Director of Human Resources

The Position

The next Director of Human Resources for the City of Sacramento is an approachable, highly competent leader who brings a balance of operational discipline and strategic vision to a large, complex municipal organization. The ideal candidate is a relationship-first professional who builds trust deliberately with executive leadership, department heads, labor representatives, and human resource staff alike, and understands that credibility in this role is earned through consistency, integrity, and follow-through. This is a leader who communicates with clarity and calm, particularly during periods of organizational change, and who can set shared expectations, establish clear priorities, and hold themselves and their team accountable to meaningful outcomes.

The successful candidate brings deep expertise in public sector human resources and a thorough understanding of California labor law, collective bargaining, and the unique dynamics of a heavily unionized environment. Experience managing complex, multi-unit labor negotiations is essential – Sacramento administers 14 labor agreements across 9 represented employee groups, and the Director must be capable of navigating those relationships with both rigor and a constructive, solutions-oriented approach. Familiarity with the California Public Employee Retirement System (CalPERS), civil service systems, and the legal and regulatory framework governing municipal employment in California will be critical to the Director's effectiveness from day one.

The ideal candidate is a skilled people leader who delegates thoughtfully, invests in the professional growth of staff, and fosters a team culture built on collaboration, mutual support, and high standards of service. The Director creates an environment where staff feel empowered to bring ideas forward, take ownership of their work, and grow as professionals.

The successful candidate is a strong internal consultant and strategic partner to City leadership. They understand the operational realities of running a large municipal organization and can translate human resource strategy into practical guidance that resonates with department directors managing diverse workforces. This individual is equally comfortable presenting to City Council on complex topics such as compensation, benefits, and labor strategy as they are working alongside a department head to resolve a difficult personnel matter. They approach every interaction with professionalism, political awareness, and a commitment to equitable outcomes.

The Director of Human Resources will have a strong foundation across the full spectrum of human resource functions: classification and compensation, benefits administration, recruitment and selection, workers' compensation and risk management, employee relations, diversity and equity, and records management, and brings a continuous improvement mindset to each of these areas. The next Director is technologically fluent, with experience leading or overseeing Human Resource Information Systems (HRIS) implementations and an appreciation for how modern human resource systems can improve the experience of both employees and the departments they serve. This individual is deeply committed to advancing racial and gender equity as a core organizational value and brings the knowledge and experience to move that work forward in a meaningful, lasting way.

Essential Duties and Responsibilities

Typical duties include developing and implementing goals, objectives, policies, and procedures for the effective operation of the Human Resources Department; providing policy direction and general oversight in functional areas assigned to Human Resources including, but not limited to, labor relations, recruitment and selection, classification and compensation, workers' compensation, organizational development, training, risk management (occupational health and safety), benefits, and employee records. The Director also selects, assigns, supervises, coordinates, reviews, and evaluates the work of subordinate personnel.

Other duties include representing the City as the chief negotiator and providing advice and counsel to City Manager and City Council regarding positions to take on issues and recent developments in the field. The Director is responsible for enforcement of collective bargaining agreements and administration of the grievance process. They also direct and maintain the City's discipline process; review and coordinate processes for appeals of formal discipline.

The Director develops programs and recommendations concerning classifications, compensation, benefits, staff development, and employee programs for review and adoption by elected officials; serves as secretary of the Civil Service Board; presents reports and recommendations, and consults with the Board on issues of policy. They decide matters involving candidate certification, job classification, and test administration; resolve disputes between operating departments and staff assigned to human resources concerning application or interpretation of policies and procedures.

The Director coordinates human resource activities with other City departments to evaluate and address changing human resource needs. They explain or provide interpretations of rules, procedures, and policies; advise and consult with elected and appointed officials, department heads, and employees on matters involving personnel policy, litigation, past practices, organizational design, succession planning, and administrative procedures.

The Director supervises and participates in the preparation of personnel rules, annual reports, and budget estimates; approves final content of departmental budget proposals; authorizes expenditure of appropriated funds. They provide exceptional customer service in the course of work.

Qualifications

Knowledge of:

• Principles and practices of public human resources administration, including methods and techniques used in recruitment and selection, classification, salary administration, benefits, risk management, organizational development, staff development, and training.
• Federal and State laws and regulations applicable to public sector employment and collective bargaining.
• Merit system administration and of needs of operating departments.
• Administrative organization and management of the types and variety of positions common to local government organizations.
• The general nature and content of collective bargaining agreements in the public sector.
• Statistical concepts and methods used in human resources program management.
• Principles and practices of public sector budget preparation and administration.
• Computers and computer applications.

Skill in:

• Use of computers and computer applications and software.

Ability to:

• Plan, direct and control the administration and operations of the Human Resources Department.
• Interpret and analyze laws, rules, regulations, ordinances, and policies.
• Present ideas effectively, verbally and in writing; prepare and make public presentations.
• Negotiate effectively; work effectively with groups and individuals.
• Develop and implement effective techniques for facilitating and improving human resources programs.
• Plan, organize, assign, and coordinate the activities of a professional, technical, and clerical staff; build a high-performance workforce.
• Supervise and evaluate subordinates.
• Establish and maintain effective working relationships with those encountered in the course of the work including, but not limited to, city officials, department heads, union officials, and employees.
• Resolve disputes and grievances.
• Evaluate program and individual performance.
• Gain the confidence and cooperation of public officials, administrators, employees, employee representatives, and the general public.

Experience and Education:

Experience: Eight years of professional experience in human resources and labor relations in the public sector, including three as a human resources generalist and four of which must have included supervision or management of one or more human resources functions.

Education: A Bachelor's degree from an accredited college or university. Substitution: Additional qualifying experience may be substituted for the required education on a year-for-year basis.

Special Qualifications: Driver License: The employee is not required to hold a driver license but must be able to arrange reliable and timely transportation through private or public transportation for attendance at off-site meetings, events, and trainings.

Physical Demands and Work Environment:

Physical Demands: Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to 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.

Environmental Conditions: 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 members of the public or with staff under emotionally stressful conditions while interpreting and enforcing departmental policies and procedures.

Working Conditions: May be required to attend meetings outside of regular working hours.

The Selection Procedure

How to Apply: Applications will be accepted electronically by Raftelis at raftelis.com. Applicants complete a brief online form and are prompted to provide a cover letter and resume. The position will be open until filled with a first review of applications beginning June 15, 2026. Please note that the first round of virtual interviews is tentatively scheduled for July 23, 2026. Finalists will be invited to participate in in-person interviews on August 3, 2026. Selected