Human Resources Operations Manager | Principal Human Resources Analyst

Human Resources Operations Manager | Principal Human Resources Analyst Salary: $141,084 - $171,480 annually (DOE), plus excellent benefits Application deadline: Apply by Friday, July 3, 2026, at 5:00 p.m. for first consideration The City of San Rafael is a charter city founded in 1913. The mission of the City is to enhance the quality of life and to provide for a safe, healthy, prosperous and livable environment in partnership with the community. The City has a staff of 441 regular FTE employees and an annual budget of $172 million. City departments include the City Manager’s Office, Management Services, Finance, Community Development, Community Services, Fire, Library, Police, and Public Works. The City of San Rafael was voted one of the 2022 Best Places to Work in local government by ELGL, a nationally recognized organization. The City was recognized for our cross-departmental work that is key to advancing community programs and projects. Employees from all departments worked together, allowing us to break down silos, and model our culture initiative, Together San Rafael. A strong emphasis on innovation, equity, and a commitment to our employees are a vital part of creating a wonderful community and for the trust we instill and have for providing ongoing learning opportunities to all staff are just some of the perks that make San Rafael the Best Place to Work. Non-Discrimination Policy The City of San Rafael values a diverse, inclusive workforce and provides equal employment opportunities to all employees and applicants and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. In accordance with the Immigration Reform and Control Act, all potential employees are required to provide proof and/or be verified of U.S. Citizenship or authorization to work in the United States. Disaster Service Workers California Government Code Title I, Sections 3100 - 3109, declare all public employees to be Disaster Service Workers, subject to such disaster service activities as may be assigned to them by their superiors or by law. More information can be found here. Reasonable Accommodation The City of San Rafael will make reasonable accommodations at any phase of the application and interview process, to accommodate persons with disabilities. If you have a disability for which you require an accommodation, please advise Human Resources upon submittal of your application. For examination accommodations, please contact Human Resources at least seven (7) calendar days before the test date, at View phone number on click.appcast.io. The City The City is focused on enhancing our community members’ quality of life through well-designed services and a positive workplace culture. San Rafael is the economic and cultural heart of Marin County, with a population of approximately 60,000. The City has a City Council/City Manager form of government with 12 departments, more than 400 employees, and a fiscal year 2025-2026 annual budget of approximately $192 million. The City’s vision is to be a vibrant economic and cultural center reflective of its diversity. The City Council is engaged and seeks to strengthen the urban and commercial areas as well as sustain the beautiful natural environment. The Department The Human Resources Department provides a wide range of internal service support to the City’s 12 departments and over 400 employees, strategically aligned with the City Manager’s Office leadership of the City team. The Human Resources Department is composed of a Human Resources Director, Risk Manager, Senior Human Resources Analyst, and three additional support staff positions. Human Resources Operations Manager oversees a variety of labor relations and benefits administration duties and serves on the bargaining team during union negotiations. They will work closely with the HR Director to make important decisions for the HR Department, such as organizational structure changes and staff oversight responsibilities while also serving as a subject matter expert to fellow HR staff and department heads. They will oversee HR staff and contribute to the development of the Department’s annual budget. This role focuses on supporting the HR team in union relations, meet and confer challenges, grievance responses, and contract negotiations, while supporting department managers through the employee coaching and progressive discipline process. This manager uses a high degree of accuracy, independent judgment, and discretionary decision‑making with respect to interpretation and memorandum of understanding, City policies and procedures, the Employer‑Employee Relations Resolution framework and Public Employment Relations Board rulings. This manager also provides oversight for employee benefits administration, and worker’s compensation programs for the City. Ideal Candidate We have one (1) vacancy to be filled at either the Human Resources Operations Manager or Principal Human Resources Analyst classification. The ideal candidate will bring extensive experience in labor relations, collective bargaining, contract negotiations, and employee relations, including grievance response, workplace investigations, performance management, and providing guidance and coaching to supervisors and managers. Experience with benefits administration, day‑to‑day payroll functions, and local government operations is highly desirable. The successful candidate will be results‑driven, adaptable, and customer‑service oriented, with the ability to excel in a highly autonomous environment and effectively support eight bargaining units. This individual will possess strong analytical and strategic thinking skills enabling them to navigate complex human resources issues and develop practical, innovative solutions. Exceptional interpersonal and communication skills are essential to building and maintaining productive relationships with department leaders, elected and appointed officials, employees, and labor representatives. Essential Duties and Responsibilities Human Resources Operations Manager – This list is meant to be representative, not exhaustive. Assists in the development and implementation of goals, objectives, policies, procedures and work standards for the department, assists in administering the department’s budget. Plans, organizes, administers, reviews and evaluates the activities of professional and technical support staff. Assists the Human Resources Director in employee relations and labor negotiations. Confers with City employees regarding personnel, employee relations, or related activities or problems and may assist the Director in conferring with supervisors and managers on the same matters. Prepare complex written reports and make presentations to the City Council as required. Assists the Director in managing the training program for the City in assessing training needs and in developing programs to enhance the skill and performance level of employees. Selects assigned staff and provides for their training and professional development; interprets City policies and procedures to employees. Directs and conducts analytical studies; develops and reviews reports of findings, alternatives, and recommendations. Helps in preparing the department’s annual operating budget; monitors expenditures to ensure that the department operates within the allocated budget. Oversees the recruitment testing and certification program for the City; reviews and approves recruitment and examination plans for open and promotional recruitments using established guidelines and authorities; works with subordinate staff to design and implement appropriate internal procedures to assure that the recruitment, testing, and certification meet accepted standards. Manages and directs the City’s employee benefits program, including leave management programs; negotiates with insurance carriers on rates and coverage; works with insurance brokers to obtain the best rates and coverage for a variety of products. Participate in labor relations activities, including contract negotiations, meet and confer sessions and meet and consult sessions. Serve as the HR lead regarding information systems/technological management. May be required to conduct investigations into discrimination complaints and make recommendations for resolving complaints; coordinates City response to state and federal enforcement agencies when required. Principal Human Resources Analyst – This list is meant to be representative, not exhaustive. Assists in the development and implementation of goals, objectives, policies, procedures and work standards for the department, assists in administering the department’s budget. Plans, organizes, administers, reviews and evaluates the activities of professional and technical support staff. Responsible for managing the City’s employee relations and labor negotiations functions, including contract negotiations and meet and confer sessions, grievance responses, and working with department on employee discipline and performance coaching. Oversees and manages the Risk Management and Worker's Compensation programs for the City. Confers with City employees regarding personnel, employee relations, or related activities or problems and may assist the Director in conferring with supervisors and managers on the same matters, as required. Prepare complex written reports and make presentations to the City Council as required. Develops and delivers training and interprets City policies and procedures to employees. Directs and conducts analytical studies; develops and reviews reports of findings, alternatives and recommendations. Helps in preparing the department’s annual operating budget; monitors expenditures to ensure that the department operates within the allocated budget. Periodically reviews and evaluates established recruitment and selection procedures and recommends and implements changes when required. Manages and directs the City’s employee benefits program including leave management programs; negotiates with insurance carriers on rates and coverage; works with insurance brokers to obtain the best rates and coverage for a variety of products; monitors industry trends and recommends strategies to the Human Resources Director dealing with cost and quality. May be required to conduct investigations into discrimination complaints and make recommendations for resolving complaints; coordinates City response to state and federal enforcement agencies when required. Education/Experience Human Resources Operations Manager Sufficient education, training and/or work experience to demonstrate possession of the following knowledge, skills and abilities which would typically be acquired through: Education: Possession of a bachelor’s degree with major coursework in business or public administration, industrial relations, human resources management or a closely related field, AND Experience: Five (5) years of professional experience in public administration required, including two (2) years of direct supervision preferably in a public agency. Master’s degree in Human Resources Management, Public Administration or a related field is preferred. Principal Human Resources Analyst Sufficient education, training and/or work experience to demonstrate possession of the following knowledge, skills and abilities which would typically be acquired through: Education: Possession of a bachelor’s degree with major coursework in business or public administration, industrial relations, human resources management or a closely related field, AND Experience: Five (5) years of professional experience in public administration required, including two (2) years of increasingly responsible work in the areas of labor and employee relations and/or Worker's Compensation. Master’s degree in Human Resources Management, Public Administration or a related field is preferred. Benefits The Human Resources Operations Manager and Principal Human Resources Analyst are both regular positions of the City’s unrepresented mid‑management employee group and eligible to receive benefits including but not limited to: Medical: City group health coverage, with the City paying a fixed dollar amount toward the cost of the monthly insurance premium. Employee only: $998.00; Employee plus one: $1,995.00; Family: $2,520.00 Dental and Vision: Premium fully paid for employee and eligible dependents. Vacation leave: 15 days annually, increases after 5 years of service Sick leave: 12 days annually Administrative leave: 10 days each calendar year, prorated if hired after the first of the year Holidays: 12 paid City holidays plus 1 floating holiday per year Bereavement leave: Up to 5 days paid leave End of life care leave: Up to 80 hours paid leave Paid parental leave (if eligible): Up to 300 hours paid leave. SRMMEA employees also contribute to State Disability Insurance (SDI) Life insurance & AD&D: $300,000 Long term disability: 66.67% of salary, up to $7,500 per month Tier 2 – hired on or after 7/1/2011: 2% @ 55, average of 3 highest years Tier 3 PEPRA – hired on or after 1/1/2013: 2% @ 62, average of 3 highest years Deferred compensation: City will contribute 1.06% of base pay into a City‑provided deferred compensation plan Gym membership reimbursement: Up to $198 per year Bilingual pay (if eligible): Up to $250 per month Special Instructions Application deadline: Apply by Friday, July 3, 2026, at 5:00 p.m., for first consideration. Wednesday, July 15 – Panel interview, in person Thursday, July 16 – Finalist interview, in person It is recommended to plan your schedule accordingly. #J-18808-Ljbffr