area human resources manager

Allied Universal

<div>Regional Human Resources Manager<h2 class="jobSectionHeader">
Overview</h2><div> 
Company Overview:
</div><div>Allied Universal&reg;, North America&rsquo;s leading security and facility services company, offers rewarding careers that provide you a sense of purpose. While working in a dynamic, welcoming, and collaborative workplace, you will be part of a team that contributes to a culture that positively impacts the communities and customers we serve.</div><h2 class="jobSectionHeader"> 
Job Description</h2><div> 
Allied Universal is looking to hire a Regional Human Resources Manager. This position is responsible for employee relations, employment compliance, unemployment claims, and monitoring of employment status for the employees of that designated area. With a focus on investigations, manager and supervisor training, and compliance. This position will ensure all recruitment processes, practices, compliance, technology, and tools are used in the field to maintain stated region goals pertaining to non-billable overtime (NBOT), Security Officer Turnover, and Account Manager Turnover.</div><div>
</div>RESPONSIBILITIES:
<ul><li>Investigation of, response to, and documentation of employee complaints, including potential legal issues, EEOC charges, and focus groups.</li><li>
Monitoring of NBOT; Working with Recruiters in finding proactive solutions in staffing positions.</li><li>
Monitoring and assuring compliance in hiring practices, personnel documentation, and other compliance items (e.g. licensing, performance evaluations, LDW report, etc.).</li><li>
Training of account managers and supervisors in employee relations, positive employment practices, and avoidance of legal issues.</li><li>
Monitoring of employee terminations, assessment of documentation supporting terminations, and responses to the Department of Labor for unemployment claims.</li><li>
Participation in employee retention and human capital management activities.</li><li>
Coach Managers, HR designees, and others who have HR responsibilities within a branch office.</li><li>
Oversee employee relations and claims management activities throughout the designated area, assuring that investigations are handled and documented appropriate to negating a lawsuit.</li><li>
Support the Regional HR Director and Legal team on sensitive investigations.</li><li>
Assure compliance with programs are being appropriately administered regarding licensing, I-9s, leaves of absences, vacations, personnel file maintenance, status changes, performance evaluations, terminations, etc.</li><li>
Develop, in conjunction with Branch Manager/ General Manager and HR Director, plans to reduce overtime and turnover
</li></ul><ul><li>Assist in development of managers through training on labor law, ER processes, and skills. Help Managers write development programs for managers with performance issues.</li><li>
Improve work environment and employee relations through effective customer service and various measures, including complaint investigation, grievance resolution, focus groups, etc., as appropriate to the situation and the Concern Resolution Policy.</li><li>
Ensure that corporate policies are appropriately enforced and implemented.</li><li>
Assure that appropriate information is communicated with and to the Managers and the Regional HR Director.</li><li>
Travel regularly throughout designated area to interact with and gain confidence of district support and operations personnel, and to investigate particularly serious allegations.
</li></ul>QUALIFICATIONS:
<ul><li>Must possess one of the following:</li><li><ul><li>
Bachelor&rsquo;s Degree in Human Resources or Business Administration</li><li>
High school diploma or equivalent with a minimum of four (4) years of administrative, human resources, employee onboarding, and/or employee relations experience</li></ul></li><li>
Current driver&rsquo;s license if driving a company-owned vehicle or personal vehicle in the course of business</li><li>
Minimum of two (2) years of administrative, human resources, employee onboarding, and/or employee relations experience</li><li>
Understanding of multi-state employment law requirements</li><li>
Demonstrated ability to take initiative, successfully handle and prioritize multiple competing assignments and effectively manage deadlines</li><li>
Highly proficient and fully functional in all Microsoft Office applications and able to effectively utilize all available office management technology</li><li>
Strong consultative, analytical, and problem-solving skills</li><li>
Professional, articulate and able to use good independent judgment and discretion</li><li>
Outstanding oral and written communication skills; ability to successfully interact at all levels of the organization, including with clients</li></ul><div>
PREFERRED QUALIFICATIONS:</div><ul><li>
PHR certification</li></ul><div>
BENEFITS:
</div><ul><li>Pay Range: $70,304 - $80,000 annually + 20% bonus potential</li><li>
Medical, dental, vision, basic life, retirement plan, AD&amp;D, and disability insurance</li><li>
Eight paid holidays annually, five sick days, and four personal day</li><li>
Vacation time offered at an accrual rate of 3.08 hours biweekly. Unused vacation is only paid out where required by law.</li></ul><div>
PPO 14417</div><h2 class="jobSectionHeader"> 
Closing</h2><div> 
Allied Universal&reg; is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race/ethnicity, age, color, religion, sex, sexual orientation, gender identity, national origin, genetic information, disability, protected veteran status or relationship/association with a protected veteran, or any other basis or characteristic protected by law. For more information: www.aus.com
</div><div>If you have difficulty using the online system and require an alternate method to apply or require an accommodation, please contact our local Human Resources department. To find an office near you, please visit: www.aus.com/offices.</div><h2 class="jobSectionHeader"> 
Requisition ID</h2> 
2026-1612176</div>

Regional Human Resources Manager

The Home Depot

Position Purpose: The Manager SSC Human Resources partners with functional management on business decisions related to associates and supports all Human Resources related activity for the client group including talent management, organization effectiveness, associate relations, compensation, performance management, benefits, learning, and staffing. Also supports the execution of company wide Human Resource initiatives for their designated client group. Key Responsibilities: Identifies breaches of culture/values that impact workplace. Investigates associate relations issues and partners with managers for resolution. Analyzes turnover to identify trends and develop retention strategies. Ensures adherence to company policy, procedure and employment law. Partners with management to recruit for exempt and non exempt positions. Sources candidates, screens resumes, arranges interview team schedules, ensures compliance to all company policy and procedure (e.g.pre employment screening, offer letters, FCRA notification, etc.). Plans and participates in job fairs and attends college career fairs to support new hires. Provides counsel and leadership coaching (360s) and partners with managers in the performance management process and the execution of associate development plans. . Ensure managers are developing associate development plans and are consistently following up on those game plans. Follows-up on all associate training to ensure participation. Conducts new associate orientation, certified as a EC2 master trainer and conducts training. May conduct management development training in HR related areas (interviewing, coaching, etc) Partners with management to identify back-up and emerging talent and the creation of development plans; follows up on development plans for identified candidates; analyzes diversity and takes action to increase the diversity of the candidate pool. Works effectively with THD HR teams to leverage support and expertise. Contributes to the development of HR Review Represents HR in corporate wide initiatives. May conduct training classes on HR issues and associate orientations. Drives and executes company HR initiatives. Drives compensation and performance management for client group including creation of new role descriptions and updates. Direct Manager/Direct Reports: Typically reports to Sr Manager Human Resources Responsible for helping others and providing on-the-job training or guidance Travel Requirements: Typically requires overnight travel less than 10% of the time. Physical Requirements: Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles. Working Conditions: Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable. Minimum Qualifications: Must be eighteen years of age or older. Must be legally permitted to work in the United States. Human Resources generalist or related experience (3-5 years) Management experience (2+ years) Preferred Qualifications: 5 years Human Resources experience is strongly preferred. Minimum Education: The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job. Minimum Years of Work Experience: 3 Competencies: Technical knowledge of HR specialties including employment law, employee relations, management and organizational development, staffing, training and compensation Strong coaching, counseling, negotiating and conflict management skills. Must have excellent verbal and written communication skills. Sound knowledge of federal, state and local employment law. Excellent problem solving skills.

SSC Human Resources Manager - Supply Chain Operations

City of Menlo Park

<div>JOB

THE COMMUNITY
The City of Menlo Park is a thriving community with tree-lined neighborhoods, active commercial areas, spaces to enjoy the outdoors, and opportunities to engage in local activities. Located conveniently between the major metropolitan areas of San Francisco and San Jose, Menlo Park is home to just under 34,000 residents in its 19 square miles. The stunning natural surroundings of the city afford views of the San Francisco Bay to the east and the Pacific Coastal Range to the west.
Located in the heart of Menlo Park is a downtown featuring unique and upscale shops, restaurants, and entertainment, including the Guild Theatre. Set in a pleasant, pedestrian-oriented atmosphere, Menlo Park&rsquo;s downtown area attracts locals and visitors alike. The Menlo Park Caltrain station also provides a convenient connection to the numerous arts and leisure activities in the San Francisco and San Jose areas.
As home to numerous venture capital firms and neighbor to Stanford University, Menlo Park is well situated to benefit from and help shape new technologies and innovations originating from Silicon Valley. The city hosts such major employers as Meta, SRI International, Pacific Biosciences, Grail, and Exponent.
THE ORGANIZATION
Incorporated in 1927, Menlo Park is a General Law city operating under a Council-Manager form of government. The City Council is the City's five-member governing body whose members are elected by district to four-year overlapping terms in general municipal elections. The Mayor and Vice Mayor are selected by the City Council to serve one-year terms, rotating each December. The City Council appoints the City Manager and City Attorney, as well as members of the City&rsquo;s seven commissions, and the City Manager appoints all executive and management positions. City staff report to one of six departments: the City Manager&rsquo;s Office, Administrative Services, Community Development, Library and Community Services, Police, and Public Works, which includes Menlo Park Municipal Water. Fire protection and sanitary services are provided by separate special districts. The City is supported by approximately 297 full-time equivalent employees and a total expenditure budget of $235 million.
THE DEPARTMENT
The Administrative Services Department is a department of nearly 30 staff in Finance, Human Resources, and Information Technology. The department plays a vital role in supporting the City&rsquo;s day-to-day operations by delivering essential internal services and ensuring the organization is well equipped to provide exceptional services to the community.
VALUES
In Administrative Services, we believe in the power of teamwork and that how we get our work done is as important as getting it done. The Department's values guide how we behave as a team each day, ensuring we act with:<ul><li>
Humility &ndash; Sharing credit and defining success collectively rather than individually, jumping in to help where needed, and putting the needs of the team ahead of our own self-interest.</li><li>
Emotional Intelligence &ndash; Understanding the impact that our words and actions have on one another, knowing when to listen and when to share our perspective, and striving to include everyone by respecting, listening to, helping, and appreciating one another.</li><li>
Passion &ndash; Showing initiative and enthusiasm in our work, delivering outstanding, data-based results, and having a can-do, find-a-way attitude.</li><li>
Integrity &ndash; Doing what we say we are going to do, communicating clearly and openly, and holding ourselves accountable for the work we do in our respective roles.</li></ul>
THE POSITION
The Human Resources Manager is a key management position at the City. This individual plans, manages, and oversees the daily functions, operations, and activities of Human Resources, working collaboratively with the Administrative Services Director and management staff across the City. It is essential that this position is responsive to all customers and takes a proactive approach to building relationships throughout the organization, recognizing the value and unique contributions made by each and every employee. This individual serves as the main point of contact on employee relations matters and leads labor relations for the City&rsquo;s five unions (general employees, supervisors and mid-management, police officers, police sergeants, and temporary employees), along with the confidential and unrepresented management groups. This position leads highly-complex projects; conducts a variety of organizational and operational studies and investigations; and prepares and presents staff reports, policies, and other correspondence for the City Council and all employees. The Human Resources Manager leads a staff of five, comprised of three Management Analysts and two Human Resources Technicians, to accomplish a wide variety of daily tasks, policy and labor agreement administration, and process improvements, and is responsible for interpreting and complying with the various regulatory requirements from Federal, State, and local agencies.
The selected candidate will have the opportunity to work on the following upcoming projects:<ul><li>
Manage projects currently underway that involve collaborating with employees at all levels of the organization, including the citywide classification and compensation study and the employee engagement survey.</li><li>
Retool several division functions, including performance management, recruitment, selection and retention processes, leave programs, and workers' compensation leave administration.</li><li>
Promote employee engagement and performance management through enhanced training programs and citywide recognition events and other initiatives identified through the engagement survey analysis.</li><li>
Continue to manage and develop content for the popular &ldquo;HR Bits and Bites&rdquo; trainings, where supervisors and managers connect with Human Resources and one another for development and relationship-building over snacks.</li><li>
Train and develop Human Resources staff to form a cohesive team equipped to succeed.</li><li>
Review and update policies and practices to ensure compliance with employment laws.</li></ul>
Ideal Candidate
The ideal candidate will be a strategic leader who has a clear vision, drives projects, embraces customer service, and has a passion for public service, along with a flexible and adaptive mindset. The successful candidate will have excellent interpersonal and communication skills necessary to build relationships across all levels and navigate and defuse tension when it arises; excellent project and time management skills; and ability to write reports and other correspondence with clarity. This individual will ask for and listen to a variety of inputs and conduct independent research and networking before analyzing and preparing thoughtful policies and procedures, fostering collaboration and inclusivity. They will have a demonstrated ability to provide consistent, accurate, and timely human resources programs and services; foster a citywide culture of staff development and continuous learning; provide quality customer service; and be comfortable leading innovation and change management efforts within Human Resources and citywide.
Key Attributes and Skills<ul><li>
A manager who is able to establish confidence, trust, credibility, and consistency for themselves as well as Human Resources as a whole.</li><li>
Possesses knowledge and experience with employment/ labor law and the collective bargaining process.</li><li>
Understands the administration of CalPERS pension and medical programs, workers&rsquo; compensation benefits, deferred compensation and other key employee benefits.</li><li>
A compassionate leader and effective change agent, who can assist, support, and mentor employees and provide growth and development opportunities.</li><li>
Comfortable making presentations to employees, elected/ appointed officials, and the public.</li><li>
Embrace Human Resources as a collaborative partner and service provider to departments.</li></ul>
Minimum 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:<ul><li>
Equivalent to graduation from an accredited four-year college or university with major coursework in human resources management, industrial relations, public administration, business administration or a related field.</li><li>
Five (5) years of progressively responsible human resources program professional support experience, including</li><li>
Three (3) years of lead or supervisory experience.</li></ul></div>

Human Resources Manager

City of Tallahassee

<div>
 
 The City of Tallahassee is seeking experienced Human Resources and Workforce Development (HRWD) Specialists to support the work of the HRWD Department. In this role, you'll manage the day-to-day operations within your assigned area and serve as a knowledgeable resource across the department. Assignments may cover areas such as background processing or classification and compensation. These positions can be filled at the Specialist I or II level depending on education and experience.
 
 
 
 
 
 
 What You'll Do
 
 
 <ul>
 <li>
 Manage the day-to-day operations of your assigned area, handling the work accurately and efficiently while keeping things moving and details in order.
 </li>
 <li>
 Serve as a go-to resource for your area, providing reliable guidance and answers to the other HRWD units who depend on your work.
 </li>
 <li>
 Review and analyze data, apply established policies and procedures, and work through questions to reach practical, well-reasoned solutions.
 </li>
 <li>
 Keep your area current by tracking changes that affect your work, passing along what others need to know, and helping put updates into practice.
 </li>
 <li>
 Develop clear communication materials and, when needed, prepare and deliver training on topics within your area of responsibility.
 </li>
 <li>
 Take on varied assignments independently, prioritizing your work with professionalism and sound judgment while needing minimal direction.
 </li>
 </ul>
 
 
 
 
 
 Minimum Training and Experience
 
 
 
 
 
 
 
 HRWD Specialist I
 
 
 
 Bachelor's degree in human resources, business or public administration, marketing or a related field; and one (1) year of experience in human resources, marketing, personnel, program management, training and/or organizational development
 
 
 OR
 
 
 High School Diploma or GED; and five (5) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 
 
 
 
 
 
 HRWD Specialist II
 
 
 
 Bachelor's degree in human resources, business or public administration, marketing or a related field; and three (3) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 
 
 OR
 
 
 High School Diploma or GED; and seven (7) years of experience in human resources, marketing, personnel, program management, training and/or organizational development
 
 
 
 
 
 
 Salary Range
 
 
 
 This position may be filled at the HRWD Specialist I or II level depending on the candidate's education and experience, with corresponding pay ranges of $20&ndash;25/hr and $25&ndash;30/hr.
 
 
 
 
 
 
 Read the full job description
 
 
 at https://www.talgov.com/employment/hr-job-descriptions (search human resources specialist)
 
 
 
 
 
 
 
 
 Apply on or before 11 p.m. on Saturday, June 13, 2026
 
 
 
 
 &nbsp;
 
 
 
 About the City of Tallahassee
 
 
 
 City employees pride themselves on providing exceptional service and doing great things to cultivate a strong, vibrant community. Our mission is to be the national leader in the delivery of public service. Learn more about a career with us at Talgov.com/Jobs.
 
 
 
 
 
 Our Values
 
 
 - Honor public trust through ethical behavior
 
 
 - Provide exceptional citizen service
 
 
 - Lead with integrity at every level
 
 
 - Collaborate to reach common goals
 
 
 - Invest in employee excellence
 
 
 - Promote equity and celebrate diversity
 
 
 
 
 
 Examples of our excellent benefits include:
 
 
 -Pension &ndash; Defined Benefit Plan (annual pension = average of last five years&rsquo; salary x 2.25% x number of years worked)
 
 
 -401-K Retirement Plan with 5% Employer Contribution and 50% Employer Match of Balance at Retirement
 
 
 -Excellent Health Care Coverage
 
 
 -11 Paid Holidays
 
 
 -18 Days Personal Leave (increases with tenure to 27 days annually)
 
 
 -6 Months Catastrophic Leave (after two years tenure)
 
 
 
 
 
 
 Veteran's Preference
 
 
 
 Certain service members, veterans and spouses of service members and veterans will receive preference and priority, and certain service members may be eligible to receive waivers for postsecondary educational requirements in employment and are encouraged to apply for the positions being filled. For information on who may be eligible for Veterans' Preference, go to http://floridavets.org/benefits-services/veterans-preference/ or call Human Resources &amp; Workforce Development at (850) 891-8214. IMPORTANT: In order to claim Veterans' Preference, applicants MUST upload a DD-214 (and other documentation, as applicable) with their online application prior to the closing date of the job opening.
 
</div>

Human Resources & Workforce Development Specialist I or II

Pike County Recovery Council

<div>At The Recovery Council, we believe in a simple truth: Good People, Good agency. We are dedicated to providing exceptional support to our community, and we are looking for compassionate, driven individuals to join our team as a Case Manager. If you are ready to make a real difference in people's lives while growing your career, we want to hear from you!
About the Role
As a Case Manager, you will be the bridge between our clients and the resources they need to thrive. You will work closely with a supportive team in a professional office environment, out in the community, and in clients' natural environments. You&rsquo;ll play an integral role in carrying out our agency's mission.
Key Responsibilities
Your core mission will involve providing needs assessments and supportive services to ensure our clients receive top-tier care. Daily duties include:<ul><li>
Assessing &amp; Planning: Demonstrating top-notch skills in assessing ongoing consumer needs and assisting with the goals of the treatment plan.</li><li>
Connecting &amp; Collaborating: Helping consumers access community resources and working hand-in-hand with fellow staff members.</li><li>
Intervention &amp; Support: Utilizing therapeutic interventions while maintaining the highest level of professionalism and cultural competency.</li><li>
Documentation: Keeping accurate records in strict accordance with agency policies.</li><li>
Professional Integrity: Adhering to the ethics and standards set by OMHAS, CARF, and Ohio licensing boards.</li></ul>
What We Are Looking For (Requirements)
To step into this role successfully, you should bring:<ul><li>
Credentials/Education: CDCA, QMHS, CMS, or an Associate&rsquo;s Degree in Human Services, Counseling, Social Work, or Psychology (preferred).</li><li>
High School Diploma or GED</li><li>
Experience: Prior experience in behavioral and/or social services is preferred.</li><li>
Mobility: A valid Ohio Driver&rsquo;s License and insurability for local travel during the business day.</li><li>
Background: Credential and background checks free of disqualifying offenses.</li><li>
Core Skills: Strong communication skills, a cooperative spirit, and the physical ability to stand, walk, and use standard office equipment.</li></ul>
Schedule &amp; Logistics<ul><li>
Hours: Flexible work schedules determined by the Program Site Manager based on agency needs.</li><li>
Travel: Primarily local travel during the business day to consumer locations or alternate sites, with occasional out-of-the-area or overnight travel.</li><li>
Supervision: You will work under a qualified supervisor with no direct supervisory responsibilities of your own.</li><li>
Employment Type: At-will employment.</li></ul>
Salary and benefit package details will be provided directly by Human Resources during the interview process.
The Pike County Recovery Council is a Contract agency of the Paint Valley ADAMH Board and is governed by a Board of Directors as well as community leaders who give their time and talents to further the mission.
We are an equal opportunity employer
We are a Drug Free Workplace
Ready to Join Us?
Come be a part of our story and see firsthand what it means to work with Good People, Good agency.</div>

Case Manager

Boys & Girls Clubs of Sonoma-Marin

<div>Description:

**Please include a personalized cover letter, with salary requirements for consideration**
Position Summary
The Director of Human Resources provides leadership and oversight for the organization&rsquo;s Human Resources operations, systems, and people practices. Reporting to the Chief Administrative Officer, this role is responsible for ensuring effective day-to-day HR operations that support Team Members, managers, and organizational goals across BGCSM.
The Director of Human Resources oversees core HR functions including employee relations, performance management, onboarding and training, talent acquisition, compensation and benefits administration, compliance, HR systems, and policy implementation. This role partners closely with organizational leaders to strengthen manager effectiveness, support Team Member success, and promote consistent, people-centered employment practices across the organization.
Essential Duties &amp; Responsibilities
Human Resources Operations &amp; Leadership<ul><li>
Oversees the daily operations and functions of the Human Resources department.</li><li>
Ensures HR practices, policies, procedures, and systems are implemented consistently across the organization.</li><li>
Supervises and supports HR team members, providing coaching, guidance, and accountability.</li><li>
Partners with organizational leaders to support staffing, performance, employee relations, and workplace culture initiatives.</li><li>
Supports the development and implementation of HR programs, workflows, and process improvements that enhance operational effectiveness and Team Member experience.</li><li>
Maintains accurate HR records, systems, and reporting processes.</li></ul>
Onboarding, Training &amp; Performance Management<ul><li>
Oversees organizational onboarding processes to ensure new Team Members are successfully integrated into the organization, understand performance expectations, and feel supported in their roles.</li><li>
Supports the development and coordination of ongoing trainings related to compliance, workplace expectations, active supervision, professionalism, safety, communication, and management practices.</li><li>
Partners with managers and supervisors to reinforce organizational expectations and provide tools, coaching, and support for effective performance management.</li><li>
Oversees performance review processes and supports organizational consistency in evaluations, documentation, accountability, and corrective action practices.</li><li>
Supports managers in addressing performance concerns through coaching, clear communication, and follow-through.</li><li>
Helps ensure Team Members receive the training, communication, and support necessary to perform their roles successfully.</li></ul>
Employee Relations<ul><li>
Provides guidance and support to managers and supervisors on employee relations matters, including performance management, workplace conflict, corrective action, and policy interpretation.</li><li>
Conducts or oversees workplace investigations and supports resolution of employee concerns in alignment with organizational practices and legal requirements.</li><li>
Promotes positive employee relations practices that support professionalism, accountability, communication, and trust.</li><li>
Assists in developing and maintaining policies and procedures that support a safe, respectful, and inclusive workplace culture.</li></ul>
Recruitment &amp; Staffing Support<ul><li>
Oversees recruitment and hiring processes to ensure efficient and effective staffing practices.</li><li>
Partners with hiring managers to support recruitment efforts, candidate selection, onboarding, and staffing needs.</li><li>
Monitors recruitment processes, timelines, and hiring trends to support organizational staffing goals.</li><li>
Supports workforce planning and internal staffing efforts.</li></ul>
Compliance &amp; HR Administration<ul><li>
Ensures compliance with applicable federal, state, and local employment laws and regulations.</li><li>
Oversees administration of leaves of absence, including medical, FMLA/CFRA, disability, military, and personal leave programs.</li><li>
Maintains and updates HR policies, procedures, and the Employee Handbook to ensure compliance and organizational alignment.</li><li>
Supports compensation and benefits administration processes in partnership with organizational leadership and vendors.</li><li>
Oversees HRIS functionality, employee records, and HR reporting processes.</li><li>
Maintains current knowledge of employment laws, HR best practices, and emerging workplace trends.</li></ul>
BGC3: How We Show Up at Work
BGCSM believes that how we work is just as important as what we accomplish. The Director of Human Resources is expected to model and reinforce the organization&rsquo;s BGC3 competencies:
Connect
Builds strong relationships, communicates clearly, collaborates effectively, and fosters trust across teams and departments.
Drive
Demonstrates accountability, initiative, sound judgment, and a commitment to supporting Team Member and organizational success.
Adapt
Approaches change and challenges with flexibility, professionalism, resilience, and a solutions-oriented mindset. 
Requirements:

Must currently reside, or be willing to relocate to our service area of Sonoma County.
Education &amp; Experience<ul><li>
Bachelor&rsquo;s degree in Human Resources, Business Administration, or a related field.</li><li>
PHR, SPHR, SHRM-CP, or SHRM-SCP certification strongly preferred.</li><li>
Minimum of seven (7) years of progressively responsible Human Resources leadership or management experience required.</li><li>
Strong knowledge of employee relations, performance management, employment law, onboarding, training coordination, and HR operations.</li><li>
Excellent communication, interpersonal, facilitation, and conflict resolution skills.</li><li>
Strong organizational, administrative, and problem-solving abilities.</li><li>
Experience with HRIS platforms, payroll systems, and HR-related technology preferred.</li></ul>
Physical Requirements Applicants must be able to successfully perform the essential functions of this position with or without reasonable accommodation.</div>

Director of Human Resources

Dallas County

JOB DESCRIPTION
 Acts as the specialist in performing complex professional level human resource functions for two or more core areas/programs (ex: employment and recruitment) including supervision of a small staff in the central HR department. Work involves the administration, implementation, maintenance, and interpretation of programs, policies, procedures, and state and federal statutes in the human resources areas of recruiting and employment, compensation, benefits, workers compensation and safety, employee relations, staff development, county’s civil service systems and special projects, and time and attendance. Interprets policies and procedures and establishes effective relationships with departments. Works with minimum supervision with independent judgment related to hr matters resolves complex issues and inquiries.
 
Management Scope: May supervise/lead a small staff.
 RESPONSIBILITIES
 1. May supervise/lead a small staff in performance of complex hr functions for two or more core areas/programs related to recruiting and employment, compensation and benefits, workers compensation and safety, employee relations and staff development, payroll and time and attendance.
 
2. Proactively assesses the program(s) and identifies the training needs of the departments for assigned areas and develops creative solutions, policies, procedures, processes, and training to address those needs.
 
3. Interprets human resources policies, procedures, standards, and practices and provides advice and technical/specialized assistance to staff, other depart-ments, external agencies, and vendors related to the assigned area of responsibility.
 
4. Researches, analyzes, and compiles complex data and records, and prepares correspondence, reports, briefings, recommendations and other documentation pertaining to area assigned.
 
5. Conducts audits and assists with planning, developing, revising, and implementing HR activities, processes, and systems to ensure compliance, and to meet strategic goals and objectives.
 
6. Researches, investigates, and resolves complex problems, disputes, and issues for assigned area.
 
7. Assists in reviewing prevailing practices among the industry to identify new strategies and recommend appropriate revisions to program design to improve program effectiveness and efficiencies.
 
8. Performs related duties as assigned.
 QUALIFICATIONS
 
Education, Experience and Training: 
Education and experience equivalent to a Bachelor’s degree from an accredited college or university in Business Administration, Human Resources, or in a job related field of study. Four (4) years of demonstrated progressive experience equivalent to Human Resources Analyst, Senior or Human Resources Officer.
 
Special Requirements/Knowledge, Skills & Abilities: 
Skilled in the use of standard software applications. Ability to effectively communicate, both verbally and in writing, and establish and maintain effective working relationships with employees, departments and the general public. Ability to gather, organize, and analyze narrative and statistical data; analyze problems, consider options, formulate strategies, and make practical recommendations; interpret, and apply procedures, rules, and laws. Knowledge of principles of human resource management and practices and state and federal laws pertaining to fair employment practices, and equal employment opportunity. Demonstrates a high level of confidentiality.
 
Physical/Environmental Requirements: 
Standard office environment.

0000007466.HUMAN RESOURCES ANALYST V.PERSONNEL/CIVIL SERVICE DEPARTMENT

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