Description

This senior-level management position oversees the full spectrum of Human Resources operations, ensuring organizational success through strategic guidance and operational excellence. This role serves as a senior-level decision-maker and advisor to executive management, leveraging advanced analytical expertise and strategic communication to shape organizational policy. The position leads a professional team in the architecture and execution of high-impact HR initiatives and programmatic decisions, ensuring rigorous compliance and divisional alignment.

 DISTINGUISHING CHARACTERISTICS:
The classification is distinguished from the Human Resource Analyst series by its broader scope of responsibility and the requirement of a higher level of specialized expertise in managing complex HR initiatives. 

 As a single-incumbent management role, this position is responsible for the strategic and operational administration of the Court’s Human Resources Division. The incumbent provides comprehensive oversight across Employee Services and Operations, Training and Organizational Development, and the Workers’ Compensation Program. Additionally, the role is responsible for managing Reasonable Accommodations, fostering Employee and Labor Relations, and ensuring overall Governance and Compliance within the division.

 REPRESENTATIVE DUTIES:

Drive informed management decisions through the expert analysis of employment statutes and collective bargaining agreements, ensuring that departmental actions are operationally consistent.
Optimize team efficiency and leadership alignment by advising senior management on operational constraints and directing staff to work at full capacity, ensuring that decision-making remains consistent with labor agreements and job specifications. 
Execute full supervisory responsibilities, including workload distribution, performance evaluations, disciplinary actions, and conflict resolution.
Supervise the administration of the Workers’ Compensation program and the Reasonable Accommodation (ADA/FEHA) interactive process; ensure the Court’s compliance with legal mandates while mitigating organizational risk through proactive case management and return-to-work strategies.
Drive equitable workplace outcomes by offering expert strategy on performance standards and disciplinary frameworks, while proactively managing grievances to maintain stable labor-management relations. 
Spearhead policy innovation and process modernization, creating high-accountability monitoring structures that verify departmental compliance and streamline divisional workflows. 
Design and implement comprehensive employee training and professional development programs to foster workforce growth.
Perform related professional-level duties as required to support the strategic goals of the Human Resources Division.

Requirements

EMPLOYMENT STANDARDS:
Bachelor’s degree in human resources, Business Administration or related field is required; 
At least five (5) years of human resources experience & 3 years of increasingly complex supervisory experience is required.
A Master’s degree in Business Administration or a closely related field may be substituted for one year of the required professional experience.
 CORE PROFESSIONAL COMPETENCIES

• Exceptional verbal and written communication skills, with the ability to present complex HR strategies to diverse stakeholders
• Advanced analytical skills dedicated to integrating risk analysis into the resolution of structural challenges and transforming HR metrics into scalable, data-informed strategies that optimize organizational performance.
• Sophisticated interpersonal skills with a proven track record in high-stakes labor negotiations, conflict mediation, and relationship management.
• Advanced organizational skills and attention to detail, ensuring the integrity of HR records, audits, and compliance reporting.
• Demonstrated ability to manage high-pressure priorities and meet critical deadlines through effective delegation and resource planning.
• Strong supervisory capabilities with a focus on mentoring professional staff, fostering accountability, and building high-performing teams.
• Formal training and practical experience in spearheading Diversity, Equity, and Inclusion (DEI) initiatives that align with organizational values and culture.
• A flexible management style with the ability to adapt HR strategies to the evolving needs of the workforce and the organization.
• Thorough and up-to-date knowledge of state and federal employment laws, industry standards, and regulatory compliance.
• Advanced proficiency in Microsoft Office Suite and specialized HRIS platforms, with the aptitude to leverage emerging HR technologies.
• Cultivate and maintain effective, professional relationships with diverse groups to facilitate cooperation and achieve organizational objective