Human Resources Manager

Description Job Summary WRCOG is looking for a seasoned HR professional with management experience to lead our HR function through an ever-changing landscape. We need a true generalist who can comfortably wear all the HR "hats" — someone well-versed in core HR competencies who also thinks creatively about what HR looks like at a small agency. You embrace technology as a tool that enhances HR, not one that replaces the human touch. Most importantly, you're someone who fits WRCOG's culture: passionate, hardworking, and ready to roll up your sleeves to get the job done. The HR Manager oversees the HR function within the Administrative Services Department, reports directly to the Interim Executive Director, and supervises one Analyst. You'll join at an exciting time: you'll help finish and implement a classification and compensation study, continue an agency-wide policies and procedures update, and celebrate the grand opening of our newly remodeled offices. There has never been a better time to join our agency! Why you'll love working at WRCOG: we're not your typical public agency; we are dynamic and operate distinctively. We're small but mighty, running some of the region's largest and most complex programs in transportation, energy, workforce education, and more. We celebrate our successes often and are committed to supporting your professional development, all while ensuring we stay true to our mission. Job Summary Under the direction of the Executive Director (ED), the Human Resources Manager (HRM) provides highly responsible and complex management assistance to the ED and WRCOG Directors in coordinating and directing daily departmental activities and operations relative to all human resources activities including but not limited to: recruitment, testing, and selection, compensation and benefits, employee relations, performance management, workers’ compensation, training, risk management, legal compliance, employee engagement, and leaves of absence; supervises assigned staff; manages the effective use of resources to improve organizational productivity and customer service; conducts research and analysis; provides complex and responsible support to the ED in areas of expertise; and performs related work as required. This position is assigned a 9/80 work schedule, with every other Friday off. WRCOG maintains a hybrid work arrangement in accordance with agency and operational needs. The position is based in Riverside, California. Supervision Received And Exercised Receives general direction from the Executive Director. Exercises general and direct supervision over professional, technical, and administrative staff. Class Characteristics This is a management classification responsible for planning, organizing, reviewing, and evaluating the staff and operations of the Human Resources division. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities, which include developing and implementing policies and procedures for assigned programs, budget administration and reporting, and program evaluation, and ensuring compliance with regulatory requirements. Incumbents serve as a professional-level resource for organizational, managerial, and operational analyses and studies. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines. Examples of Typical Job Functions Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job. Under The General Direction Of The DED, The Job Functions Of The HRM Include, But Are Not Limited To, The Following Plans, manages, and oversees the daily functions, operations, and activities of the Human Resources division; manages and administers recruitment, testing, and selection, benefits administration, employee relations and performance management, classification and compensation, workers’ compensation, training, employee engagement, and leaves of absence. Participates in the development and implementation of goals, objectives, policies, and priorities for the division; continuously monitors the efficiency and effectiveness of assigned programs, service delivery methods, and procedures; assesses and monitors workload, administrative, and support systems, and identifies opportunities and makes recommendations for improvement. Participates in the development, administration, and oversight of division budget; determines funding needed for staffing, equipment, materials, and supplies; ensures compliance with budgeted funding. Participates in the selection of training, motivates, and evaluates assigned personnel; works with employees to correct deficiencies; recommends and implements discipline and termination procedures. Manages the Agency’s recruitment, testing, selection, and retention activities; identifies staffing goals to meet current and future employment needs, including developing staffing plans and recruitment and assessment selection strategies and processes; manages background checks, pre-employment exams, and related recruitment processes. Oversees and administers a comprehensive benefits program, including health and welfare benefits; recommends changes in coverage, benefits levels, and vendors; manages annual open enrollment activities; oversees new hire orientations. Collaborates with supervisory and management staff on employee relations matters, including employee performance and discipline; participates in or oversees investigations of misconduct and related issues. Provides risk management program oversight, including both liability and workers’ compensation programs. Manages the Agency’s classification, compensation, and performance evaluation programs; supervises data collection and analysis; assists in the development of salary recommendations, which are consistent with Agency compensation policies. Maintains, updates, and provides guidance to employees and management regarding the interpretation of the Agency’s personnel rules, practices and procedures, and the correct application of Agency policies, and ensures that all personnel policies and procedures are in compliance with state and federal law and Equal Opportunity guidelines; ensures employee complaints are investigated. Manages employee training and certification programs for professional development and career growth opportunities. Manages the accuracy of employee information in human resources Information System, including benefits enrollments and payroll data. Supervises or conducts fact-finding and complaint investigations; prepares reports on findings; makes recommendations and assists departments with resulting personnel actions. Conducts a variety of organizational and operational studies and investigations; recommends modifications to assigned programs, policies, and procedures, as appropriate. Monitors changes in employment law and regulations that may impact Agency practices or Human Resources operations; implements policy and procedural changes. Develops and manages requests for proposals for professional and/or contracted services; prepares scope of work and any technical specifications; evaluates proposals, negotiate contracts, and recommends award. Serves as a liaison for assigned functions with other Agency departments, divisions, and outside agencies; provides staff support to commissions, committees, and task forces, as necessary. Attends and participates in professional group meetings; stays abreast of new trends and innovations in human resources and its related programs; research emerging products and enhancements and their applicability to Agency needs. Receives, investigates, and responds to difficult and sensitive problems and complaints in a professional manner; identifies and reports findings and takes necessary corrective action. Directs the establishment and maintenance of working and official files. Ensure staff observe and comply with the Agency’s safety standards. Performs other duties as assigned. Education and Experience Qualifications Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be: Education: Equivalent to a bachelor’s degree from an accredited college or university with major coursework in human resource management, risk management, public administration, business administration, or a related field. Experience: Five (5) years of increasingly responsible public sector, special district, or municipal agency human resources experience, including two (2) years in a supervisory or lead capacity. Professional Certifications: Professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR) is highly desirable. Supplemental Information License And Certificates A valid California driver's license and the ability to maintain insurability under WRCOG’s vehicle insurance policy. Knowledge Of Administrative principles, practices, and methods including goal setting, program development, implementation and evaluation, policy and procedure development, quality control, and work standards Principles and practices of employee supervision, including work planning, assignment, review and evaluation, and the training of staff in work procedures. Service delivery and daily operations of a comprehensive human resources program, including recruitment and selection, classification and compensation, employee relations, benefits administration, equal employment opportunity, and employment law compliance. Principles, practices, and techniques of payroll, accounting and related State and Federal laws. Organizational and management practices as applied to the analysis and evaluation of programs, policies, and operational needs. Risk management principles and practices. Applicable federal, state, and local laws, ordinances, and regulations as well as industry standards and best practices in the management of a comprehensive human resources program. Agency and mandated safety rules, regulations, and protocols. Principles and practices of public sector budget development and administration. Techniques for providing a high level of customer service, by effectively dealing with the public, vendors, contractors, and Agency staff. The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar. Modern equipment and communication tools used for business functions and programs, projects, and task coordination, including computers and software programs relevant to work performed. Principles, regulations, and reporting requirements associated with the California Public Employees’ Retirement System (CalPERS), including payroll reporting, retirement enrollments, and compliance requirements. Human resources information systems (HRIS) and applicant tracking systems, including experience with the NEOGOV platform and its modules such as Insight, Onboard, Learn, Perform, and eForms. Ability To Plan, organize, oversee, and manage the Human Resources division staff and operations. Develop and implement goals, objectives, practices, policies, procedures, and work standards. Prepare and administer departmental budgets; allocate limited resources in a cost-effective manner. Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance in an objective and positive manner. Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed. Evaluate and develop improvements in operations, procedures, policies, or methods. Interpret, apply, and explain complex laws, codes, regulations, and ordinances. Effectively represent the department and the Agency in meetings with governmental agencies, contractors, vendors, and various businesses, professional, regulatory, and legislative organizations. Understand and apply fundamental principles, policies, and procedures of payroll and accounting. Prepare clear and concise reports, correspondence, policies, procedures, and other written materials. Maintain accurate files and records. Use tact, initiative, prudence and independent judgment within general policy, procedural and legal guidelines. Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments. Communicate clearly and concisely, both verbally and in writing, using appropriate English grammar and syntax. Establish and maintain effective working relationships with those contacted in the course of the work. Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks. Physical Demands Must possess mobility to work in a standard office setting and use standard office equipment, including a computer/laptop; to operate a motor vehicle, and visit various meeting sites in Western Riverside County to conduct WRCOG business. This is primarily a sedentary office classification, although standing in and walking between work areas may be required and travel to and attendance at off-site meetings. Finger dexterity is needed to access, enter, and retrieve information using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification 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 up to 15 pounds. Mental Demands While performing the duties of this class, the employee must be able to use written and verbal communication skills; read, analyze, and interpret data, guidelines, and documents; prepare and evaluate reports; use math and mathematical reasoning; learn and apply new information or new skills; and interact with applicants, Agency staff, vendors, consultants, management, general public, and other parties. Working Conditions This is primarily a sedentary classification, and the employee works in an office environment with moderate noise levels, controlled temperature conditions, and no known direct exposure to hazardous physical substances. The employee interfaces with staff, management, other departmental representatives, government officials, business representatives, and the general public to explain WRCOG programs and request and provide information. MEDICAL INSURANCE COVERAGE Employees may choose from several HMO and PPO health plans administered through CalPERS. WRCOG covers medical insurance for the employee + one dependent at the CalPERS Region 3 Kaiser Rate (up to $1,938.10). Employees may waive WRCOG-sponsored medical plans by providing evidence of other medical coverage each plan year. Upon meeting eligibility requirements, the employee is eligible to receive an opt-out reimbursement amount which is one-fourth of the CalPERS Region 3 Kaiser Rate. This medical opt-out payment is paid as taxable earnings. This amount for 2026 is $581.44/month. DENTAL & VISION INSURANCE Premiums for dental and vision insurance are covered 100% by WRCOG for the employee and all their dependents. LIFE INSURANCE Life insurance in the amount of $50,000 is provided by WRCOG for the employee. Employees may voluntarily elect to enroll in additional life insurance products. An Employee Assistance Program (EAP) is also offered to employees at no cost. Supplemental life insurance is available at a cost to the employee through payroll deductions. Additional short-term and long-term disability insurance plans are also available at a cost to the employee through payroll deductions. For complete coverage details, see the 2026 benefit guide. RETIREMENT Benefits include CalPERS retirement benefits, Classic: 2.7% @ 55 formula and PEPRA 2% @ 62 formula with 8.50% Employee Paid Member Contribution. Employees Receive The Following 13 Designated Holidays New Year's Day Dr. Martin Luther King Jr. Day Presidents Day Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Friday after Thanksgiving Christmas Eve Christmas Day New Year's Eve PTO ACCRUAL For Director positions, the PTO accrual schedule is as follows: 0 to 36 Months - 184.08 Hours (7.08/pay period) 36 to 108 Months - 224.12 Hours (8.62/pay period) 108 to 180 Months - 265.20 Hours (10.20/pay period) 180 Months or More - 304.20 Hours (11.70/pay period) 0 to 36 Months - 262.60 Hours (10.10/pay period) 36 to 108 Months - 325 Hours (12.50/pay period) 108 or More Months - 364 Hours (14.00/pay period) MANAGEMENT LEAVE All salaried employees (Program Managers and Directors) will receive 40 hours of Management Leave per fiscal year, granted at the start of each fiscal year. These hours are use-it-or-lose-it, do not roll over, and cannot be cashed out. SICK LEAVE Effective June 8, 2026, WRCOG transitioned to a PTO model for all full-time employees, at which point, separate sick leave accruals were discontinued. Part-time employees will not be subject to this change and will continue to accrue sick leave, up to 40 hours per year. TIME & TENURE BENEFIT PAY (3% FLEX) After three years of service, employees receive a time and tenure benefit equivalent to 3% of their base salary. Deferred Compensation Employees may contribute to a 457 deferred compensation plan. IRS contribution caps may apply. There is no contribution or “match” offered by WRCOG. FLEXIBLE SPENDING ACCOUNTS Tax-exempt savings plans are offered to pay for eligible expenses associated with healthcare, dependent care, and transportation. ***For a complete list of benefits, please see the WRCOG Employee Handbook *** #J-18808-Ljbffr City of Santa Fe Springs