YOU MUST BE AN ALAMEDA COUNTY EMPLOYEE TO APPLY

THIS IS A NEW PROMOTIONAL ASSEMBLED EXAMINATION. The eligible list resulting from this examination will cancel any existing list and may last approximately one year but can be extended. Qualified applicants must be current county employees and have completed, by the last day for filing, the equivalent of six months of continuous service following a regular appointment in the Alameda County classified service. A regular appointment does not include provisional, TAP (Temporary Assignment Pool), or STEP-UP appointments.

Applications must be in the possession of the Human Resource Services Department by 5:00 p.m. on the Last Day for Filing. Applications will only be accepted on-line.

DESCRIPTION

THE POSITION:
Under general direction, to plan, organize, manage, and direct the human resources management program of a medium size County Department or Agency or in a larger size department serve as a first-line supervisor over Departmental Human Resources Officers and other multidisciplinary professional and support staff; to provide human resources expertise and workforce management consultation to agency/department executives; and to perform related duties as required.

DISTINGUISHING FEATURES

Departmental Human Resources Manager is an advanced, journey-level classification located in medium or large sized departments/agencies and reports to a Chief Departmental Human Resources Administrator or a senior administrator. This classification is distinguished from the Chief Departmental Human Resources Administrator classification which is a mid-level management classification responsible for directing the overall human resources activities of a large-sized department/agency where the scope and complexity of human resources activities requires a Chief Departmental Human Resources Administrator position. It is further distinguished from the journey-level classification of Departmental Human Resources Officer by its level of responsibility to manage and direct the human resources activities of a medium-sized department or specialized program, or provide first line supervision to Departmental Human Resources Officers and other multi-disciplinary professional and support staff in a large agency.

For more detailed information about the job classification, please visit: Departmental Human Resources Manager (Job Code 0462).

THE VACANCIES:

We are currently recruiting to establish a countywide eligible list that will be used by any County department or agency needing to fill a vacancy in this classification. There is an immediate vacancy in the General Services Agency.

THE IDEAL CANDIDATE:

In addition to the minimum qualifications and knowledge and skills listed below, ideal candidates for these positions will have track records of successfully assisting, developing and maintaining a program of human resources management and administration including, recruitment/staffing, workforce planning, training and development, examination development and administration, employee selection, position classification, performance evaluations, affirmative action, disciplinary and grievance procedures and employee relations; and they perform other related duties as needed. In addition to meeting the minimum qualifications stated below, the Departmental Human Resources Manager will possess the following critical attributes:

• A technically knowledgeable human resources practitioner who applies knowledge of Federal, State, local and/or private sector Human Resources laws, rules and regulations and who understands human resources programmatic terminology, procedures and practices, and who demonstrates continued exposure to current trends and developments in the field.
• Solid experience in managing work groups by instructing and advising subordinates, assigning, and delegating workload and tracking and evaluating performance with demonstrated expertise in successful team building by developing direction and structure for subordinates to facilitate accomplishment of identified goals.
• A sound decision maker with the ability to identify and understand complex problems and concepts, apply logical thinking and quantitative methods of gathering and analyzing information and exercise good judgment based on available data, design solutions to problems, formulate and articulate action plans proactively and collaboratively.
• A politically astute leader, possessing the skills necessary for identifying, navigating, and successfully interacting within the dynamics of local government while maintaining sensitivity to the competing needs of a wide variety of stakeholders; someone who aligns the organization's vision and values by inspiring, advising and facilitating goal accomplishment.
• A resourceful advisor who seeks to understand problems and provide accurate and timely guidance to employees, contractors, managers, supervisors, and others seeking information about human resource related activities.
• A professional who is a detail oriented strategic thinker, who seeks, collects, and synthesizes information from a variety of sources to make recommendation; someone who develops collaborative relationships in an effort to facilitate and accomplish work goals who is adept in identifying opportunities and taking action to build strategic relationships to help achieve agency goals.
• An individual who is able to respond quickly in a changing environment and provide quality solutions to solve problems.
• A strong communicator, both orally and in writing, who clearly conveys information and ideas to a variety of individuals or groups; an individual who effectively presents and receives information and concepts and who actively listens to ensure understanding.
• An effective planner who organizes work activities, manages several tasks at once, and ensures that the work is completed efficiently.
• A problem solver, who identifies problems and uses logic, judgment, and data to evaluate alternatives and recommend solutions to achieve the desired organizational goals or outcomes.
• Someone who demonstrates a collaborative, eager spirit to actively participate as a member of a team; and
• Someone who works effectively with individuals of diverse cultures, interpersonal styles, abilities, motivations, or background.

MINIMUM QUALIFICATIONS

Either I

Experience:

The equivalent of two years of full time experience in the class of Departmental Human Resources Officer or in an equivalent or higher-level classification and performing human resources related activities in the Alameda County classified service

Completion of the Alameda County Management Academy "Management and Supervision Certificate Program" may substitute for six (6) months of the required qualifying experience for the internal patterns.

Or II

Education:

Possession of a Bachelor's degree in a relevant field from an accredited college or university.

AND

Experience:

The equivalent of four years full time professional level human resources experience that provided a combination of the following experience: labor relations, interpreting labor agreements, handling of employee grievances and disciplinary actions, classification studies, compensation studies, or participation in the selection of employees for a variety of occupational classes. Two years of the required experience must have been in a supervisory capacity.

NOTE: The Civil Service Commission may modify the above Minimum Qualifications in the announcement of an examination.

KNOWLEDGE AND SKILLS

The most suitably qualified candidates will possess the following competencies.
Knowledge of:

Strategic Management
• Management functions, i.e., Planning, Organizing, Directing & Controlling.
• Organizational analysis and development and leadership competencies.
• HR policies, programs, and services with Diversity imbedded.

Recruitment & Staffing
• Public human resources administration including job analysis and position classification, conducting audits, wage and salary administration, recruitment and personnel selection, employer-employee relations, and training.
• Federal, State and local laws, rules and guidelines relating to the hiring process and other areas of human resources related activities.
• Internal workforce assessment techniques & employment policies, practices, and procedures.
• Successful recruiting strategies to attract diverse and high caliber candidates.

Training and Development
• Performance Management and Appraisal methods.
• Techniques to assess training program effectiveness, including use of applicable metrics.

Employee & Labor Relations
• Labor relations laws, practices, and trends.
• Progressive discipline.
• Grievance resolution.
• Consultative and coaching skills with managers.
• Investigative and interview techniques.
• Relative Memorandums of Understanding for individual departments.

Workers' Compensation and Long Term Leaves
• State and Federal disability laws and leave provisions and regulations
• County policies and procedures, administrative code, Civil Service Rules/Regulations
• EEO concepts and guidelines for compliance relative to employee/applicant disabilities

Health & Safety
• Enforcing procedures, of workplace safety, health & security.
• Federal, State and Local workplace health, safety, security & privacy laws & regulations.
• Awareness of potential violent behavior and workplace violence conditions.

Administrative
• Computer applications and hardware and software related to the work.
• Office administrative practices and procedures, including records management and the operation of standard office equipment.

Ability to:
• Demonstrate commitment to the county's mission, credo, and goals.
• Collaborate with other agencies and departments to meet overall countywide needs while leveraging financial and other resources.
• Use business acumen to build a strong organization that delivers results.
• Use interpersonal skills to communicate effectively.
• Promote personal and professional growth for self and others.
• Provide the highest level of service delivery to diverse customers.
• Work effectively as a member and leader of diverse teams.
• Plan and organize workload.
• Exercise management control.
• Provide leadership.
• Supervise staff.
• Demonstrate interpersonal sensitivity.
• Be flexible.
• Create employee programs that will demonstrate to the community the organization's commitment to Diversity.

EXAMINATION COMPONENTS

THE EXAMINATION WILL CONSIST OF THE FOLLOWING STEPS:

1. A review of applicants' applications to verify possession of minimum requirements. Those candidates who possess the minimum requirements for the classification will move on to the next step in the testing.
2. An oral examination which will be weighted as 100% of the candidate's final examination score. The oral interview may contain situational exercises.

Candidates must attain a qualifying rating on each portion of this examination.

WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED EXAMINATION STEPS.

The County utilizes a Civil Service Selection System founded on merit. Such a system is competitive and based on broad recruitment efforts and equal opportunity for qualified applicants to test in an examination process designed to determine the qualifications, fitness and ability of competitors to perform duties of the vacant position. Many of our recruitments are targeted and specific to the needs of a current vacant position, in which case, the eligible list may be exclusively used for that current vacant position. Other recruitments may be more broadly used for both current and future vacancies, or for other alternate jobs with comparable scopes of work.

To learn more about our recruitment and selection process, please visit the "What You Need to Know" section of our website, hrs.alamedacountyca.gov.

RECRUITMENT AND SELECTION PLAN

Applicants will be informed via e-mail with reasonable notice in advance of any examination process which will require their attendance.

The following dates are tentative and subject to change based on the needs of the Agency:

TENTATIVE RECRUITMENT PLAN:
Deadline For Filing: 5:00:00 p.m., Monday, August 31, 2026
Review of Minimum Qualifications:
September 7, 2026 VidCruiter Oral Interviews:
SME Rating:
Results Notification:
Promulgation of Eligible List
September 21-30, 2026
October 1-7, 2026
By October 9, 2026
October 21, 2026

WE RESERVE THE RIGHT TO MAKE CHANGES TO THE ANNOUNCED RECRUITMENT