Human Resources Manager

County of Orange•Santa Ana, CA

About The Position

The Human Resources (HR) Manager is responsible for managing and overseeing human resources programs, operations, and staff within a specific County department or Countywide HR function. This position provides operational leadership in areas such as employee and labor relations, recruitment, classification and compensation, training, benefits, compliance, and HR program administration while ensuring adherence to applicable laws, policies, and strategic objectives. The immediate vacancy is within the Equal Employment Opportunity (EEO) Access Program. The EEO Program Manager provides strategic guidance and consultation to departments on workplace conduct, discrimination prevention, reasonable accommodation, complaint resolution, and EEO compliance while supporting a respectful, inclusive, and legally compliant work environment. Additionally, this list may be used to fill future vacancies within this classification.

Requirements

More than five years of significant human resources experience performing the job duties described above.

Nice To Haves

A bachelor’s degree or higher in Human Resources, Public Administration, Business Administration or a related field is highly desirable and may be used to substitute a year of the required experience.
Professional certifications such as Society for Human Resource Management (SHRM), Professional in Human Resources (PHR) or Public Sector HR Association (PSHRA) are highly desirable but not required.

Responsibilities

Supervising and developing professional, paraprofessional, and support HR staff, including performance management, training, hiring, and disciplinary processes.
Planning, coordinating, and evaluating HR programs, projects, and daily operations to ensure effective service delivery and compliance with County goals and regulations.
Interpreting and applying federal, state, and local laws, regulations, policies, and procedures related to human resources administration and employment practices.
Advising managers, supervisors, and employees on employment laws, policies, procedures, and human resources best practices.
Researching, analyzing, developing, and reviewing reports, policies, presentations, contracts, and other HR-related documents to support operational and executive decision-making.
Managing budgets, procurement activities, contracts, and resource allocation for assigned HR programs or units.
Building collaborative partnerships with County departments, vendors, external agencies, and stakeholders while leading meetings, workgroups, and HR initiatives.
Managing and overseeing complex human resources programs, operations, and staff in areas such as employee relations, recruitment, classification and compensation, benefits, labor relations, and compliance.
Communicating effectively with executives, managers, supervisors, and employees by providing strategic consultation and guidance on sensitive and complex personnel and organizational issues.
Establishing collaborative working relationships and leading cross-functional initiatives with internal departments, external agencies, labor representatives, and other stakeholders.
Administering County EEO policies and procedures related to non-discrimination, harassment prevention, disability management, and workplace conduct expectations.
Investigating and responding to Equal Employment Opportunity Commission (EEOC) and Department of Fair Employment and Housing (DFEH) complaints, including facilitating resolutions and supporting EEO-related litigation matters.
Coordinating and monitoring Countywide harassment prevention and mandated EEO training initiatives, including education, outreach, and compliance efforts.
Facilitating the interactive process and providing consultation regarding reasonable accommodation and Americans with Disabilities Act (ADA) matters.
Analyzing complaint trends, legislation, and workforce data to prepare statistical reports, recommendations, and compliance-related analyses for executive leadership.
Collaborating with County departments, County Counsel, Risk Management, labor representatives, and state/federal agencies to ensure consistent EEO compliance and effective resolution of employee concerns.