webpage.

    To apply to this exciting career opportunity please visit our employment opportunities page at www.JobsAtPlacerCounty.com


  • 07/26/2022 1:36 PM | Selina Zapien (Administrator)

    FINAL FILING DATE: August 29, 2022

    INTRODUCTION

    Placer County is comprised of over 1,400 square miles of beautiful and diverse geography, ranging from the residential and commercial areas of South Placer, through the historic foothill areas of Auburn, Foresthill, and Colfax, and to the County's jewel of the North Lake Tahoe basin. Placer is a great place to live, work, play, and learn! For more information about Placer County, please visit www.placer.ca.gov.

    This position is scheduled to receive a 4.5% wage increase effective July 30, 2022, and additional wage increases of 4.5% in July 2023 and 4% in July 2024.

    POSITION INFORMATION

    The Senior Human Resource Analyst provides advanced journey-level program planning, administration, and oversight to the leaves of absence, disability management, and retirement unit within the Human Resource Department. The incumbent will serve as the ADA/Leave Coordinator and will be responsible for the following:

    Serve as a resource and provide technical direction, advice, and support to employees, County managers, and assigned staff in the areas of leaves of absence, disability management, and retirement related laws, rules, regulations, guidelines, and processes.

    Oversee, coordinate, and participate in leaves of absence, disability management, and retirement activities.

    Develop, implement, and administer policies related to leaves of absence and/or disability management to ensure compliance with federal, state, and local laws and regulations.

    Oversee the calculation of retirement related benefits, respond to questions from members and retirees, and manage the processing of service retirement and disability retirement applications and service credit purchases.

    Evaluate operations and activities related to leaves of absence, disability management, and retirement; and prepare various reports on status of assigned projects, operations, and activities.

    Plan, prioritize, assign, supervise, and review the work of assigned management, technical, and clerical staff; participate in the selection of staff; provide or coordinate staff training; and conduct performance evaluations.

    The ideal candidate has strong leadership and management skills, and demonstrates results-oriented experience in the administration of leaves of absence and disability management activities; the ability to communicate sensitive and complex information while maintaining confidentiality; confidence to speak in public with proven ability to resolve conflict and mediate difficult situations; the ability to communicate effectively through oral and written mediums; and the ability to effectively advise and provide consultative services to employees, supervisors/managers, department heads, elected officials, and/or union representatives.

    Placer County has a telecommute policy and offers flexible work schedules.

    The eligible list created by this recruitment may be used to fill future vacancies.

    BENEFITS

    Placer County offers a comprehensive benefits package to employees. The following information represents benefits currently available to permanent Placer County employees and may be subject to change. Applicants should inquire as to the most current benefit package during hiring interviews or by contacting the Human Resources Department.

    Click here to view Management benefits

    For more information regarding the benefits Placer County has to offer please visit Placer County's Human Resources website.

    In addition to the current Management Benefits, this position will receive one additional floating holiday, an additional $1,000 annually in the Cafeteria Plan benefit, and an increase to the 401(k) match to $1 for every $2 in employee contributions to a maximum of $1,500 per employee per calendar year, all of which will be effective January 1, 2023.

    DEFINITION

    To act as a lead in the performance of administrative and analytical functions related to providing a variety of human resources services to assigned department(s); to serve as the primary human resources management advisor to assigned departments; to perform complex and difficult professional human resources analyst duties in the areas of civil service administration, employee relations, equal employment opportunity, recruitment and selection, performance management and discipline, leave management, classification, and salary, payroll and benefits administration; and to function as an effective and productive team member.

    DISTINGUISHING CHARACTERISTICS

    This is the advanced journey level class in the Human Resources Analyst series. Positions at this level are distinguished from other classes within the series by the level of responsibility assumed, complexity of duties assigned, independence of action taken, and by the high degree of broad based and specialized knowledge required.

    Employees perform the more difficult and responsible types of duties assigned to classes within this series including administering human resources services for assigned departments, advising and supporting assigned departments in the implementation of human resources activities, and exercising direct supervision over professional, technical, and clerical staff. Employees at this level are required to be fully trained in all policies, procedures, and operational systems related to assigned areas of responsibility.

    SUPERVISION RECEIVED AND EXERCISED

    Receives general direction from the Director of Human Resources or his/her designee.

    Exercises direct supervision over professional, technical, and clerical staff.

    EXAMPLES OF ESSENTIAL DUTIES

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

    Serve as a resource to assigned team and its members in all areas of human resources administration and the support of assigned departments; provide technical direction, advice, and support to assigned departments in the areas of recruitment, selection, classification, salary administration, performance management and discipline, the civil service process, employee relations, payroll and benefits administration, and related laws, guidelines, and regulations.

    Oversee, coordinate, and participate in maintaining the integrity of the County's recruitment/outreach, testing, and selection program; utilize and oversee the utilization of the County's automated applicant tracking system and pre-employment background and medical testing process.

    Oversee, coordinate, and participate in maintaining the County’s classification plan; conduct and oversee job analyses and position reviews, develop or revise classification specifications, and prepare and present related recommendations for Civil Service Commission consideration.

    Act as a major resource regarding employment opportunities and Civil Service procedures, advise assigned departments regarding the grievance process, MOU interpretation, performance management procedures and best practices, and/or disciplinary actions; review and analyze legislative bills and regulatory requirements to determine impact to human resources programs and services; interpret policies, regulations, and laws as they relate to a broad range of human resources services and activities.

    Work with training and organizational development staff in presenting employee training; updating class course materials or orientation programs and providing professional support to departments regarding employee development.

    Oversee the preparation of payroll documents and data input into the Countywide payroll system; track position history and reconcile department vacancies and funded positions.

    Plan, coordinate, and administer the County's life, health, dental, and other employee benefit and/or deferred compensation programs; advise department management personnel on problems and policies involving employee group programs.

    Develop, interpret, monitor, and maintain group coverages to maximize the stability of employee insurance, benefit and/or deferred compensation programs.

    Review and analyze legislative bills and regulatory requirements to determine impact to the County benefits programs; coordinate and participate in annual open enrollment activities.

    Develop and recommend strategies to ensure County compliance with changing tax laws governing employee benefits and/or deferred compensation, including discrimination testing, Dependent Care Assistance Program, Medical Reimbursement Program, Health Savings Accounts, Consolidated Omnibus Budget Reconciliation Act, the Cafeteria Plan, and Internal Revenue Service and other regulatory requirements.

    Oversee the determination of employee eligibility for health, dental, vision, and/or life insurance plans, retirement programs, and deferred compensation; research and analyze new, existing, and proposed programs for County employees to identify the most appropriate programs or necessary changes in existing programs.

    Oversee the calculation of retirement related benefits; respond to questions from members and retirees; manage the processing of service retirement and disability retirement applications, death benefits, separation benefits, and purchasable service requests.

    Work with the County’s ADA Coordinator to ensure compliance with the Americans with Disabilities Act, California Family Rights Act, Family Medical Leave Act, and other Federal, State, and local laws and regulations.

    Represent the County in the resolution of unemployment insurance claims, including claims administration, account monitoring, and preparing responses and information for the State Employment Development Department. Recommend and participate in the development and implementation of Human Resources Department goals and objectives for areas of assigned program and human resources administration responsibilities; establish schedules and methods for achieving work objectives; draft and implement policies and procedures within assigned areas of professional and team responsibilities.

    Evaluate operations and activities of assigned team’s responsibilities and human resources service administration; recommend improvements and modifications; prepare various reports on status of assigned projects, operations, and activities.

    Plan, prioritize, assign, supervise, and review the work of assigned technical and clerical staff; participate in the selection of staff; provide or coordinate staff training; conduct performance evaluations; recommend discipline; implement discipline procedures as directed.

    Oversee, coordinate, and participate in the administration of County’s equal employment program, including conducting investigations of discrimination and harassment complaints and overseeing the implementation of compliance enforcement activities for County departments.

    Assist department’s management team in the preparation and monitoring of departmental budget; prepare cost estimates for budget recommendations; submit justifications for requested staff, supplies, and equipment; monitor and control expenditures on an on-going basis.

    Build and maintain positive working relationships with co-workers, other County employees and managers, and the community utilizing accepted principles of effective customer service.

    Direct and manage the work of consultants; assist in the preparation of requests for proposals, review bids, interview and select consultants; manage workflow, set expectations and priorities, and review outcomes; negotiate and monitor contracts.

    Maintain awareness of and participation in external professional environment and resources to ensure the highest level of professional standards are applied to service delivery within the County’s Human Resources Department.

    Represent the County of Placer and its Human Resources Department to the public and to other agencies in a positive and productive manner; prepare and present recommendations to Boards and Commissions on behalf of the Human Resources Department.

    Perform related duties as required.

    WORKING CONDITIONS

    Work is typically performed in an indoor office environment and controlled temperature conditions. When assigned to serve as Americans with Disabilities Act Officer, work is typically performed out in the field at employee work stations and departments, which may be indoors or outdoors. Position may require travel to and from other locations in a variety of outdoor weather conditions and lifting various materials and supplies.

    MINIMUM QUALIFICATIONS

    It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below.

    Experience and Training

    Any combination of experience and training that would provide the required knowledge and abilities is qualifying. A typical way to obtain the required knowledge and abilities would be:

    Experience: Two years of responsible professional human resources administration experience performing duties similar to a full journey level Human Resources Analyst II with Placer County.

    Training: Equivalent to a bachelor's degree from an accredited college or university with major course work in business or public administration, human resources administration, behavioral science or a related field.

    NOTE: Relevant, equivalent experience (performing the same or similar job requiring similar knowledge, skills, and abilities) may be substituted for the required education as determined by the Human Resources Department.

    NOTE: Applicants receiving their degree outside the United States must submit proof of accreditation by a recognized evaluation agency.

    Required License or Certificate:

    May need to possess a valid California driver’s license as required by the position. Proof of adequate vehicle insurance and medical clearance may also be required.

    KNOWLEDGE, SKILLS, AND ABILITIES

    Knowledge of:

    County Civil Service rules, labor relations, collective bargaining, and other policies and procedures related to administration of County human resources activities.

    Principles and practices of public sector human resources administration.

    Advanced principles and practices of organizational analysis and human resource planning.

    Basic principles and practices of County-wide operations and County administration and organization.

    Principles and methods of position classification, compensation, examination development and administration, performance management, and organizational analysis.

    Principles and practices of payroll processing, leave management, and benefits administration.

    Principles and techniques of case management and case recording.

    Principles and techniques of program development and implementation.

    Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law.

    Principles and practices of investigative techniques, Principles and techniques of case management and case recording.

    Principles and techniques of program development and implementation.

    Principles and practices of liability or workers compensation program administration, including government tort claims procedures under California law.

    Computer systems, applications, and software, including word processing, spreadsheet and database applications, HRIS systems, and online payroll or applicant tracking systems.

    English usage, spelling, punctuation and grammar.

    Investigative interviewing and counseling techniques, evidence preservation and accident reconstruction.

    Pertinent local, state, and federal laws and regulations.

    Principles of budget monitoring.

    Principles of supervision, training and evaluating performance.

    Principles and practices of leadership, motivation, team building and conflict resolution.

    Report writing and methods of statistical research and presentation.

    Principles and practices of work safety.

    Ability to:

    Organize, implement, and direct assigned teams in administering human resources services for the County and its departments.

    Analyze work papers and complete or oversee special projects; identify and interpret technical and numerical information; observe and problem solve operational and technical policies and procedures; and explain Civil Service Commission, County and Human Resources Department policies and procedures to the general public and County staff.

    On a continuous basis, sit at desk for long periods of time; intermittently twist to reach equipment surrounding desk; walk, stand, bend, squat, kneel, or twist while working at public counter, conducting field job audits, carrying testing materials or retrieving/ returning files from drawers; perform simple grasping and fine manipulation; use telephone, and write or use a keyboard to communicate through written means or enter/retrieve data from computer; and lift light weight.

    Plan, supervise, and evaluate work activities of professional, technical, and clerical staff.

    Analyze problems, identify alternative solutions, project consequences of proposed actions, and implement recommendations in support of goals.

    Gain cooperation through discussion and persuasion.

    Negotiate agreement between differing individuals and groups.

    Read, analyze, interpret, evaluate and summarize written materials and statistical data including reports, financial reports and budgets.

    Development and implement innovative solutions to complex issues relating to accessibility, claims and disability programs.

    Review and interpret position class specifications, job analyses and medical reports.

    Work cooperatively and tactfully with medical providers, injured employees, attorney and County department personnel.

    Monitor and assess, with departments, the performance of employees who have been assigned or modified or alternative work assignments.

    Supervise, train, and evaluate assigned staff.

    Understand and interpret pertinent County and department policies and procedures, including Civil Service rules.

    Assist in the development and monitoring of an assigned program budget.

    Develop and recommend policies and procedures related to assigned operations.

    Communicate clearly and concisely, both orally and in writing.

    Establish and maintain effective working relationships with those contacted in the course of work.

    SELECTION PROCEDURE

    Training & Experience Rating (100%)

    Based upon responses to the supplemental questionnaire, the applicant’s education, training, and experience will be evaluated using a pre-determined formula. Scores from this evaluation will determine applicant ranking and placement on the eligible list.

    MISCELLANEOUS INFORMATION

    Length of Probation:

    All permanent appointments from open eligible lists to positions in the classified service shall serve a probationary period of twelve (12) calendar months or two thousand eighty (2,080) hours, whichever is more.

    Bargaining Unit:

    Management

    CONDITION OF EMPLOYMENT

    Prior to the date of hire, applicants must undergo a fingerprint test by the Department of Justice, pass a medical examination (which may include a drug screening and possibly a psychological evaluation), sign a constitutional oath, and submit proof of U.S. citizenship or legal right to remain and work in the U.S. For some positions, applicants may also be required to submit proof of age, undergo a background investigation (which may include a voice stress analysis and/or a polygraph), and/or be bonded. Additionally, positions in law enforcement classifications and those supporting law enforcement functions will be required to complete a conviction history questionnaire prior to or during the interview process. Applicants for positions with access to Medi-Cal billing software or who are licensed providers must clear the Federal Exclusion List, credentialing, and social security verification. Failure to clear these requirements may result in an employment offer being withdrawn.

    SUBSTITUTE LISTS

    The eligible list resulting from this recruitment may be certified as a substitute list for a substantially similar classification. For this purpose, a substantially similar classification is one at a lower level in the same classification (example: entry level vs. journey level) and/or a similar classification (similar work performed, similar training and experience qualifications required). If you are contacted for an interview by a County department, you will be informed of the classification and other relevant information. If you choose not to interview for a substantially similar classification, you will remain on the eligible list for which you originally applied.

    EMPLOYEES OF OTHER PUBLIC AGENCIES

    Placer County offers an expedited process for qualifying certain applicants for interviews. Candidates currently employed, or employed within the last year, by a public agency operating under a personnel civil service or merit system may be eligible to be placed on a Public Agency Eligible List and certified as eligible for appointment to a similar job assignment without going through the examination process. For more information on the Public Agency Eligible List, to download forms, or to apply, please click here.

    EQUAL OPPORTUNITY EMPLOYER

    Thank you for your interest in employment with Placer County. Placer County is an equal opportunity employer and is committed to an active nondiscrimination program. It is the stated policy of Placer County that harassment, discrimination, and retaliation are prohibited and that all employees, applicants, agents, contractors, and interns/volunteers shall receive equal consideration and treatment. All terms and conditions of employment, including but not limited to recruitment, hiring, transfer, and promotion will be based on the qualifications of the individual for the positions being filled regardless of gender (including gender identity and expression), sexual orientation, race (including traits historically associated with race, including, but not limited to, hair texture and protective hairstyles such as braids, locks, and twists), color, ancestry, religion (including creed and belief), national origin, citizenship, physical disability (including HIV and AIDS), mental disability, medical condition (including cancer or genetic characteristics/information), age (40 or over), marital status, military and/or veteran status, sex (including parental status, pregnancy, childbirth, breastfeeding, and related medical conditions), political orientation, or any other classification protected by federal, state, or local law. Please contact the Human Resources Department at least 5 working days before a scheduled examination if you require accommodation in the examination process. Medical disability verification may be required prior to accommodation.


  • 07/25/2022 2:33 PM | Selina Zapien (Administrator)

    INTRODUCTION

    THIS IS A NEW ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and may last approximately one year, but can be extended.

    Applications and Supplemental Questionnaires must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing.

    Supplemental Questionnaire: A properly completed Supplemental Questionnaire must be submitted with each application. Failure to submit the Supplemental Questionnaire will result in disqualification.

    Applications and Supplemental Questionnaires will only be accepted on-line.

    DESCRIPTION

    THE DEPARTMENT

    THE ALAMEDA COUNTY FIRE DEPARTMENT (ACFD) provides all-risk emergency services to the unincorporated areas of Alameda County (excluding Fairview), the cities of San Leandro, Dublin, Newark, Union City and Emeryville, the Lawrence Berkeley National Laboratory and the Lawrence Livermore National Laboratory. With 28 fire stations and 34 companies serving a population of 394,000, the ACFD serves densely populated urban areas, waterways, industrialized centers, extensive urban interface, agricultural and wildland regions. Over 400 personnel and 100 Reserve Firefighters provide a wide variety of services to an ever expanding, dynamic and diverse community of roughly 508 square miles. These services include:

    • Advanced Life Support

    • Fire Suppression

    • Hazardous Materials Response

    • Urban Search & Rescue

    • Water Rescue

    • Community Outreach & Education

    • Disaster Preparedness

    • Fire Prevention and Code Compliance

    • Regional Dispatch

    The Alameda County Fire Department (ACFD) was formed on July 1, 1993 as a dependent special district with the Alameda County Board of Supervisors as its governing body. This consolidation brought together into a single jurisdiction the Castro Valley Fire Department, Eden Consolidated Fire Protection District and County Fire Patrol. Subsequently, the following communities have contracted with the ACFD:

    • July 1, 1995 City of San Leandro

    • July 1, 1997 City of Dublin

    • August 1, 2002 Lawrence Berkeley National Laboratory

    • October 1, 2007 Lawrence Livermore National Laboratory

    • May 1, 2010 City of Newark

    • July 1, 2010 City of Union City

    • July 1, 2012 City of Emeryville

    On January 20, 2008, the ACFD became responsible for the administration and operation of the Alameda County Regional Emergency Communications Center (ACRECC). The dispatch center provides dispatch and regional communication center services for the ACFD, the Alameda County Emergency Medical Services Agency, Camp Parks Combat Support Training Center, and the cities of Alameda, Fremont, Livermore and Pleasanton. ACRECC is also the Dispatch/System Status Management Center for Falck ambulance service.

    THE POSITION

    Under general direction, to perform professional, human resources management work in the Alameda County Fire Department (ACFD) assisting, developing and maintaining a program of human resources management and administration including, recruitment/staffing, workforce planning, training and development, examination development and administration, employee selection, position classification, medical leaves and accommodations, performance evaluations, affirmative action, disciplinary and grievance procedures and employee relations; and to perform other related duties.

    DISTINGUISHING FEATURES

    The Fire Department Human Resources Officer is a professional, journey-level classification that is located in the Alameda County Fire Department. The incumbent in this class will be responsible for providing journey-level services to all managers and staff within the Fire Department regarding human resources support. The primary focus of this classification will be supporting ACFD’s efforts in development and administration of departmental human resources policies and procedures.

    The Fire Department Human Resources Officer classification is distinguished from the next higher-level, Fire Department Human Resources Manager, which functions as a first line supervisor to the Fire Department Human Resources Officer position and other multidisciplinary professional and support staff.

    CLICK HERE for the full job description.

    MINIMUM QUALIFICATIONS

    EITHER I

    Experience:

    The equivalent of two (2) years of full-time experience as a Fire Department Human Resources Technician or Fire Department Benefits Specialist in the Alameda County classified service, or an equivalent or higher-level human resources classification in the Alameda County classified service.

    OR II

    Education:

    Possession of a bachelor's degree in a relevant field from an accredited college or university.

    AND

    Experience:

    The equivalent of three (3) years of full time professional level human resources management experience in a private or public setting focusing on workforce planning, training and development, recruitment/staffing employee relations, requiring the use of the knowledge and skills described in this specification.

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

    KNOWLEDGE AND SKILLS

    NOTE: The level and scope of the following knowledge and abilities are related to duties listed under the “Example of Duties” section of this specification.

    Knowledge of:

    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, & procedures.

    • Successful recruiting strategies to attract high caliber diversity candidates.

    Employee Relations

    • Progressive discipline.

    • Grievance resolution.

    • Consultative & coaching skills with managers.

    • Investigative and interview techniques.

    Health & Safety

    • Federal, State and Local workplace health, safety, security & privacy laws & regulations.

    • Enforcing procedures of workplace safety, health & security.

    • 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.

    • Be visionary, strategic, and innovative, working with change.

    • 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.

    • Demonstrate interpersonal sensitivity.

    • Be flexible.

    • Create HR policies, programs, and services with diversity embedded within ACFD.

    • Create employee programs that will demonstrate to the community the organization’s commitment to diversity.

    EXAMINATION COMPONENTS

    THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS:

    1. A review of candidates' applications and supplemental questionnaire to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the class will move on to the next step in the examination process.

    2. A screening for best qualified weighted as pass/fail. Candidates passing this test component will move forward to the next step in the examination process.

    3. An oral examination, weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises.

    CANDIDATES MUST ATTAIN A QUALIFYING RATING ON EACH PORTION OF THIS EXAMINATION

    Alameda County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work.

    For more information on the Civil Service Selection process, please visit the “What You Need to Know” section of our website, www.acgov.org/hrs.

    SELECTION PLAN

    Applicants will be informed via email with reasonable notice in advance of any examination process which will require their attendance. The following dates are tentative and subject to change based on the needs of the Agency:

    TENTATIVE SELECTION PLAN:

    Deadline for Filing: 5:00 P.M. on Tuesday, August 16, 2022

    Review of Applications for Minimum Qualifications: August 23, 2022

    Screening for Best Qualified:

    September 7, 2022

    Oral Interviews:

    Week of September 19, 2022

    WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT & SELECTION PLAN

    Alameda County and the Human Resource Services Department will make reasonable efforts in the examination and/or selection process to accommodate qualified individuals with disabilities and/or medical conditions in accordance/compliance with the State Fair Employment and Housing Act (FEHA), Federal Americans with Disabilities Act (ADA) Alameda County’s Reasonable Accommodation Policy and applicable statutes. To request an accommodation due to a disability/medical condition during this or other phases of the examination/selection process, please contact the assigned Human Resources Representative listed on the job announcement before the last date of filing. Alameda County requires applicants to provide supporting documentation to substantiate a request for reasonable accommodation. In order to qualify for a reasonable accommodation, applicants must have a disability/medical condition pursuant to the ADA, FEHA and applicable statutes.

    For more information regarding our Reasonable Accommodation procedures, please visit our website: www.acgov.org/hrs

    BENEFITS

    *** For benefit information, please contact Fire Administration at 925-833-3473.

    CONCLUSION

    All notices related to County recruitments for which you have applied will be sent/delivered via email. Please add @jobaps.com, acgov.org and NoReply@jobaps.com as accepted addresses to any email blocking or spam filtering program you may use. If you do not do this, your email blocking or spam filtering program may block receipt of the notices regarding your application for recruitments. You are also strongly advised to regularly log into your County of Alameda online application account to check for notices that may have been sent to you. All email notices that will be sent to you will also be kept in your personal online application account. You will be able to view all of your notices in your online application account by clicking on the "My applications" button on the Current Job Openings page.

    Please take the steps recommended above to ensure you do not miss any notices about recruitments for which you have applied. The County of Alameda is not responsible for notices that are not read, received or accessed by any applicant for a County recruitment.

    NOTE: All notices are generated through an automated email notification system. Replies to the email box NoReply@jobaps.com are routed to an unmonitored mailbox. If you have questions please go to our website at www.acgov.org/hrs. You may also contact the Human Resources Analyst listed on the job announcement for the recruitment for which you have applied.

    Sam Gee, Human Resource Services Division Manager

    Human Resource Services, County of Alameda

    (510) 267-9492 or email Samson.gee@acgov.org

    www.acgov.org/hrs


Address: 909 Marina Village Pkwy #191, Alameda, CA 94501

Website: www.CalGovHR.org / Email: info@CalGovHR.org

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