Human Resources Manager

Salary : $119,475.00 - $164,736.00 Annually
Location : Riverside, CA
Job Type: Full-Time
Department: Administrative Services
Opening Date: 11/06/2026
Closing Date: 12/4/2026 11:59 PM Pacific
FLSA: Exempt

Job Summary
As WRCOG's Human Resources Manager, you'll lead the HR function within the Administrative Services Department, reporting directly to the Executive Director and supervising one Analyst. You'll oversee every aspect of the agency's human resources program, from recruitment to retirement, staying hands-on in the day-to-day work while serving as a trusted advisor to agency leadership. In fact, the HR Manager's office sits right between the Executive Director's and the Chief Financial Officer's - and that's no accident. It's a literal seat at the leadership table.

We're looking for a seasoned HR professional with management experience to guide that work through an ever-changing landscape. You're a true generalist who can comfortably wear all the HR "hats" - well-versed in core HR competencies, yet creative about what HR can look like at a small agency. You embrace technology as a tool that enhances HR, not one that replaces the human touch. Most importantly, you fit WRCOG's culture: passionate, hardworking, and ready to roll up your sleeves to get the job done.

You'll join at an exciting time: you'll help finish and implement a classification and compensation study, continue an agency-wide policies and procedures update, and celebrate the grand opening of our newly remodeled offices. There has never been a better time to join WRCOG!

Supervision Received and Exercised

Receives general direction from the Executive Director. Exercises direct supervision over assigned Human Resources staff, currently one Analyst.

Ideal Candidate Profile

The ideal candidate is a human resources professional with extensive public-sector experience who is equally comfortable advising executive leadership and running the day-to-day operations of a full-service HR program. They will bring a strong command of recruitment and selection, classification and compensation, benefits administration, employee relations, leave management, and the federal and California employment laws that govern public agencies, along with working knowledge of CalPERS retirement and reporting requirements. Experience with NEOGOV (including Insight, Onboard, Learn, Perform, and eForms) or a comparable HRIS and applicant tracking system, and familiarity with payroll practices, will be highly valued.

Just as important is how the candidate leads. WRCOG is looking for someone who can interpret and apply complex laws and policies with sound judgment; handle sensitive and confidential matters with discretion; conduct fair and thorough investigations; communicate clearly and persuasively with the Executive Director, managers, and staff; and present recommendations to leadership and committees. Because the Human Resources Manager will regularly provide human resources and administrative updates to WRCOG's Executive Committee, experience working with and presenting to elected officials, boards, and committees is strongly preferred. The successful candidate will build and develop a capable HR team, manage multiple priorities and deadlines at once, and continually look for ways to improve HR policies, processes, and service delivery.

The Human Resources Manager is expected to serve as a role model for agency staff, demonstrating WRCOG's core values in daily practice and helping make WRCOG an employer of choice. Success in this classification requires the experience to know how to do the work, the skills to do it successfully, and behavior that consistently reflects WRCOG's culture and core values.

Classification Characteristics

This is a management classification responsible for planning, organizing, reviewing, and evaluating the staff and operations of the Human Resources division. Incumbents are responsible for performing diverse, specialized, and complex work involving significant accountability and decision-making responsibilities, which include developing and implementing policies and procedures for assigned programs, budget administration and reporting, and program evaluation, and ensuring compliance with regulatory requirements. Incumbents serve as a professional-level resource for organizational, managerial, and operational analyses and studies. Performance of the work requires the use of considerable independence, initiative, and discretion within broad guidelines.

This class is distinguished from the Analyst series in that the Human Resources Manager supervises staff and has full management responsibility for the Human Resources division.

Key Skills and Behaviors

WRCOG seeks a leader who has the experience to know how to do the work, the skills to do it successfully, and who acts in a way that benefits the organization.

Key Skills

• Employment Law and Compliance: Interprets and applies federal, state, and local employment laws, CalPERS requirements, and agency policy accurately and consistently.
• Employee Relations and Investigations: Handles complaints, performance issues, and discipline fairly, thoroughly, and with discretion.
• Total Rewards: Manages classification, compensation, and benefits programs with sound analysis and a focus on recruitment and retention.
• Personnel Management: Leads, develops, and retains a capable HR team; holds staff accountable fairly and consistently.
• Communication and Advising: Communicates complex information clearly to leadership, managers, and staff, in writing and in person, and presents recommendations persuasively.
• Organizational Management and Prioritization: Manages competing demands and keeps recruitments, enrollments, and projects moving on time.

Key Behaviors

WRCOG's core values are Integrity, Transparency, Collaboration, Innovation, Diversity, Accountability, Sustainability, and Inclusion. The following key behaviors describe how those values show up in daily work, and the Human Resources Manager is expected to model each of them:

• Own the Outcome: Takes responsibility for results, follows through on commitments, and holds self and others accountable.
• Communicate Clearly: Shares information openly, accurately, and on time; listens actively and adapts the message to the audience.
• Seek and Apply Feedback: Invites input, shows self-awareness about personal strengths and areas for growth, and acts on what is learned.
• Collaborate and Build Partnerships: Works across departments and agencies, values diverse perspectives, and builds lasting relationships.
• Drive Innovation and Improvement: Looks for better ways to serve member agencies, measures progress, and adjusts quickly.
• Exercise Sound Judgment: Makes ethical, well-informed decisions, seeking the views of others before acting on important matters.

Examples of Typical Job Functions
Management reserves the right to add, modify, change, or rescind the work assignments of this position and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.

Division Management

• Plans, manages, and oversees the daily functions, operations, and activities of the Human Resources division.
• Participates in the development and implementation of goals, objectives, policies, and priorities for the division; monitors the efficiency and effectiveness of programs, service delivery methods, and procedures; assesses workload and administrative and support systems; and identifies and recommends opportunities for improvement.
• Participates in the development, administration, and oversight of the division budget; determines funding needed for staffing, equipment, materials, and supplies; and ensures compliance with budgeted funding.
• Participates in the selection, training, motivation, and evaluation of assigned personnel; works with employees to correct deficiencies; and recommends and implements discipline and termination procedures.
• Develops and manages requests for proposals for professional and contracted services; prepares scopes of work and technical specifications; evaluates proposals, negotiates contracts, and recommends award.
• Serves as a liaison for assigned functions with other WRCOG departments and outside agencies; provides staff support to commissions, committees, and task forces as necessary.
• Directs the establishment and maintenance of working and official personnel files; ensures staff observe and comply with WRCOG's safety standards.

Recruitment, Classification, and Compensation

• Manages WRCOG's recruitment, testing, selection, and retention activities; identifies staffing goals to meet current and future employment needs, including staffing plans and recruitment and assessment strategies; and manages background checks, pre-employment exams, and related processes.
• Manages WRCOG's classification, compensation, and performance evaluation programs; supervises data collection and analysis; and develops salary recommendations consistent with WRCOG's compensation policies.
• Manages employee training and certification programs that support professional development and career growth.

Benefits, Leave, and Risk Management

• Oversees and administers a comprehensive benefits program, including health and welfare benefits; recommends changes in coverage, benefit levels, and vendors; manages annual open enrollment; and oversees new hire orientation.
• Administers leaves of absence in compliance with applicable federal and state laws and WRCOG policy.
• Provides risk management program oversight, including liability and workers' compensation programs.
• Ensures the accuracy of employee information in the human resources information system, including benefits enrollments and payroll data.

Employee Relations and Compliance

• Collaborates with supervisory and management staff on employee relations matters, including employee performance and discipline.
• Receives, investigates, and responds to difficult and sensitive problems and complaints; supervises or conducts fact-finding and complaint investigations; prepares reports on findings; and recommends and assists with resulting personnel actions.
• Maintains, updates, and provides guidance to employees and management on the interpretation and application of WRCOG's personnel rules, policies, and procedures, and ensures they comply with state and federal law and equal employment opportunity guidelines.
• Monitors changes in employment law and regulations that may affect WRCOG practices or Human Resources operations, and implements policy and procedural changes.
• Conducts organizational and operational studies; recommends modifications to programs, policies, and procedures as appropriate.
• Attends and participates in professional group meetings; stays abreast of new trends and innovations in human resources; and researches emerging products and enhancements and their applicability to WRCOG's needs.
• Performs related duties as assigned.

Education and Experience
Education and Experience

Any combination of training and experience that would provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the required qualifications would be:

Education: Equivalent to a bachelor's degree from an accredited college or university with major coursework in human resource management, risk management, public administration, business administration, or a related field.

Experience: Five (5) years of increasingly responsible human resources experience with a public agency, special district, or municipality, including two (2) years in a supervisory or lead capacity.

Highly Desirable: Extensive public-sector experience, including working with and presenting to elected officials, boards, or committees. A professional HR certification (e.g., SHRM-CP, SHRM-SCP, PHR, SPHR, IPMA-HR/PSHRA-CP or SCP). Experience with NEOGOV, Tyler ERP, and CalPERS administration.

Licenses and Certifications

• Possession of a valid California driver's license and proof of automobile liability insurance, to be maintained throughout employment.

Supplemental Information
Physical Demands

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and to visit various meeting sites in Western Riverside County for the conduct of WRCOG business; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification, although standing in and walking between work areas may be required, as well as travel to and attendance at off-site meetings. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 25 pounds.

Mental Demands

While performing the duties of this class, the employee must be able to use written and verbal communication skills; read, analyze, and interpret data, guidelines, and documents; prepare and evaluate reports; use math and mathematical reasoning; learn and apply new