Senior Department Human Resources Coordinator

Summary

This classification is scheduled to receive a 5% COLA effective July 2027.

Butte County is hiring for the Senior Department Human Resources Coordinator position. This role supports departmental HR operations and ensures effective coordination of personnel services, recruitment activities, and compliance with organizational policies. Apply NOW!

This current vacancy is with the Department of Employment and Social Services. The eligibility list created from this recruitment may be used to fill any current or future vacancies in ANY Butte County Department.

Note: A training and experience evaluation may be utilized to determine an applicant's ranking among qualified candidates. Based upon information provided in this application including responses to supplemental questions, an applicant's education, training and experience (full-time equivalent) may be evaluated. Applicants should provide thoughtful and thorough responses to supplemental questions as they play an important role in this recruitment process. All qualifying work experience that is described or included in responses to supplemental questions MUST also be included and detailed in the "Work Experience" section of this application. "See Resume" is not an acceptable response for any supplemental question.

FLSA: Exempt DEFINITION Under direction, performs complex professional, technical, and confidential work required to administer human resources functions within a large County department, including recruitment and selection, job analysis and classification, training and development, performance management, workers’ compensation, leave and disability administration, workforce staffing, and employee investigations, discipline, and grievances; provides consulting services to department management and staff on various human resources issues; coordinates work with County Human Resources; manages special projects and conducts organizational studies; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives direction from assigned supervisory or management personnel. Exercises direct supervision over professional, technical, and/or administrative support staff.

CLASS CHARACTERISTICS

This classification is responsible for planning, organizing, coordinating, and implementing human resources functions in a large County department. Incumbents participate on the department’s management team and play an active role in departmental strategic planning decisions. The work involves a high-level of problem-solving requiring analysis of unique issues or increasingly complex problems without precedent and/or structure and formulating, presenting, and implementing strategies and recommendations for resolution. Work assignments are typically given as broad, conceptual ideas and directives and incumbents are accountable for overall results and responsible for developing guidelines, action plans, and methods to produce deliverables on time, within budget, and in compliance with established rules, regulations, and policies. Essential Job Functions

EXAMPLES OF TYPICAL JOB FUNCTIONS

Typical functions may include any of the following tasks, knowledge, abilities, and other characteristics. The list that follows is not intended as a comprehensive list; it is intended to provide a representative summary of the major duties and responsibilities. Incumbent(s) may not be required to perform all duties listed, and may be required to perform additional, position-specific tasks.

• Plans, organizes, assigns, supervises, and reviews the work of assigned staff; trains staff in work procedures; evaluates employee performance, counsels employees, and effectively recommends initial disciplinary action; makes recommendations for selection and promotion.
• Plans, organizes, coordinates, and implements various human resources functions for assigned department; develops and standardizes procedures and methods to improve and continuously monitor the efficiency and effectiveness of assigned functions, service delivery methods, and policies and procedures; assesses and monitors workload and administrative systems; identifies opportunities for improvement and recommends to management for approval.
• Provides advice and counsel to department management and employees in the interpretation and application of human resources policies, procedures, Memorandum of Understanding (MOU) and employee agreement provisions, and the administration of employee relations policies and procedures including sensitive and complex investigations, discipline, and grievance processes; works closely with County Human Resources Department and department management on issues that require resolution and/or contract clarification.
• Reviews and analyzes grievances, complaints, and allegations of misconduct, harassment, or unlawful discrimination; coordinates and leads investigations with department management and County Human Resources, researches and analyzes data from various sources, and participates in dispute resolution; writes notices, reports, and related correspondence of findings and resolution for legal review and approval.
• In coordination with department management and the County Human Resources Department and County Risk Management, advises directs, and oversees the handling of workers’ compensation, disability administration, American with Disabilities Act (ADA) accommodations, Family Medical Leave Act (FMLA) and leave administration, and health and safety issues for assigned department.
• Coordinates and conducts training needs assessments to identify and determine training programs/subjects needed based on participant assessment results and relevancy of training to participant's job duties; identifies and/or coordinates resources for training and staff development, including curricula, workshops, training programs, and on-the-job training sessions; develops and conducts workshops and training sessions on a variety of topics and evaluates effectiveness of training.
• Plans, coordinates, and implements recruitment and selection processes, including drafting job posting in collaboration with hiring supervisor, evaluating recruitment materials and sources, coordinating all phases of assessment, examination, and background check processes, and ensuring equal employment opportunity and affirmative action for all candidates; communicates with and provides updates to applicants.
• Coordinates performance management, job analysis and classification, and compensation activities; researches, analyzes, and determines department needs; and prepares reports with recommendations to management.
• Reviews, monitors, and ensures adherence of assigned human resources functions and processes with local, state, and federal laws, County policies and procedures, and MOU and employee agreement provisions; provides training to department supervisors and management on human resources policies and procedures.
• Reviews, audits, and reconciles reports from various internal and external sources; researches, collects, analyzes, summarizes, and interprets data; prepares and presents reports, correspondence, memoranda, Board of Supervisors agenda items and staff reports, and other documents.
• Conducts a variety of organizational and workforce staffing studies and manages special projects; researches and analyzes industry data and best practices; evaluates alternatives and impacts and develops recommendations for changes; prepares and presents findings and reports to department management.
• Assists in the preparation and presentation of reports, correspondence, memoranda, Board of Supervisors agenda items, and other documents.
• Oversees and implements the department’s social media program; maintains department social media platforms and presence; creates digital content by applying graphic design principles and using video editing applications.
• Organizes and maintains accurate and detailed databases, files, and records; verifies accuracy of information, researches discrepancies, and records information; coordinates and ensures compliance with established records retention schedules.
• Attends meetings, conferences, workshops, and training sessions and reviews publications to remain current on principles, practices, technologies, regulations, and new developments in the field of human resources.
• Actively participate as a member of the department’s management team including?recommending, designing, and leading the implementation of changes to departmental human resources services, in compliance with County-wide established processes, policies, and procedures and regulatory and legislative requirements.?
• Performs related duties as assigned.

Minimum Qualifications

Knowledge of:

• Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.
• Organization practices as applied to the analysis, evaluation, and implementation of human resources functions, policies, and procedures.
• Principles, practices, and techniques of public agency human resources administration, including recruitment and selection, job analysis and classification, training and development, performance management, workers’ compensation, leave and disability administration, workforce staffing, and employee relations investigations, discipline, and grievances.
• The organization and operation of County human resources and functional responsibilities of assigned department.
• Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned area of responsibility.
• Principles and techniques of conducting analytical studies, evaluating alternatives, making sound recommendations, and preparing and presenting effective and technical reports.
• Basic and advanced mathematic and statistical techniques.
• Principles and procedures of record-keeping and preparation of reports and correspondence.
• Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and County 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 program, project, and task coordination, including computers, databases, and software programs relevant to work performed.

Ability To:

• Supervise, select, train, motivate, and evaluate the work of assigned staff.
• Plan, coordinate, and implement assigned human resources functions.
• Plan and conduct effective organizational studies and manage special projects.
• Research, analyze, interpret, draw conclusions, summarize, and present information and data in an effective manner.
• Research, analyze, evaluate, and recommend improvements in human resources operations, procedures, policies, or methods.
• Understand, interpret, and apply all pertinent laws, codes, regulations, policies and procedures, and standards relevant to work performed.
• Prepare clear and concise reports, correspondence, policies, procedures, and other written materials.
• Make accurate arithmetic and statistical computations.
• Maintain confidentiality of sensitive personal information of employees, former employees, retirees, and other matters affecting assigned human resources functions.
• Establish and maintain of a variety of filing, recordkeeping, and tracking systems.
• Select and supervise staff, provide training and development opportunities, ensure work is performed effectively and evaluate performance in an objective and positive manner.
• Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
• Use tact, initiative, prudence, and independent judgment within general policy, procedural, and legal guidelines.
• Effectively use computer systems, software applications relevant to work performed and modern business equipment to perform a variety of work tasks.
• Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
• Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

Any combination of training, experience and educational degrees that would provide the required knowledge, skills, and abilities is qualifying. Substitutions will be made on a year for year basis. A typical way to obtain the required qualifications would be: Bachelor’s degree from an accredited college or university with major coursework in human resources, business, public administration or a related field; and Five (5) years of administrative and/or human resources experience, including two (2) years of lead or supervisor experience.

Certifications and Licenses:

• Must possess a valid US driver’s license upon date of application. Must obtain California driver’s license following hire date per California DMV regulations.

Environmental Factors and Conditions/Physical Requirements

PHYSICAL DEMANDS

• Mobility to work in a standard office setting and use standard office equipment, including a computer; primarily a sedentary office classification although standing in work areas and walking between work areas may be required; occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information; ability to lift, carry, push, and pull materials and objects up to 10 pounds.
• Vision to read printed materials and a computer screen.
• Hearing and speech to communicate in person and over the telephone.
• Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment.

WORKING CONDITIONS

• Office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances.

EQUIPMENT AND TOOLS UTILIZED

• Equipment utilized includes personal computer and standard office equipment.

Disaster Service Worker All Butte County employees are designated Disaster Service Workers through state and local law (California Government Code Section 3100-3109). Employment with the County requires the affirmation of a loyalty oath to this effect. Employees are required to complete all Disaster Service Worker related training as assigned, and to return to work as ordered in the event of an emergency.

Benefits

Teamsters-Mid Management Benefits Summary

THESE BENEFITS DO NOT APPLY TO EXTRA HELP EMPLOYEES

Salary Step Increases:

The beginning salary and the top of the salary range are usually shown on the job announcement. Upon satisfactory service, salary increases of approximately 5% may be given annually until the top of the salary range has been attained. Longevity Pay: 2.5% at 10 years, 2.5% at 15 years, 2.5% at 20 years, for a total 7.5% after 20 years of service.

Cell Phone Allowance:

County issued cell phone or $70/month allowance with appointing authority approval.

Uniform Allowance:

$14.00-$21.00/mo. For eligible classifications only. Varies by classification.

Public Safety Dispatcher Pay:

Employees that possess an Intermediate POST Dispatcher Certificate will receive an additional 3.5% of base pay, 4.5% for Advanced POST Dispatcher Certificate, and 2.5% for Supervisory POST Dispatcher Certificate.

Boot Allowance:

Members of this Unit shall be eligible for a work boot/footwear reimbursement up to $275.00 annually. For eligible classifications only. This reimbursement shall be for the purchase, maintenance and/or repair of safety boots/shoes authorized by the Department Head.

Holidays:

13 paid holidays per year.

Vacation:

0-4.99 years: 15 days/yr.; 5-9.99 years: 20 days/yr.; 10-19.99 years: 25 days/yr.; 20+ years: 27 days/yr.

Administrative Leave:

7 days per year for FLSA Exempt employees.

Sick Leave:

96 hours of sick leave are earned each year with no maximum accrual.

Bereavement Leave:

Maximum of 40 hours for each occurrence in the immediate family.

Health Plan including Dental Insurance and Vision Insurance:

Coverage under the Butte County Health Plan is for employees and their eligible dependents. Depending upon the plan selected by the employee, the County contributes a substantial amount of the total cost of the complete health package, which consists of medical, vision, and dental insurance. Currently, the amount the County contributes toward family coverage is $ 1,438.42 per month. For those employees who have health coverage from other sources, and who elect to not participate in the Butte County Health Plan, the County offers a monthly taxable Cash-Back allowance. The current of the taxable Cash-Back allowance is $550.00 per month (prorated for less than fulltime employees). 2026 - Teamsters-Mid Management Medical Insurance Plans and Rates 2027 - Teamsters-Mid Management Medical Insurance and Rates

Life Insurance:

The County provides $25,000 in life insurance with additional coverage available at a minimal cost.

Retirement:

The County is in the Public Employees' Retirement System (CalPERS) coordinated with Social Security.

"Classic Members"- 2% @ 55. Final compensation based on Single Highest Year. Employee responsible for full 7% employee share effective 1/1/2013.

"New Members" to PERS- 2% @ 62. Final compensation based on Highest Three-Year Average. Employee responsible for one half (1/2) the normal cost of the CalPERS Pension. "New Member" is defined by law (PEPRA) as an "1) individual who has never been a member of any public retirement system prior to 1/1/2013 or 2) An individual who becomes a member of a public retirement system for the first time on or after January 1, 2013, and who was previously a member of a public retirement system, but who was not subject to reciprocity. or 3) An individual who was an active member in a public retirement system and who, after a break in service of more than six months, returned to active membership in that system with a new employer

Deferred Compensation:

The County offers a 457 Deferred Compensation program. Deposits into this plan are strictly voluntary and are made through a payroll deduction on a tax-deferred basis. The County does not make contributions to the employees' Deferred Compensation accounts.

Disability Insurance:

For short-term disability, the County participates in California State Disability Insurance (SDI) fund. County employees are also covered by an employee-paid long-term disability program. The long-term disability insurance benefit is 60% of the disabled employee's biweekly wage.

Flexible Spending Program:

County employees can elect to participate in a Flexible Spending Program. This program allows employees to use pre-tax dollars to pay for certain health care and/or dependent care expenses. In addition, employees can choose to have their portion of the monthly Health Plan premium withheld from their checks on a pre-tax basis as well. Generally, employees who participate in the Flexible Spending Program have less taxes withheld for their payroll checks than if they had elected not to do so.

Tuition Reimbursement:

Up to $500/year.

Employee Assistance Program (EAP):

The County of Butte provides an Employee Assistance Program (EAP) for employees and their eligible dependents. The EAP offers confidential, professional counseling services. Refer to specific labor agreements (BCEA-General) for additional benefit information.

BUTTE COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

Any information on this page or links is subject to change without notice.

Butte County Human Resources Department 3 County Center Drive, Oroville, CA 95965 (530) 552.3552

Comments, please email: personnel@buttecounty.net