Salary : $93,204.80 - $124,009.60 Annually
Location : San Bernardino, CA
Job Type: Full-time
Job Number: 26-16115-01
Department: Human Resources
Division: 72400-HR Employee Relations
Opening Date: 07/17/2026
Closing Date: 8/7/2026 5:00 PM Pacific

The Job
Take the Next Step in Your Human Resources (HR) Career in a Strategic Role with San Bernardino County!
Apply Today for Human Resources Business Partner I - A Premier Training Opportunity for Aspiring HR Leaders
Human Resources Business Partner I is the entry-level role in this dynamic career series. This is a unique, training opportunity ideal for HR professionals ready to grow into strategic HR leadership roles. Through an 18-month training period, you will gain hands-on experience in employee relations and HR consulting within a public sector and unionized workforce setting. Successful incumbents are eligible for automatic promotion to HR Business Partner II upon completion of this training period - paving the way for continued career growth and impact.

Join us and be part of a collaborative HR team driving organizational excellence across one of California's largest counties!
Excellent Benefits

To review job-specific benefits, refer to:
The County also offers an alternative that provides a wage differential.
San Bernardino County's high-impact Human Resources operating model positions HR as a strategic partner in driving organizational success. At the forefront of this model, HR Business Partners (HRBPs)-assigned to the Employee Relations Division-serve as trusted advisors, innovators, and change agents to County departments. Operating within a large, complex organization with a union-represented workforce, HRBPs are responsible for aligning departmental business objectives with workforce strategies. They foster strong partnerships across all HR functions, delivering value-added services that advance departmental goals and reflect each department's human capital priorities.

Key responsibilities and areas of training include:

• Support departments with employee relations and engagement, strategic workforce planning, policy setting, training and development, succession planning, mentoring/coaching, and coordinate consistent countywide onboarding.
• Conducts regular meetings and maintain open and effective communications with assigned County departments.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Provides guidance and input on business unit restructures, recruitment and retention strategies, workforce planning and succession planning.
• Identifies training needs for County Departments and individual executive coaching needs.

San Bernardino County has a diverse workforce of approximately 23,000 employees who are represented by 12 employee organizations comprised of 26 bargaining units. To learn more about San Bernardino County's Human Resources Department visit our website at
CONDITIONS OF EMPLOYMENT

Travel: Throughout the County is required and employees will be required to make provisions for such transportation.
Background: Candidates selected for this position must pass a background investigation and medical examination including drug screening.
Sponsorship: San Bernardino County is not able to consider candidates who will require visa sponsorship at the time of application or in the future. Candidates must be able to present their legal right to work in the United States at the time of employment.
Minimum Requirements

Education: A Bachelor's degree from an accredited college or university in Business or Public Administration, Behavioral or Social Science, Human Resources Management, Organizational Psychology, Communications/Marketing or a closely related field.

Experience: Two years (2) of professional Human Resources experience comparable to a Human Resources Analyst or higher, with primary responsibility for one or more of the following:

• Employee/Labor relations, including advising and representing management on employee/labor relations matters, such as employee grievances, investigations, disciplinary actions, negotiations, etc.
• HR Investigations/Equal Employment Opportunity, including investigation of misconduct, performance, employment discrimination/harassment complaints; developing and presenting/training in the area of EEO.
• Modified duty coordination, including conducting Interactive Accommodation Process (IAP) meetings; implementing assignments; modifying jobs to accommodate occupational and non-occupational employee injuries/illnesses
• Recruitment and selection, including performing job analysis; working with managers to develop job announcements and minimum requirements; developing comprehensive recruitment strategies; screening and evaluating candidates; developing assessment tools
• Classification and compensation as part of a structured classification plan, including conducting classification, compensation or organizational studies and salary surveys; analyzing salary information and recommending salary ranges; recommending organizational realignment and/or developing new classifications
• Benefits administration, including analysis/management of medical, dental, vision, and other benefit plans and health and wellness programs; leaves management; vendor liaison and contract administration; and researching, interpreting and applying Federal and State laws pertaining to employee benefits
• Learning and Organizational Development as part of Human Resources and with responsibility for the development, coordination and delivery of comprehensive, mandated and staff development related training programs to employees organization-wide.

Note: Experience obtained in a government agency or organization with union represented employees is preferred.

Desired Qualifications
Key Attributes of the Ideal Candidate

The successful candidate will be a motivated HR professional with the following attributes:

• Exceptional Communication Skills - Demonstrates excellent verbal and written communication abilities, capable of conveying complex information clearly and professionally.
• Strong Interpersonal & Customer Service Skills- Builds trust and rapport with stakeholders, fostering collaborative and responsive relationships.
• Organizational Excellence - Maintains strong organizational skills and acute attention to detail while managing multiple priorities.
• Regulatory & Policy Acumen - Understands, interprets, and applies relevant laws, regulations, ordinances, and internal policies accurately and effectively.
• HR Functional Insight - Quickly develops a deep understanding of the organization's structure, job classifications, compensation systems, and administrative practices.
• Time Management Mastery - Exhibits strong time management with a proven ability to meet deadlines in a fast-paced environment.
• Analytical Thinking- Possesses strong problem-solving and analytical skills to identify issues and implement effective solutions.
• Tech Proficiency - Skilled in Microsoft Office Suite (e.g., Word, Excel, PowerPoint) or comparable HR-related software.
• Professional Certification - Holds a current SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.

Selection Process
There will be a competitive evaluation of qualifications based on a review of the Application and Supplemental Questionnaire. It is to your advantage to be explicit in your responses on the Application and Supplemental Questionnaire.

To ensure timely and successful submission of your online application, please allow ample time to complete and submit your application before the posted filing deadline. Applicants will be automatically logged-out if they have not submitted the application and all required materials prior to the posted deadline. Once your application has been successfully submitted you will receive an onscreen confirmation and an email. We recommend that you save and/or print these for your records. Please note, if you do not receive an onscreen confirmation and an email acknowledging our receipt of your application we have not received your application.
All communications regarding the remainder of the selection process will be via email. Please be sure the email provided on this application is always current; it is your responsibility to update your personal information. Update your Spam, Junk, Bulk and Firewall settings as needed to ensure that you receive all information pertaining to this recruitment.

Additional Information and Resources: If you need technical assistance, follow this link to or contact their Toll-Free Applicant Support line at (855) 524-5627. Please note that Human Resources is not responsible for any issues or delays caused by your internet connection, computer, or browser when submitting an application.

San Bernardino County offers a range of benefit programs for employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of other voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit, family size, hire date, plan selection, and number of hours worked.

Please review the appropriate * for more information

Refer to the appropriate MOU, contact the County's Employee Benefits and Services Division at (909) 387-5787 or visit the for more detailed information.

*Retirement benefits subject to change.
01

The supplemental information requested below, in conjunction with your application, will be used to evaluate your relevant experience in a competitive evaluation of qualifications. It is to your advantage to provide complete, organized, and detailed responses to each question. (Do not refer to a resume or other documentation.)Each response must include the name(s) of your employer(s) and dates of employment where you performed the duty, and the percentage of time performing the function. Employers listed on this questionnaire must also be listed in the work experience section of your application.Indicate N/A if you do not possess the experience requested.

• I have read and understand the above instructions.

02

Indicate your highest level of education:

• Bachelor's degree or higher in business or public administration, behavioral or social science, human resources management, organizational psychology, communications/marketing
• Bachelor's degree or higher in another field not included above
• Associate's Degree
• Some college
• Technical or Certificate Program
• High School or GED
• None of the above

03
Employee Relations: Describe your experience conducting personnel investigations and disciplinary hearings, and/or handling formal grievances in an organization with union represented employees. State your level of responsibility ("primary responsibility", "assisted", "participated", etc.), and the specific duties performed. Include employer, dates of employment and percentage of time performing these functions.
If you do not have experience in this area, indicate N/A.

04
Labor Relations: Describe your experience participating in labor contract negotiations in an organization with union represented employees. State your level of responsibility ("primary responsibility", "assisted", "participated", etc.), and the specific duties performed. Include employer, dates of employment and percentage of time performing these functions.
If you do not have experience in this area, indicate N/A.

05

Modified Duty: Describe your experience implementing Modified Duty assignments for occupational and non-occupational employee injuries/illnesses; conducting Interactive Accommodation Process (IAP) meetings in order to facilitate appropriate permanent accommodations; and assisting supervisors and managers in modifying jobs for employees with temporary or permanent restricted duty.