Assistant Director, Human Resources

Assistant Director, Human Resources

Pasadena City College

Salary: $121,826.52 - $148,969.92 AnnuallyManagement Association M-3

Job Type: Classified Administrator

Job Number: 10200

Location: 1570 E. Colorado Blvd., Pasadena, CA

Department: Human Resources

Closing: 11/6/2026 11:59 PM Pacific

Position Overview

Under the general direction of the Director, Human Resources, the Assistant Director, Human Resources, provides operational leadership and day-to-day oversight of the Human Resources department. This position directly supervises Human Resources Business Partners (HRBPs), HR Assistants, and Student Employment Technicians to ensure consistent, high-quality HR service delivery across the District. The Assistant Director supports the Director in employee and labor relations, compliance, investigations, and Equal Employment Opportunity (EEO) activities; partners with the Business Analyst assigned to HR to strategize and manage HR information system needs and projects; and leverages HR metrics and data analytics to drive continuous improvement. The role requires a strong blend of operational acumen, collaborative leadership, and the ability to build effective relationships across all levels of the organization.

Compensation & Benefits

• Classification: Classified Management
• Employment Type: Full-time, 12 months/year
• Monthly Range: $10,152.21 - $12,414.16
• Annual Range: $121, 826.52 - $148,969.92
• FLSA Status: Exempt
• Paid time off: 22 Days Vacation, 20 Holidays, 12 Sick Days
• Retirement: CalPERS
• Benefits: Click Here (100% District covered Medical, Dental, Vision for employee and dependents)

Why Work at PCC?

Join a collaborative and mission‑driven campus dedicated to student success and employee excellence. As the Assistant Director of Human Resources, you’ll provide operational leadership for a dynamic HR team while helping shape a workplace that values equity, integrity, innovation, and exceptional service. You’ll partner with leaders across the District to strengthen HR operations, support employees, ensure legal compliance, and implement strategic initiatives that make a lasting impact on our college community.

Key Responsibilities

• Supervises, coaches, and develops Human Resources Business Partners and HR Assistants; establishes workload priorities, conducts performance evaluations, and ensures consistent and equitable HR service delivery district-wide.
• Manages day‑to‑day HR operations including full-cycle recruitment and selection, onboarding, personnel record maintenance, position control, and HR information systems; ensures compliance with applicable laws, regulations, Education Code, Title 5, and District Board policies.
• Partners with the Business Analyst assigned to HR to identify, assess, and prioritize HR information system needs; collaborates on system projects, upgrades, and process improvements to ensure HR technology supports departmental and District goals.
• Performs comprehensive HR system audits to ensure accuracy, security, and efficiency; prepares findings reports and recommends improvements to enhance system performance.
• Maintains position control data integrity in coordination with HRBPs and Fiscal Services; reviews and approves personnel actions, status changes, and salary adjustments.
• Develops and maintains standardized HR procedures, tools, and templates; facilitates regular HR team meetings to align priorities and build team cohesion.

Employee and Labor Relations Support

• Supports the Director in employee and labor relations matters, including the administration and interpretation of collective bargaining agreements, grievance processes, disciplinary actions, and performance management; provides guidance to HRBPs, managers, and supervisors consistent with District policies and applicable law.
• Assists the Director with investigations of employee complaints, including matters involving discrimination, harassment, retaliation, and workplace conduct; conducts or coordinates assigned investigations and prepares written findings and recommendations.
• Supports the Director in overseeing the employee leave process and integrated disability management programs, including return-to-work and reasonable accommodation under FEHA and ADA.
• Advises managers, supervisors, and employees on District policies, collective bargaining agreement provisions, Education Code, and other applicable laws, rules, and regulations.
• Assists in identifying and resolving potential compliance risks related to employment law, employee relations, and HR operations; collaborates with district management and campus counsel as directed.

Equal Employment Opportunity and Compliance Support

• Supports the Director, who serves as the District's EEO Officer, in administering and maintaining the District's EEO Plan and ensuring compliance with EEO requirements in employment and selection processes.
• Assists in facilitating EEO committee activities, supporting equal employment opportunity initiatives, and promoting cultural and ethnic diversity in staffing consistent with District plans and applicable law.
• Supports the development and delivery of training programs for selection committees and staff on EEO, staff diversity, unlawful discrimination, and related legal requirements.
• Oversees preparation and submission of required state and federal employment reports and manages annual posting requirements in compliance with applicable law.

HR Analytics, Organizational Development, and Special Projects

• Leverages HR metrics and data analytics to identify workforce trends, inform decision-making, and drive continuous improvement in HR practices and service delivery.
• Supports the Director in organizational development initiatives, including structure design, role clarity, competency mapping, and workforce planning to address staffing gaps and support District goals.
• Leads or supports special HR projects such as systems implementations, policy development, process improvements, and training initiatives as assigned.
• Represents HR in cross-functional teams and committees; promotes a culture of collaboration, continuous improvement, and high performance.

Training, Staff Development, and Administrative Leadership

• Assesses training needs and develops, delivers, and evaluates HR‑related training programs for managers, supervisors, and staff; updates content to reflect changes in law, policy, and technology.
• Supports leadership development programs to enhance management capabilities and build a pipeline of future leaders.
• Assists the Director with strategic planning, budget administration, and departmental reporting as assigned.
• Leads or participates in shared governance through service on planning and operations committees and task forces; attends Board of Trustees meetings and appropriate District and College functions as needed.
• Performs other related duties as assigned.

Minimum Qualifications

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Development, or a closely related field.
• Four (4) years of progressively responsible, full-time professional human resources experience.
• One (1) year in a supervisory or lead capacity overseeing HR staff or functions.

Preferred Qualifications

• Master's degree in Human Resources, Business Administration, Public Administration, Industrial/Organizational Development, or a closely related field.
• Five (5) or more years of HR experience, with at least two (2) years in a supervisory or lead capacity.
• Professional HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP).
• Prior human resources experience within a California Community College District employment environment.

Knowledge, Skills, and Abilities

- May be representative, but not all-inclusive, of those knowledge, skills and abilities commonly associated with this position.

• Knowledge of applicable federal and state employment laws and regulations governing California public sector employment, including but not limited to FEHA, ADA, FLSA, FMLA, CFRA, Education Code, and Title 5 of the California Code of Regulations.
• Knowledge of principles and practices of human resources management, including employee and labor relations, collective bargaining, performance management, and HR operations in a public sector or educational environment.
• Knowledge of principles and practices of supervision, staff development, and organizational leadership.
• Ability to plan, organize, and manage the operations of a comprehensive HR department, including supervising staff, setting priorities, and ensuring consistent and equitable service delivery.
• Ability to interpret, apply, and communicate applicable laws, regulations, collective bargaining agreements, and District policies to a variety of audiences.
• Ability to conduct or oversee workplace investigations and manage sensitive employee relations matters with discretion, impartiality, and strict confidentiality.
• Ability to use data, HR metrics, and technology to support informed decision-making, reporting, and continuous improvement in HR service delivery.
• Ability to communicate effectively, both orally and in writing, and to establish and maintain collaborative working relationships across all levels of the organization.
• Skill in facilitating informal dispute resolution, mediating workplace conflicts, and applying conflict resolution techniques in sensitive and high-stakes situations.
• Sensitivity to and understanding of the diverse academic, socioeconomic, cultural, disability, and ethnic backgrounds of community college students, employees, and the broader community.

Physical Abilities and Work Environment

Physical Abilities

• Seeing to inspect written documents, communicate with District staff, sitting for extended periods of time; bending, kneeling, climbing, and reaching to retrieve and file equipment, and dexterity of hands and fingers to operate and repair equipment as well as to type on a computer keyboard.
• Standing, and walking between work areas is required.
• Positions in this classification may occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information and equipment.
• Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds with the use of proper equipment.

Work Environment

• Employees work in an office environment with moderate noise levels, controlled temperature conditions.
• Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing departmental policies and procedures.

Core Competencies

• Leadership and Influence
• Strategic Thinking
• Confidentiality and Integrity
• Communication
• Problem‑Solving
• Collaboration
• Conflict Resolution
• Data-Driven Decision Making
• Coaching and Staff Development