What are the responsibilities and job description for the Personnel Manager I/II/III position at Shasta County?
THE CURRENT VACANCY IS WITHIN THE PERSONNEL UNIT OF THE
DEPARTMENT OF SUPPORT SERVICES
EXAMS TENTATIVELY SCHEDULED FOR FEBRUARY 2025
SEE SPECIAL REQUIREMENT SECTION FOR POSSESSION OF A VALID CALIFORNIA DRIVER LICENSE
FINAL FILING DATE: 01/27/2025 AT 09:00 AM
SALARY INFORMATION
Personnel Manager I: $6,151 - $7,850 APPROXIMATE MONTHLY / $35.48 - $45.29 APPROXIMATE HOURLY
Personnel Manager II: $6,781 - $8,655 APPROXIMATE MONTHLY / $39.12 - $49.93 APPROXIMATE HOURLY
Personnel Manager III: $7,813 - $9,972 APPROXIMATE MONTHLY / $45.07 - $57.53 APPROXIMATE HOURLY
Please visit Labor Agreements (MOUs) | Shasta County California and refer to the Shasta County Personnel Rules and the Unrepresented Management Cost of Living Increases for future salary increases.
ABOUT THE POSITION
Personnel Manager I/II/III: This position is located within the Department of Support Services, Personnel Unit. The Department of Support Services, Personnel Unit is a progressive, team oriented and focus driven Unit that assists all County Departments with their Personnel needs, with the ultimate goal of getting them to their yes!
An incumbent in the professional/managerial Personnel Manager class series specializes in the fields of personnel management and program management. This series performs a variety of personnel management assignments in support of the overall County personnel program; conducts special studies; develops and complete special projects as needed; and performs related work as required. An incumbent may be assigned to one of the following areas: Labor Relations or Talent Acquisition.
Under general supervision, to learn to perform a variety of personnel management assignments in support of the overall County personnel program; to conduct special studies and develop and complete special projects as needed; and to perform related work as required.
This position is an unclassified, at will position.
DISTINGUISHING CHARACTERISTICS
Personnel Manager I: This is the entry and first working level within the professional/managerial Personnel Manager class series. An incumbent specializes in the field of personnel management and program management. An incumbent works under closer supervision and performs the more routine and less complex tasks than the next higher classification in the Personnel Manager series, Personnel Manager II. An incumbent may be assigned to one of the following areas: Labor Relations or Talent Acquisition.
Personnel Manager II: This is the full journey level within the professional/managerial Personnel Manager class series. An incumbent specializes in the fields of personnel management and program management. This class is distinguished from Personnel Manager III in that an individual in the latter is assigned the more complex tasks and projects, directs, and supervises a major program component, and has advanced knowledge and experience in the field of personnel management.
Personnel Analyst III: This is the advanced journey level within the professional/managerial Personnel Manager class series. An incumbent directs a major component of the personnel program and specializes in the field of personnel management. An individual in this class is assigned the more complex tasks and projects, works under minimal supervision, and may supervise others in one or more program areas as needed.
IDEAL CANDIDATE
The ideal candidate must have working knowledge and understanding of current County organization structure and operating policy and procedure. They will have experience with varying levels of Personnel Matters, uphold confidentiality when assisting with sensitive employee issues, and have experience conducting themselves in a professional and courteous manner when mediating or providing correcting direction in a Human Resources setting.
The ideal candidate will have experience interpreting legal and government documents and/or policies, conducting personnel investigations, leading accommodation meetings, writing and presenting disciplinary documents and the ability to create and present trainings. The incumbent will demonstrate the following characteristics and abilities: capacity to work independently in a self-directed manner; conduct comprehensive research; have database management experience; experience analyzing data and preparing professional documents and reports; anticipate, plan and track unmovable deadlines; complete assigned tasks on schedule; have excellent communication skills both verbally and in writing; attentive listening skills; and demonstrate and maintain professional and courteous customer service skills.
EXAMPLES OF ESSENTIAL DUTIES
Personnel Manager I/II/III: The following represent samples of duties in specialized assignments. Some assignments may overlap, or incumbents may be reassigned based on program needs. Any incumbent may be expected to perform duties like drafting policies and procedures; keeping abreast of local, State, Federal and other regulatory agency laws, rules, regulations and policies applicable to labor relations and personnel processes; developing and conducting training; leading, or participating on countywide committees; representing the division at hearings or meetings; acting as a liaison with department managers and staff; conducting special personnel and related studies and surveys; explaining personnel policies to employees, applicants and the general public; representing the department in formal settings when appropriate; and preparing comprehensive correspondence and reports; and may supervise technical work and staff as needed.
Labor Relations:
Incumbents in this area will be required to perform a variety of tasks related to the support of labor relations. Duties may include but are not limited to: works with individuals and committees to ensure compliance with the Americans With Disabilities Act (ADA) and other state and federal laws germane to human resources management; develops and disseminates equal employment opportunity information; participates in, facilitates and provides feedback on investigations, disciplinary matters, and employee accommodations; and conducts special personnel related studies and surveys.
Talent Acquisition:
Incumbents in this area will be required to perform a variety of tasks related to the management of the Talent Acquisition Team. Duties may include, but are not limited to: administers the County recruitment program; supervision of the technical work and staff assigned to talent acquisition; develops, proposes and implements recruitment and selection plans and procedures; reviews employment applications; interviews applicants and serves on oral boards; writes and revises class specifications; conducts special personnel and related studies and surveys; confers and coordinates with other agencies to obtain necessary data and other information; and researches, recommends, and applies technology to create efficiencies in operations and to stay current with trends in the field.
TYPICAL QUALIFICATIONS
It is the responsibility of applicants to identify in their application materials how they meet the minimum qualifications listed below.
Any combination of education and experience sufficient to directly demonstrate possession and application of the following as applicable to the duty assignment:
Knowledge of: Principles, practices and trends of public and business administration; governmental functions and organization; concepts and purposes of personnel management staff services; principles and practices of public personnel management in such program areas as recruitment, testing, classification and pay; principles of supervision, and labor relations; rules of evidence and investigation techniques; safety issues and practices associated with the workplace; principles and practices associated with training and supervision of staff.
Ability to: Apply accepted principles and practices of public human resources management; gather, analyze and present data and information; develop and justify ideas and findings, both orally and in writing; interpret and explain laws, rules, regulations and procedures; organize and conduct research studies; analyze and develop alternative solutions to difficult technical personnel problems; prepare comprehensive correspondence and reports; understand instructions furnished in oral, written, diagram, or schedule form; solve problems effectively; deal tactfully with customers in stressful situations; prepare training materials and make related presentations; effectively utilize modern word processing software; train and assist with supervising others; establish and maintain cooperative working relationships with those contacted in the course of work.
Minimum Qualifications:
Personnel Manager I: The equivalent to a bachelor’s degree from an accredited college or university with major course work in human resources management, public or business administration, psychology, or related field, AND EITHER One (1) year of direct experience working in Personnel as an Agency Staff Services Analyst – Confidential or equivalent position, OR two years of increasingly responsible experience in Personnel including recruitment processes and policies, labor negotiations, progressive discipline, personnel investigations or the interactive accommodation process.
Additional professional work experience in Personnel may substitute for education on a year-for-year basis.
Personnel Manager II: A bachelor’s degree from an accredited college or university with major course work in human resources management, public or business administration, psychology, or related field, or equivalent professional work experience in personnel, and at least two years of experience comparable to that of a Personnel Manager I with Shasta County.
Personnel Manager III: A bachelor’s degree from an accredited college or university with major course work in human resources management, public or business administration, psychology, or related field, or equivalent professional work experience in personnel, and at least two years of experience comparable to that of a Personnel Manager II with Shasta County. A master’s degree in a related field may substitute for one year of experience.
SPECIAL REQUIREMENT
This position requires possession of a valid California driver license.
SUPPLEMENTAL QUESTIONS
- Do you have a bachelor’s degree from an accredited college or university with major course work in human resources management, public or business administration, psychology, or related field? If yes, please list the college or university and your degree major. If no, type “N/A”.
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Please select how many years you have of professional work experience in personnel:
- None
- One to two years
- Two to three years
- Three to four years
- Four years or more
- Do you have one year of direct experience working in personnel as an Agency Staff Services Analyst – Confidential or equivalent position? If yes, please describe which employer, position, and duties performed. If no, please type “N/A”.
- Do you have two years of increasingly responsible experience in Personnel including recruitment processes and policies, labor negotiations, progressive discipline, personnel investigations, or the interactive accommodation process? If yes, please describe which position and duties performed. If no, please type “N/A”.
- I acknowledge this position requires possession of a valid California driver license. Yes/No.
PHYSICAL DEMANDS AND WORK ENVIRONMENT
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
While performing the duties of this job, the employee is frequently required to sit and talk or hear. The employee is occasionally required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; and stoop, kneel, crouch, or crawl. The employee must occasionally lift and/or move up to 25 pounds.
The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
The noise level in the work environment is usually moderate. The employee will need to be able to handle multiple tasks with shifting priorities and interact with the public and the staff. Some situations may involve crisis or conflict resolution.
OTHER CONSIDERATIONS
- Some positions may require a valid California driver's license and acceptable driving record according to County policy.
- Reasonable accommodations may be made for those persons who are disabled under the Americans with Disabilities Act to perform the essential functions of the position.
- As part of the selection process, all individuals provided with a preliminary offer of employment with Shasta County will be subject to a background investigation, including a criminal history check (primarily completed through the taking of fingerprints). An image of your fingerprints will be captured and sent to the California Department of Justice (DOJ) and the Federal Bureau of Investigation (FBI). The resulting report of your conviction history, (if any), will be evaluated along with the other information received in connection with your application. Except as otherwise required by law, a criminal conviction will not necessarily disqualify you from the position. The nature of the offense, the date of the offense, the surrounding circumstances, and the relevance of the offense to the position applied for may, however, be considered.
- Based on the results of the background investigation and criminal history check, applicants may then be provided with an offer of employment conditioned on the results of a medical examination, which includes drug/alcohol testing.
Shasta County participates in E-Verify.
- . If you do not have internet access, contact Personnel at (530) 225-5515 to request a flier.
- In accordance with Government Code Section 3100, County employees, in the event of a disaster are considered disaster workers and may be asked to respond accordingly.
- Employees in this classification are covered under the CalPERS retirement program. Depending on the provisions of the California Public Employees’ Pension Reform Act (PEPRA) and other applicable laws, an employee in this classification will be covered under one of the following CalPERS retirement formulas: (1) 2% at 55, (2) 2% at 60, or (3) 2% at 62. An employee in this classification will also contribute up to 9.5% of his/her pay to this plan or will contribute such other amount to the plan as authorized by PEPRA and other applicable laws. Please visit our employees benefit page at Employee Benefits | Shasta County California for additional information regarding benefits and CalPERS coverage information. The provisions in this flyer and on the County’s website are for information purposes only. To the extent the provisions of the flyer or the County’s website are inconsistent with PEPRA and other applicable laws, PEPRA and other applicable laws shall govern.
APPLICATION AND SELECTION PROCEDURES
Shasta County Personnel will accept applications and responses to the supplemental questions until 9:00 a.m., on January 27, 2025. A Resume and/or Cover Letter will be accepted in addition to the application form but will not serve as a substitute for a completed application. It is not acceptable to complete the application with statements such as, “Refer to Resume and/or Cover Letter,” or “See Attached Resume and/or Cover Letter” the employment application must be completed in its entirety prior to submission. Incomplete applications will not be processed. Closing date postmarks or faxes will NOT be accepted. This recruitment will establish a list that may or may not be used by other departments. Prior applicants must reapply to be considered.
Applicants will be screened and those considered best qualified will be invited to appear for an oral and/or written examination. Meeting the announced requirements does not guarantee inclusion into the selection process. Depending upon the number of applications received, the selection process may consist of additional application screening, written and/or practical exam(s), oral interview, or any combination thereof.
Applicants are encouraged to apply on-line at apply online or submit an application to the Shasta County Personnel Office.
Arrangements may be made to accommodate applicants with disabilities. Requests for accommodations may be made to the Shasta County Personnel Office by the filing deadline posted on this bulletin. Shasta County does not discriminate on the basis of disability. If you feel you are being denied service based on a disability, our ADA Coordinator may be reached at (530) 225-5515; relay service (800) 735-2922; fax (530) 225-5345.
Shasta County will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if Shasta County is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting calcivilrights.ca.gov/fair-chance-act.
SHASTA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER
Shasta County Personnel
1450 Court Street, Suite 348; Redding, CA 96001; (530) 225-5515
Salary : $35 - $45
