Chief Human Resources Officer

Salary : $125,902.40 - $159,452.80 Annually
Location : San Rafael, CA
Job Type: Full-Time
Remote Employment: Flexible/Hybrid
Job Number: 2026-0005
Department: Human Resources
Opening Date: 05/19/2026
Closing Date: 6/2/2026 4:00 PM Pacific


THE COURT
The Chief Human Resources Officer (CHRO) for the Marin Superior Court serves as a vital member of the executive leadership team, shaping the talent strategy and workplace culture for the judicial branch's workforce. Housed in the historic Frank Lloyd Wright-designed Marin County Civic Center, the Court operates as an independent employer distinct from both the County and the State, governed by the unique framework of the Trial Court Employment Protection and Governance Act.
In this high-impact role, the CHRO bridges the gap between operational excellence and a people-first culture. Responsible for guiding a dedicated workforce-spanning administrative support, specialized legal professionals, and court operations-the CHRO oversees comprehensive HR functions.


The CHRO is a trusted counselor and change agent, dedicated to fostering an empowering, inclusive environment where public servants can thrive in their mission to uphold justice and serve the Marin County community.

Under general direction of the Court Executive Officer, directs and administers the Court's human resources programs in the areas of recruitment and selection, classification and compensation, employee relations, new employee orientation, benefits administration, affirmative action, safety and workers' compensation, communications and recognition, training, and other special programs; supervises assigned staff; conducts studies and surveys; prepares reports and recommendations; maintains related records and performs related work as required.

DISTINGUISHING CHARACTERISTICS
The Chief Human Resources Officer is a management class responsible for the full range of human resources functions and directs a full service integrated human resources system which includes project planning and management and the administration of Court personnel policies, rules and regulations in compliance with applicable legal requirements. This class is distinguished from that of the Principal Human resources Specialist in that the latter has day-to-day responsibility of human resources operational functions. This class is further distinguished from that of the Assistant Executive Officer, in that the latter has day-to-day responsibility for all administrative and operational functions required for support of judicial functions.

DUTIES


The duties listed below are examples of the work typically performed by employees in this class. The list is not exhaustive. The Senior Research Attorney may perform any or all of the listed duties, and may be assigned related duties that are not listed below.


1. Provides leadership in the development and implementation of programs, policies and procedures relating to all phases of integrated human resources management systems.

2. Supervises, reviews, and evaluates the work of professional and technical staff assigned to the human resources function; hires and trains staff; conducts performance evaluations and handles disciplinary actions for subordinate staff.

3. Prepares and maintains the formal Court Personnel Plan and the Court's Employee Protection System including policies, procedures and related documents.

4. Advises the Court Executive Officer, judges, managers, supervisors, and employees in the interpretation and application of the Court Personnel Plan and the Court Employee Protection System.

5. Researches, develops and recommends equal employment opportunity, diversity and Americans with Disabilities Act policies and programs within the Court Employee Protection System.

6. Counsels Court administration and employees on such matters as the retirement system, employee performance evaluations, personnel records, disciplinary actions, grievances, employee development and training, affirmative action/equal employment opportunity, payroll and benefits administration and workers' compensation.

7. Administers, designs and implements a wide variety of Court employee benefit programs.

8. Directs the preparation of recruitment plans and materials and performs analysis and evaluation of written, oral and performance tests and other selection processes including directing the organization and oversight of screening and evaluation of candidate's qualifications.

9. Oversees employee selection process including interviewing candidates and making recommendations, proctoring performance appraisal boards and overseeing the background and/or reference checking process and making job/salary offers.

10. Directs the development of, or personally develops a variety of selection tools or techniques utilizing cooperative or commercial sources for the rental or purchase of selection instruments, and ensures regulations governing their use are followed.

11. Oversees the development and maintenance of the Court's classification and compensation plan including conducting organizational and position classification studies, and preparing class specifications and related reports.

12. Analyzes or directs the conduct and analysis of a variety of surveys and analytical studies regarding organizational, compensation, classification, benefit and related issues.

13. Oversees and administers the Court's Workers' Compensation plan contracts and investigates claims as appropriate.

14. Participates in labor negotiations and provides assistance to negotiators in Court employee labor relations; administers the Court Employer-Employee Labor Relations Rules and presents study results to bargaining unit representatives; partners with bargaining unit representatives to resolve grievances and issues and to interpret contract provisions.

15. Advises and supports to the Court in performance, discipline and grievance matters, interpretation of memoranda of understanding, and interpretation and application of personnel rules, regulations, policies and procedures.

16. Develops staff training plans and acts as a training resource to Court staff.

17. Represents the Court in public and professional areas relating to human resources management.

18. Maintains continuous positive relationships with Court administration, judges and employee groups for the purpose of policy development, problem solving and long-range planning.

19. Prepares and reviews a variety of written selection materials, analytical reports, correspondence, policies, procedures and other written materials.

20. Directs the maintenance of accurate records and personnel files.

DESIRABLE QUALIFICATIONS


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

EDUCATION AND EXPERIENCE: A bachelor's degree from an accredited four-year college or university with major course work in business or public administration, personnel administration, industrial relations, public policy, psychology or a field related to the work and four years of increasingly responsible experience involving the direction of and policy determination for comprehensive human resources programs in a public agency, including two years of supervisory experience in human resources functions such as recruitment, employee relations, performance management, benefits administration or related.


A master's degree or human resources certification, PHR or SHRM-CP is desirable.


Superior Court experience and working with unionized staff in a human resources capacity is preferred.

OTHER REQUIREMENTS
KNOWLEDGE OF: Theory, principles, practices and techniques of public personnel administration, including recruitment and selection, employee relations, classification and job analysis, compensation and benefits administration, employee development, and performance planning and appraisal; principles and practices of supervisory techniques including management/employee coaching, facilitation, and progressive discipline processes; principles and practices of administration, organization, management and employee supervision, including selection, work planning, organization, performance review and evaluation, and employee training and discipline; principles and practices of labor relations, including negotiating techniques and MOU administration including applicable federal, state and local laws, regulations and court decisions; research methods, market analysis techniques and report preparation, and modern trends in human resource program development; equal employment and affirmative action laws, policies and guidelines; organizational structures, job analysis and job design; principles and practices of compensation and performance reward systems, including salary and benefits survey and analysis methodology; computer applications related to the work, including word processing, spreadsheet, and database applications.


SKILL IN: Operating a computer and driving a motor vehicle.


ABILITY TO: Interpret, apply and explain complex federal, state and local laws, ordinances, codes, regulations policies and procedures, and bargaining unit agreements; collect, analyze, interpret and evaluate a variety of complex data; plan and direct the work of professional, technical or support staff on a project or day-to-day basis; prepare clear and concise reports and recommendations, policies, procedures, correspondence and other written materials; meet critical time deadlines; communicate orally, including making presentations of findings, recommendations and policies before public officials, other officials, employees, employee representatives and community groups, in order to gain concurrence and cooperation through discussion and persuasion; recognize and resolve problems of a sensitive or political nature, analyze situations, select alternatives, recognize consequences of proposed action, negotiate mutually satisfactory solutions to problems and implement recommendations; analyze and make sound recommendations on complex human resources issues; evaluate alternatives and make appropriate, creative recommendations; communicate orally and in written form in a clear and concise manner; deal tactfully and courteously with the public; establish and maintain effective work relationships with judicial officers, court personnel, governmental agencies and members of the public.

WORKING CONDITIONS/PHYSICAL REQUIREMENTS: On a continuous basis, sit at a desk for long periods of time in front of a computer screen; intermittently twist to reach equipment or supplies surrounding desk; perform simple grasping and fine manipulation; use telephone and computer keyboard on a daily basis.
OTHER REQUIREMENTS: Possession of a valid Class C California driver's license and a satisfactory driving record. Must pass background investigation to access the Criminal Information Systems. May be required to work off-hours for the administration of examinations, to conduct job audits and observations, or during labor negotiations.
COUNTY OF MARIN
The County of Marin has a population of approximately 257,000 and covers 521 square miles. One of the nine Bay Area counties, Marin County is linked to San Francisco by the Golden Gate Bridge and to the East Bay by the Richmond-San Rafael Bridge. The county is recognized as one of the most enjoyable living areas in the country and has many state, county and city operated parks and recreational facilities, including China Camp State Park, Mt. Tamalpais State Park, Point Reyes National Seashore, and the Golden Gate National Recreation Area. The Court is housed in the historic Frank Lloyd Wright-designed Marin County Civic Center.
THE COURT AS EMPLOYER
The Court employs approximately 105 people in 30 job classifications, ranging from clerical support to professional level positions. Court employees support a total of 14 judicial officers. Court employment is governed by the Trial Court Employment Protection and Governance Act and is not covered by Civil Service Rules.

The Court is an Equal Opportunity Employer and encourages applications from all persons regardless of their race, ethnic background, national origin, religion, gender, sexual orientation, marital status, age or disability.
EXAMINATION AND SELECTION
All completed application materials will be reviewed after the final filing date to determine if each applicant meets the stated desirable qualifications for the position. Applicants should take note that possession of the desirable qualifications is not necessarily a guarantee of further advancement in the employment process.

Based upon the information provided in application materials, the most qualified applicants will be invited for further examination. Depending upon the number of applications received, the examination may consist of application screening, written test, performance or practical exam, oral interview, or any combination thereof.

An eligibility list is then established by ranking candidates according to their overall score in the examination process. The eligibility list generally remains valid for up to six months and appointments are made from this list to fill all vacant positions in that classification.
EMPLOYEE BENEFITS

Health Benefits
The Court offers medical, dental and vision insurance coverage to employees and their dependents. There are Kaiser and Blue Cross medical plans to choose from, a dental plan provided by Delta Dental, and a vision plan provided by Vision Services Plan. Full-time employees receive a generous contribution to health insurance benefits while regularly scheduled part-time employees receive a prorated amount of the benefit contribution.

Life and Disability Insurance
The Court provides a mandatory, basic term life insurance plan in the amount of $10,000, payable to a designated beneficiary. The Court also offers optional supplemental term life insurance, dependent life insurance and long-term disability insurance. For some employee groups, there is mandatory participation in the State Disability Insurance program.

Holidays and Paid Time Off
Full-time employees receive fourteen (14) paid holidays per year and, depending on the position, earn paid time off at a minimum rate of fourteen days per year for the first two years, with increases at designated intervals in subsequent years, based on employment longevity. Eligible employees are also entitled to two (2) Professional Development Days per year that may be prorated based on date of hire. Employees also receive one (1) Wellness Day annually.

Sick Leave
Full-time employees accrue twelve (12) days of sick leave per year, which may accumulate on an unlimited basis. Upon retirement, eligible employees may convert 75% of their unused, accrued sick leave balance to retirement service credit.

Flexible Spending Plans
All employees are eligible to participate in a voluntary flexible spending plan which reimburses up to $5,000 per year for qualifying dependent care expenses and $2,750 per year for qualifying medical expenses.

Carpool/Biking Incentive
Join a carpool to go further, or jump on a bike to boost your health and your wallet. You can receive a $240 taxable carpool/bike incentive once every 6 months for carpooling or biking to work at least 60 days within each 6-month reporting period. This incentive is paid out twice a year if you meet all the requirements. That's up to $480 a year! The 60 days can be achieved through a combination of biking and/or carpooling.

Marin County Retirement Plan
Court employees participate in the County of Marin's defined benefit retirement plan under the 1937 County Retirement Act. The specific plan depends on the employee's hire date and provisions of the Public Employees' Pension Reform Act of 2013 (PEPRA). All full-time employees and part-time employees who work a minimum of three-fourths time are enrolled in the plan. Plan benefits are based on age at time of retirement, years of service and compensation. The county retirement plan has reciprocity with other 1937 Act Retirement System organizations and California Public Employee Retirement System (Cal PERS.) Neither the Court nor the employee contributes to the federal Social Security system, but employees are required to withhold Medicare contributions.

Deferred Compensation Plan
All court employees may participate in a voluntary Internal Revenue Code Section 457 deferred compensation plan paid 100% by the employee.

Tuition Reimbursement Program
The Court offers a Tuition Reimbursement Program to employees who enroll in approved training courses or classes that directly relate to their present positions with the Court, or which may make employees more upwardly mobile in the Court. The Court's reimbursement program pays up to 50% of registration fees and materials, provided employees are pre-approved for their educational expenses and there are sufficient funds available in the Court's budget.

Employee Training and Development Program
The Court is committed to a continuous learning environment where employees are encouraged to improve their knowledge and skills throughout their careers with the Court. Onsite programs are offered in such areas as Customer Service, Safety and Ergonomics in the Workplace and Using Microsoft Office Applications. The Court also is involved in regional and statewide training networks with other courts and professional organizations, making it possible for staff to participate in enriched training in particular functional areas of court processing.

Social Security
The Court does not contribute to Social Security except for a mandatory Medicare contribution of 1.45%.

State Disability Insurance (SD)
This program provides weekly benefits in the event of short-term disability. Premiums are automatically deducted from your pay.

Worker's Compensation
Court pays into the judicial branch administered insurance fund.

Bilingual Pay
Is available for selected positions.

This Benefit Summary is informational only, and cannot modify or affect your benefits in any way, nor shall you accrue any rights because of a statement or omission from this Summary. Please contact a Human Resources representative for further details.
01


Do you possess experience in human resources in a court setting (California Superior Court, Federal Court, etc.)?

• Yes
• No

02


Check the areas where you've gained public sector experience in human resources.

• City
• County
• Federal
• Court
• Other
• N/A - no public sector experience

03


Please list where you've gained your public sector human resources experience or type N/A if no experience. Please include the job title and agency name.
04


How many years of public sector human resources experience do you possess?

• No experience in public sector HR
• Less than 1 year
• 1 - 2 years
• 2 -3 years
• 3 - 5 years
• 5 - 7 years
• 7+ years

05


Check the areas in which you have experience:

• Labor relations
• Employee relations
• Performance management
• Training
• Recruitment
• Classification and compensation
• Payroll

06


Briefly describe your experience in the areas checked in the previous question.
07


Do you have experience with a union environment working in a human resources capacity?

• Yes
• No

08


Do you have experience working with SEIU Local 1021 in a human resources capacity?

• Yes
• No

09


Please describe your human resources experience in a union environment including your role, duties, and the type of union.
10


Do you have previous payroll experience including processing, reviewing and approving payroll?

• Yes
• No

Required Question