Division Manager (Recruitment and Classification/Compensation)

Salary : $179,176.44 - $244,236.72 Annually
Location : 1500 Warburton Ave., Santa Clara, CA
Job Type: Full-Time
Job Number: 136
Department: Human Resources
Opening Date: 10/26/2026
Closing Date: Continuous
FLSA: Exempt
Bargaining Unit: 9
Weighting Plan: NA

Description
The Position:

The Human Resources Division Manager Citywide recruitment, classification, and compensation functions and serves as a trusted business partner to every City department.. The Division Manager plans, organizes, and directs the divisions day-to-day operations, coaches and supervises a team of professional and technical HR staff, sets operational priorities, and ensures high-quality human resources services are delivered on time.
Key responsibilities include:

• Lead citywide recruitment and selection, developing creative strategies and initiatives that attract and retain a highly qualified and diverse workforce.
• Partner with hiring departments to address staffing needs, prioritize recruitments, and streamline recruitment processes in alignment with applicable rules and procedures.
• Direct classification and compensation studies, salary surveys, internal equity assessments, and market comparisons. Develop recommendations regarding classification structures, salary ranges, and compensation practices that keep the City competitive and support organizational needs.
• Serve as a trusted business partner to executive management and hiring managers on complex recruitment, classification, and compensation matters.
• Develop, evaluate, and implement human resources policies, procedures, and best practices. Ensure compliance with applicable federal and state employment laws, Civil Service Rules, labor agreements, and City policies.
• Build, lead, and grow a team of HR professionals; establish performance expectations, manage workloads, and identify opportunities for process improvements, and technology enhancements.
• Prepare reports, recommendations, and presentations for executive leadership, the Civil Service Commission, and City Council, as needed.
• Contribute to citywide training efforts, policy and procedure updates, labor and employee relations matters, and other special projects as assigned.

The ideal candidate is a forward-thinking, service-oriented human resources leader with extensive knowledge of public sector recruitment, classification, and compensation. The individual will have strong analytical and problem-solving skills, sound judgment, and the discretion to navigate sensitive and complex personnel matters with confidence.
The successful candidate will demonstrate a collaborative leadership style, excellent interpersonal and communication skills, and the ability to build effective working relationships across all levels of the organization. The ideal candidate will have experience supervising and developing staff, implementing process improvements, interpreting Civil Service Rules and labor agreements, and advising executive management on sensitive personnel matters.

As a member of the City's Unclassified Service, this is an "at-will" position and the incumbent serves at the discretion of the City Manager.
Additional Information:

Applications must be filled out completely (e.g. do not write "see resume, NA, or personnel file."). Years of experience are considered on the basis of full-time-equivalent experience (2080 hours per year). To receive consideration for the screening process, candidates must submit a 1) Cover Letter and, 2) Resume. Incomplete applications will not be considered.
Application packets may be submitted online through the "Apply Now" feature on the job announcement at This is a continuous posting and applications will be reviewed on a bi-weekly basis for consideration to the position. If you are interested in applying you are encouraged to apply as soon as possible, before the position is closed. The first review of applications is Monday, November 9, 2026.
THIS RECRUITMENT MAY BE USED TO FILL MULTIPLE POSITIONS IN THIS, OR OTHER DIVISIONS OR DEPARTMENTS BESIDES THE POSITIONS LISTED ABOVE. IF YOU ARE INTERESTED IN EMPLOYMENT IN THIS CLASSIFICATION, YOU SHOULD APPLY TO ENSURE YOU ARE CONSIDERED FOR ADDITIONAL OPPORTUNITIES THAT MAY UTILIZE THE APPLICANTS FROM THIS RECRUITMENT.MEETING THE MINIMUM QUALIFICATIONS DOES NOT GUARANTEE ADMITTANCE INTO THE EXAMINATION PROCESS. ONLY THE MOST QUALIFIED CANDIDATES WHO DEMONSTRATE THE BEST COMBINATION OF QUALIFICATIONS IN RELATION TO THE REQUIREMENTS AND DUTIES OF THE POSITION WILL BE INVITED TO TEST OR INTERVIEW. APPLICANTS WILL BE CONSIDERED FOR POSITIONS ADHERING TO ALL APPLICABLE CITY POLICIES, INCLUDING BUT NOT LIMITED TO CMD 033- EMPLOYMENT OF RELATIVES.
The annual salary range for this position is $179,176.44 - $244,236.72. This position may be filled at or near the minimum of the salary range.

Typical Duties

Minimum Qualifications
EDUCATION AND EXPERIENCE

Minimum Education Requirements:

A bachelor's degree in a related field of work.
Minimum Experience Requirements:

Four (4) years of increasingly responsible experience in human resources functions (such as recruitment and classification and compensation) with a minimum of two (2) years of experience at a supervisory or managerial level.
Acceptable Substitution:

None.
License/Certifications:

Possession of a valid California Class C driver's license is required at the time of appointment and for the duration of employment.
Desirable Qualifications:
• A Master's degree in public administration, personnel administration, or a closely related field is desirable.
• Certification in Human Resources Management from an accredited program/institution is desirable.


City of Santa Clara Benefit Summary Overview for Bargaining Unit #9
Miscellaneous Unclassified Management

This summary provides a brief overview of the City of Santa Clara's benefits available to Bargaining Unit #9 employees in 2026. In the event of any conflict between the information in this summary and the applicable official plan documents, City Manager's Directives (CMDs), Personnel and Salary Resolution, or Memorandum of Understanding (MOU), the applicable official plan documents, CMDs, Personnel and Salary Resolution, or MOU will prevail over this summary. Benefits are subject to change.

Retirement:

• Membership in the California Public Employees Retirement System (CalPERS)
  • Classic Employees: 2.7% @ age 55 formula -employee pays 8.00% of gross pay, minus $61 bi-weekly
  • New Employees: 2.0% @ age 62 formula - employee pays 7.00% of gross pay
• Medicare and Social Security (FICA)
  • Employee pays 6.20% up to $11,439 (Social Security) and 1.45% (Medicare) of gross pay

Health Insurance:

• The City contributes up to 100% of the premium of the Kaiser (Region 1) plan for Employee Only and Employee + 1 Dependent plans, and up to 90% of the premium of the Kaiser (Region 1) plan of the Employee + 2 or More Dependents plan
• Employees electing health coverage with premiums above the City health contribution will pay additional premium costs from salary on a pre-tax basis
• No cash difference is paid if an employee elects a plan cheaper than the max City contribution
• To be eligible for the City's contribution toward health, employees must be on a paid status for at least 80 hours in the month prior to the month of coverage
• Coverage is effective as early as the first day of the month after date of hire
• Employees hired on or after 1/1/2023 who opt-out of City-offered health insurance and provide annual attestation and acceptable proof of alternative required coverage for themselves and their tax family, if applicable, are eligible for a cash-in-lieu amount of $250/month. Contact Human Resources for more details

Dental Insurance:

• Choice of two Delta Dental plans; enrollment is mandatory
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Vision Insurance:

• Choice of two VSP plans
• City pays lowest cost employee only plan; additional cost is paid by employee
• Coverage is effective as early as the first day of the month after date of hire

Voluntary Employee Beneficiary Association (VEBA):

• City contributes $50.00 a month toward employee's VEBA account
• Account funds may be used to pay for qualified medical expenses after separation from the City and after age 50 (pre-tax)

Life Insurance:

• City pays for $50,000 of Basic Life Insurance coverage
• Coverage is effective the first of the month after one calendar month of employment
• Additional optional insurance may be purchased by the employee for the employee, spouse, domestic partner, and/or dependent children

State Disability Insurance (SDI):

• Employee pays 1.3% of gross pay (includes Paid Family Leave)
• 7 day waiting period. Weekly paid leave for absences due to non-work related injuries/illnesses. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Paid Family Leave (PFL):

• Up to 8 weeks of benefits within a 12-month period to care for a family member or to bond with a new child
• No waiting period. Weekly paid leave benefit. Benefit is based on past earnings. Refer to edd.ca.gov for more information

Long Term Disability (LTD) Insurance:

• Benefit is 60% of basic wage up to $13,333; max $8,000/month
• City paid benefit. City pays $.207/$100 of insured earnings
• 60 calendar day waiting period
• Coverage is effective the first of the month after one calendar month of employment

Deferred Compensation:

• Voluntary plan through Nationwide Retirement Solutions
• Employee may contribute up to the lesser of the IRS maximum or 100% of gross compensation into a pre-tax 457(b) account or a post-tax Roth 457(b) account (or a combination of the two accounts) subject to IRS rules
• Additionally, the City contributes $300 a month toward employee's 457(b) account. This dollar amount will factor into the above mentioned IRS rules and limits

Flexible Spending Account (IRS Section 125 Plan):

• Employee may contribute up to $3,400 per year in pre-tax dollars to a health care spending account
• Employee may contribute up to $7,500 per year in pre-tax dollars to a dependent care spending account
• Employee may contribute up to $340 per month in pre-tax dollars to a commuter benefit plan

Vacation:

• Vacation is accrued bi-weekly, cannot use vacation during first 6 months of City service
  • For 1 - 4 years of service: 10 days (80 hours)/year
  • For 5 - 9 years of service: 15 days (120 hours)/year
  • For 10 - 15 years of service: 21 days (168 hours)/year
  • For 16 - 20 years of service: 22 days (176 hours)/year
  • For 21+ years of service: 24 days (192 hours)/year
• Maximum accrual is 480 hours
• Once per year, employees can elect to convert up to 80 hours of accrued vacation to cash to be paid out in up to two cash-outs the following calendar year

Sick Leave:

• Sick leave is accrued bi-weekly for equivalent of 96 hours per calendar year with no maximum accrual
  • Up to 48 hours/year of accumulated sick leave may be used for family illness
  • Up to 32 hours/year of accumulated sick leave may be used for personal leave
• Employee may convert sick leave to vacation once per calendar year (annual maximum conversion is 96 hours sick to 48 hours vacation)
• Partial sic