Director of Human Resources

Director Of Human Resources

The next Director of Human Resources for the City of Sacramento is an approachable, highly competent leader who brings a balance of operational discipline and strategic vision to a large, complex municipal organization. The ideal candidate is a relationship-first professional who builds trust deliberately with executive leadership, department heads, labor representatives, and human resource staff alike, and understands that credibility in this role is earned through consistency, integrity, and follow-through. This is a leader who communicates with clarity and calm, particularly during periods of organizational change, and who can set shared expectations, establish clear priorities, and hold themselves and their team accountable to meaningful outcomes.

The successful candidate brings deep expertise in public sector human resources and a thorough understanding of California labor law, collective bargaining, and the unique dynamics of a heavily unionized environment. Experience managing complex, multi-unit labor negotiations is essential – Sacramento administers 14 labor agreements across 9 represented employee groups, and the Director must be capable of navigating those relationships with both rigor and a constructive, solutions-oriented approach. Familiarity with the California Public Employee Retirement System (CalPERS), civil service systems, and the legal and regulatory framework governing municipal employment in California will be critical to the Director's effectiveness from day one.

The ideal candidate is a skilled people leader who delegates thoughtfully, invests in the professional growth of staff, and fosters a team culture built on collaboration, mutual support, and high standards of service. The Director creates an environment where staff feel empowered to bring ideas forward, take ownership of their work, and grow as professionals.

The successful candidate is a strong internal consultant and strategic partner to City leadership. They understand the operational realities of running a large municipal organization and can translate human resource strategy into practical guidance that resonates with department directors managing diverse workforces. This individual is equally comfortable presenting to City Council on complex topics such as compensation, benefits, and labor strategy as they are working alongside a department head to resolve a difficult personnel matter. They approach every interaction with professionalism, political awareness, and a commitment to equitable outcomes.

The Director of Human Resources will have a strong foundation across the full spectrum of human resource functions: classification and compensation, benefits administration, recruitment and selection, workers' compensation and risk management, employee relations, diversity and equity, and records management, and brings a continuous improvement mindset to each of these areas. The next Director is technologically fluent, with experience leading or overseeing Human Resource Information Systems (HRIS) implementations and an appreciation for how modern human resource systems can improve the experience of both employees and the departments they serve. This individual is deeply committed to advancing racial and gender equity as a core organizational value and brings the knowledge and experience to move that work forward in a meaningful, lasting way.

Under executive direction, the Director of Human Resources plans, organizes, administers, directs, and reviews the activities of the Human Resources Department; provides human resources policy direction and oversight; serves as secretary and advisor to the Civil Service Board; and serves as a member of the City's Executive Team.

This is a single-position executive management classification. The Director of Human Resources is responsible for the activities and management of the Department; the incumbent performs work that is of high complexity and often requires intense and exacting attention to detail and ability to reason through and solve complex problems. This classification is distinguished from division management classifications in the Human Resources Department in that incumbents of the latter classifications manage major program areas or sections, while the Director of Human Resources manages the entire comprehensive human resources program for the city.

Executive direction is provided by the Assistant City Manager or higher-level staff. Responsibilities include the direct and indirect supervision of managerial, professional, technical, and clerical personnel.

Essential Duties And Responsibilities

Typical duties include:

• Develops and implements goals, objectives, policies, and procedures for the effective operation of the Human Resources Department; provides policy direction and general oversight in functional areas assigned to Human Resources including, but not limited to, labor relations, recruitment and selection, classification and compensation, workers' compensation, organizational development, training, risk management (occupational health and safety), benefits, and employee records.
• Selects, assigns, supervises, coordinates, reviews, and evaluates the work of subordinate personnel.
• Represents the City as the chief negotiator and provides advice and counsel to City Manager and City Council regarding positions to take on issues and recent developments in the field.
• Responsible for enforcement of collective bargaining agreements and administration of the grievance process.
• Directs and maintains the City's discipline process; reviews and coordinates processes for appeals of formal discipline.
• Develops programs and recommendations concerning classifications, compensation, benefits, staff development, and employee programs for review and adoption by elected officials; serves as secretary of the Civil Service Board; presents reports and recommendations, and consults with the Board on issues of policy.
• Decides matters involving candidate certification, job classification, and test administration; resolves disputes between operating departments and staff assigned to human resources concerning application or interpretation of policies and procedures.
• Coordinates human resource activities with other City departments to evaluate and address changing human resource needs. Explains or provides interpretations of rules, procedures, and policies; advises and consults with elected and appointed officials, department heads, and employees on matters involving personnel policy, litigation, past practices, organizational design, succession planning, and administrative procedures.
• Supervises and participates in the preparation of personnel rules, annual reports, and budget estimates; approves final content of departmental budget proposals; authorizes expenditure of appropriated funds.
• Provides exceptional customer service in the course of work.

Non-essential functions include:

• Performs other or related duties as assigned.

Qualifications

Knowledge of:

• Principles and practices of public human resources administration, including methods and techniques used in recruitment and selection, classification, salary administration, benefits, risk management, organizational development, staff development, and training.
• Federal and State laws and regulations applicable to public sector employment and collective bargaining.
• Merit system administration and of needs of operating departments.
• Administrative organization and management of the types and variety of positions common to local government organizations.
• The general nature and content of collective bargaining agreements in the public sector.
• Statistical concepts and methods used in human resources program management.
• Principles and practices of public sector budget preparation and administration.
• Computers and computer applications.

Skill in:

• Use of computers and computer applications and software.

Ability to:

• Plan, direct and control the administration and operations of the Human Resources Department.
• Interpret and analyze laws, rules, regulations, ordinances, and policies.
• Present ideas effectively, verbally and in writing; prepare and make public presentations.
• Negotiate effectively; work effectively with groups and individuals.
• Develop and implement effective techniques for facilitating and improving human resources programs.
• Plan, organize, assign, and coordinate the activities of a professional, technical, and clerical staff; build a high-performance workforce.
• Supervise and evaluate subordinates.
• Establish and maintain effective working relationships with those encountered in the course of the work including, but not limited to, city officials, department heads, union officials, and employees.
• Resolve disputes and grievances.
• Evaluate program and individual performance.
• Gain the confidence and cooperation of public officials, administrators, employees, employee representatives, and the general public.

Experience and education:

Experience: Eight years of professional experience in human resources and labor relations in the public sector, including three as a human resources generalist and four of which must have included supervision or management of one or more human resources functions.

Education: A Bachelor's degree from an accredited college or university. Substitution: Additional qualifying experience may be substituted for the required education on a year-for-year basis.

Special qualifications:

Driver License: The employee is not required to hold a driver license but must be able to arrange reliable and timely transportation through private or public transportation for attendance at off-site meetings, events, and trainings.

Physical demands and work environment:

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 City and meeting sites; 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 and walking between work areas may be required.