HR Manager

Executive interview panel: week of 9/14/26 Description Tentative Timeline Recruitment closes: 8/31/26 noon Interview panels: 9/9/26 Executive interview panel: week of 9/14/26 Start date: October 2026 Purpose Under general direction of the Fire Chief, plans, organizes, manages, and provides administrative direction and oversight for the activities and operations of the human resources function, including recruitment and selection, employee benefits administration, job analysis and classification, compensation, labor negotiations, employee training and development, and general human resources administration; coordinates assigned activities with other District divisions, outside agencies, and the public; fosters cooperative working relationships among District divisions, and with intergovernmental and regulatory agencies and various public and private groups; provides highly responsible and complex professional assistance to the Fire Chief in areas of expertise; and performs related work as required. About The Role This is a management classification that oversees, directs, and participates in major activities and programs of the human resources function and is responsible for establishing priorities and directing work for the department. Responsibilities include performing and directing many of the department’s day-to-day administrative functions and assisting in short- and long-term planning, development, and administration. Successful performance of the work requires an extensive professional background as well as skill in coordinating departmental work with that of other District divisions and public agencies. Examples of Duties Assumes management responsibility for major human resources functions and activities, including recruitment and selection, employee benefits administration, job analysis and classification, compensation, labor negotiations, employee training and development, and general human resources administration. Manages and participates in the development and implementation of goals, objectives, policies, and priorities for assigned functions and programs; recommends, within departmental policy, appropriate service and staffing levels; recommends and administers policies and procedures. Assists in managing and participates in the development and administration of the annual budget; directs the forecast of additional funds needed for staffing, equipment, materials, and supplies; directs the monitoring of and approves expenditures; directs and implements adjustments as necessary. Selects, trains, motivates, and evaluates assigned personnel; provides or coordinates staff training; works with employees on performance issues; responds to staff questions and concerns; makes discipline recommendations to the Fire Chief. Continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors work load, administrative and support systems, and internal reporting relationships; identifies opportunities for improvement and reviews with the Fire Chief; directs the implementation of improvements. Meets and confers with department staff regarding interpretations of human resources policies and procedures. Plans, directs, coordinates, and reviews the work plan for human resources staff; assigns work activities, projects, and programs; reviews and evaluates work products, methods, and procedures; meets with staff to identify and resolve problems. Administers, interprets, and applies provisions of personnel policies and regulations, memoranda of understanding, and other related policy documents. Oversees the City's labor relations program including acting as chief spokesperson and co-chair in negotiating employee labor contracts; develops bargaining strategies in response to employee organization positions in meet and confer, grievance, and disciplinary processes; heads the City's labor relations negotiating team and administers resulting agreements; communicates and conducts presentations for the Fire Chief and the Board of Directors on progress of negotiations. Advises and assists managers on personnel and labor relations matters, including employment, disciplinary actions, grievances, and performance problems and evaluations. Conducts research and analysis of complex technical issues; evaluates options and makes recommendations for action; prepares reports and recommendations for District staff, Chief Officers and the Board of Directors. Serves as a liaison for the department with other District divisions, and outside agencies; attends meetings in various locations; provides staff support to commissions, committees, and task forces; represents the department to other District divisions and outside agencies; explains and interprets departmental programs, policies, and activities. Conducts a variety of departmental, organizational, and operational studies and investigations; recommends modifications to programs, policies, and procedures as appropriate. Attends and participates in professional group meetings; stays current regarding new trends and innovations in the field of human resources and other types of public services as they relate to the area of assignment. Maintains and directs the maintenance of official departmental files. Monitors changes in laws, regulations, and technology that may affect District or departmental operations; implements policy and procedural changes as required. Prepares, reviews, and presents staff reports, various management and information updates, and reports on special projects to the Board of Directors and Fire Chief. Responds to difficult and sensitive public inquiries and complaints and assists with resolutions and alternative recommendations. May act as Trustee for District on Deferred Compensation 457 Plans, Worker’s Compensation, OPEB, Dental Plan Reimbursements and appeals, Retiree Medical Reimbursements, and Post Employment Health Plan (PEHP). Performs other related duties and responsibilities as assigned. Typical Qualifications Experience and Training Experience Any combination of experience and training that provides the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be: Seven (7) years of progressively responsible experience in human resources administration and employee relations, including three (3) years of supervisory experience. Training A Bachelor’s degree from an accredited college or university with major coursework in human resources management, public or business administration, or a related field. Graduate coursework in a related field is preferred. Knowledge Of Administrative principles and practices, including goal setting, program development, implementation, and evaluation. Public agency budgetary, contract administration, administrative practices, and general principles of risk management related to the functions of the assigned area. Principles and practices of employee supervision, including work planning, assignment, review and evaluation, and the training of staff in work procedures. Organizational and management practices as applied to the analysis and evaluation of projects, programs, policies, procedures, and operational needs; principles and practices of municipal government administration. Principles and practices of comprehensive human resources program development, implementation, and management in a municipal setting. Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility. Methods and techniques for the development of presentations, contract negotiations, business correspondence, and information distribution; research and reporting methods, techniques, and procedures. Principles and procedures of record-keeping, technical report writing, and preparation of correspondence and presentations. Office procedures, methods, and equipment including computers and applicable software applications such as word processing, spreadsheets, and databases. English usage, grammar, spelling, vocabulary, and punctuation. Techniques for effectively representing the District in contacts with governmental agencies, community groups, and various business, professional, educational, regulatory, and legislative organizations. Techniques for providing a high level of customer service by effectively working with the public, vendors, contractors, and District staff. Ability To Develop and implement goals, objectives, policies, procedures, work standards, and internal controls for the department and assigned program areas. Manage, prepare and administer the Division budget; allocate limited resources in a cost-effective manner. Interpret, apply, and ensure compliance with federal, state, and local policies, procedures, laws, and regulations. Plan, organize, direct, and coordinate the work of supervisory, professional, and technical personnel. Select, train, motivate, and evaluate the work of staff and train staff in work procedures. Research, analyze, and evaluate new service delivery methods, procedures, and techniques. Effectively administer special projects with contractual agreements and ensure compliance with stipulations; effectively administer a variety of human resources programs and administrative activities. Conduct effective negotiations and represent the District and the department in meetings with governmental agencies, contractors, vendors, and various businesses, professional, regulatory, and legislative organizations. Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports. Deal constructively with conflict, and facilitate resolution of disputes; gain cooperation through discussion and persuasion. Interpret political and administrative direction and incorporate into operational policy and procedures. Establish and maintain a variety of filing, record keeping, and tracking systems. Organize and prioritize a variety of projects and multiple tasks in an effective and timely manner; organize own work, set priorities, and meet critical time deadlines. Operate office equipment including computers and supporting word processing, spreadsheet, and database applications. Use English effectively to communicate in person, over the telephone, and in writing. Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines. Establish and maintain effective working relationships with those contacted in the course of work. Supplemental Information Physical Special Requirements & Working Conditions Must possess mobility to work in an office setting and use standard office equipment, including a computer; read printed materials and a computer screen; and effectively communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects weighing up to 15 pounds. Environment Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures. The Menlo Park Fire Protection District offers its employees a generous benefit package, featuring family medical coverage, retirement, life insurance, plus 12 paid holidays per year. Section 125 cafeteria plan allocation of up to $2,994/month (depending on enrollment level). The District offers a wide-range of CalPERS HMO and PPO plans; Employer paid long-term disability insurance; Flex spending accounts for dependent care and health care expenses. Participation is voluntary and can be deducted from Section 125 cafeteria plan allocation; $625 contributed monthly to a post-employment health plan (PEHP); Employer paid dental reimbursement plan valued at $127/month plus additional pooled money at the end of the plan year; $300/month residency stipend if you reside within 30 miles of the District; Choice of 457 deferred compensation plans (participation is voluntary); Employee assistance program; 12 annual paid holidays and 2 floating holidays; Annual leave bank starting at 228 hours per year and maxing out at 348 hours per year; and Voluntary flexible spending account for commuter benefits. Public Employees' Retirement System (PERS) 2.7% at 55 formula for Classic Employees 2% at 62 formula for New CalPers Members Please note: The District does not participate in Social Security. 01 What is your highest level of education High school diploma or GED Some college, no degree Associate degree Bachelor’s degree Master’s degree Doctoral or professional degree Other 02 How many years of progressively responsible experience in human resources administration and employee relations do you have? Less than one year 1-3 years 4-6 years More than 7 years 03 Rate your experience with the Firefighter Bill of Rights No Experience – I have no direct experience with FBOR. Basic Knowledge – I am familiar with FBOR requirements but have limited or no experience applying them. Working Experience – I have applied FBOR requirements in employee relations, investigations, discipline, or other personnel matters. Advanced Experience – I regularly advise managers on FBOR compliance and have independently handled investigations, disciplinary matters, or other complex employee relations issues involving FBOR. Expert-Level Experience – I have extensive experience interpreting and applying FBOR, advising executive leadership, managing complex investigations and disciplinary actions, and addressing FBOR-related grievances, appeals, or legal issues. 04 Rate your level of experience administering and applying CalPERS requirements. No Experience – I have no direct experience working with CalPERS. Basic Knowledge – I am familiar with CalPERS programs and requirements but have limited direct experience. Working Experience – I have experience with routine CalPERS administration, including enrollment, retirement reporting, benefit questions, and employee support. Advanced Experience – I independently handle complex CalP #J-18808-Ljbffr Menlo Park Fire Protection District