Director of Human Resources - Mono County, CA

Salary : $150,650.93 - $183,117.14 Annually

Location : Bridgeport / Mammoth Lakes, CA

Job Type: Full-Time

Job Number: 202300105

Department: County Administration Office

Division: Human Resources Division

Opening Date: 10/22/2024

Bargaining Unit: N/A

Description

Open Until Filled

About the role

As a Director of Human Resources under administrative direction of the County Administrative Officer, plans, organizes, coordinates, and directs the County's personnel programs, classification and compensation, recruitment and selection, employer-employee relations, labor negotiations, benefit administration, affirmative action and employee development functions, and other personnel management functions. Provides expert professional assistance to County Administrative Officer, Board of Supervisors, other County department heads and employees. Under general direction, performs a variety of complex, professional and analytical activities in support of assignments.

DISTINGUISHING CHARACTERISTICS

This single position, at-will, classification is characterized by the director level responsibility to manage and direct a full-service integrated personnel system and demands a high level of skill, knowledge, and ability in all aspects of human resources. The work requires initiative, judgment, discretion, and the ability to make independent decisions in recommending, implementing, and administrating County personnel rules, policies, and procedures in compliance with legal requirements. Emphasis is placed on overall leadership and management skills in developing and implementing personnel program objectives, and in guiding/directing the organization in a manner that achieves policy goals of the county and integrates programs and employees in the most efficient means within available resources. Requires creative ability, resourcefulness and discriminating judgment in the analysis and solution of complex problems and the ability to make technical decisions on specialized and complex matters.

Examples of Duties

EESSENTIAL DUTIES AND RESPONISBILITIES

Include, but are not limited to the represented duties below. These are not to be construed as exclusive or all-inclusive. Other duties may be assigned.

• Gather information and assess resources to coordinate all human resource functions under the Human Resource Department. Perform record-keeping, review of employment practices, review HR policies and procedures. Establish departmental budget, goals, and objectives.
• Develop, implement, interpret, monitor, and administer policies and procedures in accordance with state and federal regulations.
• Perform employment related activities such as test development, recruitment, screening, and other selection processes. Ensure compliance with affirmative action and equal employment opportunity laws.
• Determine job classification and groupings, FLSA exemption status, recommend salary levels substantiated by internal and external analysis. Assist departments to define essential functions through job analysis and the development of position descriptions. Conduct research and salary surveys to recommend salaries to the County. Administer and maintain annual salary schedules, reclassifications, and cost of living adjustments. Direct the County in the development and implementation of a county-wide class/comp plan.
• Advise employees and managers regarding effective employment relationships. Directs employee surveys on job-related issues, summarizes and analyzes data and prepares reports. Investigates and recommends direction of disciplinary actions, complaints, grievances, etc. for employing officials.
• Participate in labor contract negotiations. Prepare management resources for negotiations by gathering information, resources, and proposals. Provide contract administration and interpretation, provide employees and supervisors with assistance on provisions of contracts and labor relation issues.
• Develop, coordinate, and conduct staff training and development programs for all personnel functions, management principles, rules, policies, and procedures. Oversee new employee on-boarding.
• Confer with department heads concerning HR planning, organizational development, and goal setting with periodic assessments of progress and attainment.
• Participate in the County strategic planning process. Be a full business partner by supporting the County mission.
• Responsible for the supervision, productivity, professionalism, and discipline of the human resources department staff.
• Represent the department in meetings with representatives of governmental agencies, professional and business organizations, employee organizations and the public.
• Develop and present Board agenda items as required.
• Monitor and implement Human Resource compliance programs as mandated by the state, federal and court case decision/opinion; prepare a variety of personnel related presentations and reports.
• Responds to public inquiries and concerns.
• Conduct interactive process meetings to assure ADA compliance.
• Perform special projects as assigned by the County Administrative Officer and/or Board of Supervisors.
• Build and maintain positive working relationships with co-workers, Union leaders, other County employees and the public.

Typical Qualifications

DESIREABLE QUALIFICATIONS

Knowledge of:

1. Thorough knowledge of principles, practices and techniques of public sector personnel administration including recruitment and selection, affirmative action, classification, job analysis, compensation, and employee development.
2. Thorough knowledge of the principles and practices of labor relations in the public agency setting, including effective negotiating techniques.
3. Administrative principles and methods, including goal setting, program development and implementation and employee supervision.
4. Federal, state, and local laws, court case opinion/decision, rules and regulations governing human resources administration and employer/employee relations.
5. Principles and practices of budget development and administration.
6. Principles and practices of leadership, motivation, team building and conflict resolution.
7. Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs.
8. Employee onboarding and offboarding processing and associated records.
9. Knowledge of benefit administration.
10. Computer based software and programs for human resources processing.
11. Principles of leadership, supervision, training, and performance evaluation.
12. Principles and practices of analysis and evaluation of programs, policies, and operational needs.
13. Principles and practices of conducting investigations.
14. Modern office practices and equipment.

Ability to:

1. Plan, organize, and administer the operations of a broad, centralized human resources program.
2. Select, train, motivate and evaluate assigned staff.
3. Negotiate effectively with varied groups and individuals. Thorough knowledge of labor contract administration.
4. Develop, implement, and interpret goals, objectives, policies, procedures, work standards and internal controls.
5. Implement a computer-based program for human resources processing.
6. Analyze complex problems, evaluate alternatives, and make creative recommendations.
7. Prepare clear, concise, and complete reports, correspondence, and other written materials.
8. Exercise sound independent judgment within general policy guidelines and legal constraints.
9. Ability to be a positive leader with experience leading, facilitating, teaching and coaching teams of people in successful endeavors.
10. Maintain confidentiality.
11. Ability to communicate effectively orally and in writing. Ability to speak effectively before groups, maintain a good public image.
12. Ability to represent Mono County in all forums and gatherings.
13. Ability to establish and maintain effective working relationships with County officials, other local governmental officials, employees, and the public.
14. Analyzing and interpreting a variety of complex insurance, medical and legal documents.
15. Analyzing, investigating, and evaluating program results relating to objectives and policy guidelines.
16. Preparing and administering program budgets.
17. Successfully communicating and working with all levels of the line staff, departmental management, and Board of Supervisors.
18. Ability to act and think strategically.

EDUCATION AND EXPERIENCE

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

1. Bachelor's degree from an accredited college or university in human resource management or a related field or a demonstrated equivalent in formal education and experience.
2. Five or more years of progressively responsible experience in a human resources department, preferably in the public sector. Three (3) years of which must have been in a supervisory capacity.
   
3. Demonstrated expertise in communications and interpersonal skills.

Supplemental Information

TYPICAL PHYSICAL REQUIRMENTSThe physical demands and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

While performing the duties of this job, the employee is regularly required to talk or listen. The employee frequently is required to sit. The employee is often required to travel to and make outside visits - occasionally on uneven surfaces with potential access barriers; to use hands to finger, handle, or feel; reach with hands and arms; and to stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 15 pounds.

TYPIAL WORKING CONDITIONS

Specific vision and hearing abilities required by this job include hearing and vision adequate to observe human interaction, and vision to input and access information from a computer system. While performing the duties of this job, the employee is occasionally exposed to outside weather conditions. The noise level in the work environment is usually quiet.

SPECIAL REQUIREMENTSPossession of a valid driver's license.

Mono County Summary of Benefits

The following information is intended to provide a summary of benefits and does not include full details of coverage. Service limitations and restrictions may apply depending on coverage levels and services rendered.

Pay Periods and Payroll Deductions

County employees are paid on a bi-weekly basis, which consists of 26 pay periods per year. Payroll deductions including medical and most voluntary deductions will occur on a semi-monthly basis or 2 times per month. Retirement contributions will always be deducted on all 26 pay periods.

Medical Mono County Contracts with CalPERS

To provide health insurance for its employees and currently offers several Preferred Provider (PPO) Plans which are administered by Anthem Blue Cross. Employees have the option to choose from PERS Gold, PERS Platinum, and PORAC. The PORAC Plan is currently only available to members of the Safety group employee's. Medical plan costs vary based on the plan and coverage you select. The employee and the County share the cost of the plan, which is deducted on a pre-tax basis. The employee's cost is in accordance with the applicable Memorandum of Understanding with each bargaining group. For more information regarding health plans, please visit: https://www.calpers.ca.gov/page/active-members/health-benefits/plans-and-rates

Dental Mono County

Offers a self-insured dental plan administered by Delta Dental of California and currently offers the following benefits:

$1,100.00 each year towards your dental coverage if you choose an in-network Delta DentalPPO Dentist.

$1,000.00 each year towards your dental coverage if you choose and out-of-network orNon-Delta Dental PPO Dentist.

Diagnostic and preventative coverage of 70 - 100 % of contracted allowance (based onlength enrolled in the plan and dentist visit of at least once per year).

Major services are covered at 50% of the contracted allowance.

Currently Dental coverage is provided to eligible Mono County employees at 100% employer paid.

Vision

Vision Service Plan is our Vision Insurance provider. Our plan is VSP Signature. Benefits include:

well/vision exam every 12 months, carries a $10 copay.

$160 allowance for frames and 20% off amount over allowance.

$180 allowance for contacts and contact lens exam and 15% off contact lens fitting andevaluation. Currently Vision coverage is provided to eligible Mono County employees at 100% employer paid.

Basic Life Insurance

Administered by Voya Mono County Employees are entitled to Life Insurance and Accidental Death and Dismemberment.

Mono County also offers coverage to employee's spouse and dependents. Life Insurance is administered by Voya Insurance.

Coverage for General Employees is $5,000.00

At-Will/Elected Employees/Paramedic Coverage is $50,000.00

Coverage for Employee's Spouse is $1,000.00

Coverage for Employee's Children is also $1,000.00

Coverage for Employee's Children under six months is $100.00

Currently Basic Life coverage is provided to eligible Mono County employees at 100% employer paid.

Supplemental Life Insurance - Administered by Voya

Employees have the option of enrolling in a Supplemental Life insurance policy for themselves, their spouse and any dependent children. This policy is purchased by the employee with rates based on the age group at the time of enrollment.

Supplemental life insurance coverage can be enrolled in the first 31 days of employment without proof of good health, after 31 days proof of good health is required. Amounts available are as follows:

For Employee up to $150,000 (guaranteed issue) or up to $500,000 with proof of goodhealth

For Spouse up to $50,000.00 and for the Employee's Children for $10,000.00.

Flexible Spending Accounts and Optional Insurances

Provided by WORKTERRAFlexible Spending Accounts for medical reimbursement and dependent care are available through a Section 125 account administered by WORKTERRA. These accounts allow you to contribute pre-tax dollars to help pay for eligible medical and dependent care expenses.

Mono County Deferred Compensation 457/401(a) Plan

The County provides deferred compensation plan through Internal Revenue Code Section 401(a) Employees have the option to sign up for the 457-deferred compensation plan and contribute up to the maximum amount allowed by the IRS. If the employee contributes a total of 1-3% of their pre-tax salary, the County will match those contributions up to a maximum of 3% into a 401 (a) plan under the employee's name. The employee may direct the investment of all contributions in accordance with the options or limitation provided by the 401(a) Plan.

CalPERS Retirement Benefits and Contributions

Mono County contracts with CalPERS for your retirement plan. Your retirement plan is a defined benefit plan determined by a set formula which uses your years of service, age at retirement, and highest one or three years of service. The Plan is funded by contributions from the employee, the County and investments from plan assets.

Mono County has a Local Miscellaneous group and a Local Safety group.

Your benefit formula will fall within one of these two groups

Most new members will fall within the new Pension Reform Formulas of 2 @ 62 for Miscellaneous & 2.7 @ 57 for all Safety Group. However, if you do have prior membership you may be eligible for the formulas that were in place on December 31st 2012, before Pension reform went into place. Our pre-pension reform formulas are:

Local Miscellaneous Group = 2.5% @ 55

Local Safety - Sheriff = 3% @ 55

Local Safety - Fire = 2% @ 50

Local Safety - County Peace Officer = 3% @ 50

Find out all about your CalPERS benefits at www.calpers.ca.gov

AFLAC - Optional Insurance Provider

Mono County contracts with a Local Representative who provides our employees with the opportunity to enroll in several different policies offered by AFLAC, to include; Cancer, Critical Care, Hospital, Accident, Disability, intensive Care. New employees can enroll within the first 30 days of employment; all other transactions are done during open enrollment each year.

EAP - Employee Assistance Program

Mono County offers two different Employee Assistance Programs through Trindel Insurance Fund and Voya. Both programs include counseling and telephone consultation services addressing a variety of personal topics to promote a healthy family and work life balance.

Mono County Wellness Program

Mono County offers a discounted rate, as well as $25 towards Membership to local health clubs at the Double Eagle in June Lake or Snowcreek Athletic Club and The Body Shop in Mammoth Lakes.

For employees living or working in Bridgeport, there is a County maintained facility in the Bridgeport Memorial Hall that employees have access to for a small one-time fee of $10.00

SICK & VACATION

Sick - (Unless an applicable collective bargaining agreement provides otherwise)

Eligible employees will accrue sick leave at the rate of 12 sick days per year. Permanent part-time employees accrue sick leave on a prorated basis.

Vacation- (Unless an applicable collective bargaining agreement provides otherwise)

Eligible employees shall be entitled to accrue vacation leave with pay for each year of full-time service as follows:

Initial employment 10 days vacation per year

After three years of continuous service------15 days vacation per year

After ten years of continuous service--------17 days vacation per year

After fifteen years of continuous service---19 days vacation per year

After twenty years of continuous service--20 days vacation per year

Permanent part-time employees accrue vacation on a prorated basis.

Mono County Holidays

Most all bargaining groups recognize 13 Holidays as outlined in the Mono County Policies and Procedures and Personal Holidays according to your specific MOU (Memorandum of Understanding) according to your represented group.

"Welcome to Mono County - A great place to live and work!!"