HUMAN PERFORMANCE AND WELLNESS COORDINATOR - POLICE DEPARTMENT
Salary
$8,328.67 - $11,719.24 Monthly
Location
Huntington Beach, CA
Job Type
Full-Time
Job Number
0082-0726
Department
Police Department
Opening Date
07/01/2026
Closing Date
7/15/2026 5:00 PM Pacific
- Description
- Benefits
- Questions
Description
JOB SUMMARY
Under general direction, plans, manages, coordinates, and evaluates the Department's human performance, injury prevention, rehabilitation, and employee wellness programs. Oversees day-to-day program operations and staff while ensuring alignment with Department objectives, applicable laws and regulations, and professional standards established by the Board of Certification (BOC) for Athletic Trainers and other governing bodies.
The Human Performance and Wellness Coordinator implements program strategies designed to reduce occupational injury risk, support return-to-work efforts, enhance employee health and performance, and promote workforce readiness. Provides subject matter expertise and operational recommendations to executive staff in support of the Department's mission.
SUPERVISION RECEIVED AND EXERCISED
Reports to: Chief of Police, or as assigned by the Chief of Police
Supervises: Professional, technical, and administrative support personnel
DISTINGUISHING CHARACTERISTICS
This is a single-position classification responsible for the administrative management of the Department's human performance and wellness programs.
The incumbent exercises independent judgment and discretion in the management and administration of the Department's human performance and wellness programs. Responsibilities include planning, implementing, and evaluating injury prevention initiatives, strength and conditioning programs, rehabilitation coordination, return-to-work processes, wellness programming, and risk mitigation strategies. The position establishes operational procedures, ensures regulatory compliance, monitors program effectiveness, and provides recommendations to executive staff to support workforce readiness and organizational performance.
Examples of Essential Duties
- Plans, organizes, coordinates, and evaluates human performance and wellness program operations to ensure effective service delivery and alignment with Department goals
- Develops and implements injury prevention, rehabilitation, strength and conditioning, and wellness programs for sworn and civilian personnel
- Ensures compliance with applicable federal, state, and local laws; professional certification standards; and City policies and procedures
- Monitors regulatory changes and implements necessary procedural adjustments
- Analyzes injury trends, performance metrics, and operational risk factors; develops and implements strategies to reduce workplace injuries and minimize lost work time
- Evaluates work-related and non-work-related injuries and administers appropriate care within scope of professional practice
- Refers personnel to physicians, hospital emergency departments, or allied healthcare specialists when appropriate
- Advises and counsels employees regarding injury prevention, conditioning, rehabilitation, nutrition, and recovery practices
- Applies protective and therapeutic devices including bandages, wraps, braces, strapping, padding, and guards as necessary
- Administers therapeutic modalities under physician direction when required and in accordance with professional standards
- Assists in the coordination of medical care and return-to-work planning in collaboration with healthcare providers and risk management personnel
- Establishes and maintains accurate and confidential records related to injuries, treatment plans, rehabilitation programs, and program outcomes
- Supervises assigned staff, including training, performance evaluation, and professional development
- Develops and maintains collaborative working relationships with healthcare providers, City administration, and workers' compensation representatives
- Provides regular program status updates, reports, and recommendations to executive staff
- Advises executive staff regarding physical readiness standards and safety considerations associated with job duties and specialized assignments
- Maintains human performance and training facilities and equipment in a safe, clean, and operational condition
- Manages inventory of equipment and supplies; prepares and submits purchase requisitions in accordance with City procurement procedures
- Travels to offsite locations throughout and outside the City
- Performs other related duties and responsibilities as required
The preceding duties have been provided as examples of the essential types of work performed within this job classification. The City, at its discretion, may add, modify, change or rescind work assignments as needed.
Minimum Qualifications
Any combination of education, training, and experience that would likely provide the knowledge, skills, and abilities to successfully perform in the position is qualifying. A typical combination includes:
Knowledge of:
- Principles of athletic training, strength and conditioning, rehabilitation, and performance science
- Occupational health practices related to law enforcement operations
- Injury prevention strategies and organizational risk reduction methods
- Workers compensation procedures and return-to-work coordination
- Supervisory principles and staff development practices
- Public sector budgeting and procurement processes
- Data collection, reporting methods, and program evaluation techniques
- Federal, state, and local regulations governing employee health and safety
- Confidential medical documentation standards and privacy requirements
Ability to:
- Administer and manage department-wide human performance and wellness programs
- Supervise, train, and evaluate assigned staff
- Analyze injury data and implement appropriate mitigation strategies
- Develop evidence-based conditioning and rehabilitation protocols
- Prepare reports, program evaluations, and operational recommendations
- Communicate effectively in clinical and law enforcement environments
- Interpret and apply applicable laws, regulations, and policies
- Manage multiple priorities and exercise sound independent judgment
- Maintain confidentiality and handle sensitive information appropriately
- Establish and maintain effective working relationships across organizational levels
Education: Master's degree in athletic training, kinesiology, exercise science, sports medicine, or a closely related field.
Experience: Minimum of five (5) years of clinical experience post education, including two (2) years in a professional or collegiate sports setting. Administrative experience including familiarity with worker's compensation preferred.
Licenses/Certifications: Possession of a valid California Class C driver's license and an acceptable driving record are required at the time of appointment and throughout employment.
Certified Athletic Trainer Certification (ATC) credential issued by the Board of Certification (BOC) is required.
Certified Strength and Conditioning Specialist (CSCS) credential issued by the National Strength and Conditioning Association (NSCA) is required.
Current CPR, AED, and First aid certification required.
Failure to attach the above certifications will result in disqualification.
Shift Assignment: Must be available to work all assigned shifts, including evenings, weekends and holidays.
Background Investigation: Must successfully pass a comprehensive background investigation.
APPLICATION AND SELECTION PROCEDURE
- An official on-line application must be completed in its entirety. Incomplete applications will not be accepted.
- Applications must be received on-line by the closing date and time. Late applications will not be accepted.
- Please note not all candidates may be invited to participate in every step of the testing process.
- Applicants meeting the minimum qualifications and best meeting the needs of the department will be invited to an oral board exam (weighted 100%) tentatively scheduled for Thursday, July 16, 2026.
- Successful candidates will be placed on an employment eligible list from which hires may be made. The employment eligible list is valid for up to one year, unless exhausted sooner.
- Candidates selected to move forward in the process will be invited to attend an in-person interview with the hiring manager.
- Candidates considered for hire must undergo a comprehensive background investigation, which includes (but is not limited to) LiveScan fingerprinting, polygraph exam, credit check, reference/employer checks, DOJ and FBI checks, etc.
- Upon a conditional offer of employment, a pre-placement medical evaluation and drug screening must be completed with acceptable results.
- Upon hire, employee is subject to further reporting from DOJ via subsequent arrest notification.
PLEASE NOTE: Our primary means of communication with applicants/candidates is sent via email; therefore, please include a valid email address on your application.
SPECIAL CONDITIONS
Employees regularly assigned/required to drive a city or personal vehicle in the course and scope of work shall be required to participate in the DMV Employer Pull Notice program.
Public Employee Disaster Service Worker: In accordance with Government Code Section 3100, all Huntington Beach City employees are required to perform assigned disaster service worker duties in the event of an emergency or a disaster.
Supplemental Information
Work involves treating and providing close contact care to individuals. There is frequent need to stand, reach overhead, sit, stoop, walk, work, and perform other similar actions during the course of the workday. Must be able to work any shift, including weekends and holidays. Employee accommodations for physical disabilities will be considered on a case-by-case basis.
COMMON DISQUALIFIERS - Civilian
Please review the following common disqualifiers. If any items listed pertain to you, you will be automatically disqualified in the background investigation. You may, at this time want to screen yourself and withdraw prior to starting the recruitment process.
Illegal use or possession of drugs
The following examples of illegal drug use or possession may be considered automatic disqualifiers for applicants, with some exceptions:
- Any adult use or possession of a drug classified as a hallucinogenic within three years prior to application for employment.
- Any other illegal adult use or possession of a drug not mentioned above (including cocaine) within three years prior to application for employment.
- Any illegal adult use or possession of a drug while employed in any law enforcement capacity, military police, or as a student enrolled in college accredited courses related to the criminal justice field.
- Any adult manufacture or cultivation of a drug or illegal substance.
- Failure to divulge to the Department any information about personal illegal use or possession of drugs.
- Any drug test of the applicant, during the course of the hiring process, where illegal drugs are detected.
- The following examples of illegal drug use or possession will be considered in relationship to the overall background of that individual and may result in disqualification:
- Any illegal use or possession of a drug as a juvenile.
- Any illegal adult use or possession of a drug that does not meet the criteria of the automatic disqualifiers specified above (e.g., cocaine use longer than three years.)
- Any illegal or unauthorized use of prescription medications.
Motor Vehicle Operations
- Receipt of three or more moving violations (or any single violation of a potential life threatening violation, such as reckless driving, speed contest, suspect of a pursuit, etc.) within three years prior to application. Moving violations for which there is a factual finding of innocence shall not be included.
- Involvement as a driver in two or more chargeable (at fault) collisions within three years prior to date of application.
- A conviction for driving under the influence of alcohol and/or drugs within three years prior to application or any two convictions for driving under the influence of alcohol and/or drugs.
Arrests
- Conviction of any criminal offense classified as a misdemeanor under California law within three years prior to application.
- Conviction for two or more misdemeanor offenses under California law as an adult.
- Conviction of any offense classified as a misdemeanor under California law while employed as a peace officer (including military police officers.)
- Admission(s) of having committed any act amounting to a felony (including felony-misdemeanor offenses) under California law, as an adult, within five years prior to application or while employed as a peace officer (including military police officers.)
- Admission(s) of administrative conviction of any act while employed as a peace officer (including military police officers) involving lying, falsification of any official report or document, or theft.
- Admission(s) of any act of domestic violence as defined by law, committed as an adult.
- Admission(s) of any criminal act, whether misdemeanor or felony, committed against children including but not limited to: molesting or annoying children, child abduction, child abuse, lewd and lascivious acts with a child, or indecent exposure. Acts of consensual unlawful intercourse accomplished between two minors shall not be included, unless more than four years difference in age existed at the time of the acts.
- Having any outstanding warrant of arrest at time of application.
- Conviction of a felony under Federal or California Law.
Integrity
- Any material misstatement of fact or significant admission/omission during the application or background process may be disqualifying, including inconsistent statements made during the initial background interview (Personal History Statement or Supplemental Questionnaire) or polygraph examination or discrepancies between this background investigation and other investigations conducted by other law enforcement agencies.
- Any forgery, alteration, or intentional omission of material facts on an official employment application document or sustained episodes of academic cheating.
Tattoos
- Employees shall not display any tattoos, body art, brand, scarification or mutilation while on-duty or when wearing any part of the Police uniform. All visible tattoos, body art, brands, scarification or mutilation shall be covered by an approved uniform or by wearing a skin patch of neutral tone.
- This policy also does not apply to Police Recruits while they are attending a Police Academy or participating in Academy sponsored functions. The policy will apply to Police Recruits while they are performing any official duty, in uniform, outside of the Police Academy.
Body Art
- Body piercing or alteration to any area of the body visible in any authorized uniform or attire that is a deviation from normal anatomical features and which is not medically required is prohibited. Such body alteration includes, but is not limited to:
- Tongue splitting or piercing.
- The complete or transdermal implantation of any material other than hair replacement.
- Abnormal shaping of the ears, eyes, nose or teeth.
- Branding or scarification.
Work Traits
- Having been disciplined by any employer (including military) as an adult for abuse of leave, gross insubordination, dereliction of duty , or persistent failure to follow established policies and regulations.
- Having been involuntarily dismissed (for any reason other than layoff) from two or more employers as an adult.
- Having held more than seven paid positions with different employers within the past four years, or more than 15 paid positions with different employers in the past ten years (excluding military). Students who attend school away from their permanent legal residence may be excused from this requirement.
- Having current financial obligations for which legal judgments have not been satisfied, currently having wages garnished, or any other history of financial instability.
- Uttering any epithet derogatory of another persons race, religion, gender, national origin or sexual orientation.
- Having been disciplined by any employer as an adult for fighting in the workplace.
The City of Huntington Beach offers a comprehensive benefit package to Management Employees Organization members including:
The SALARY RANGE is composed of seven steps. Merit step increases are based on satisfactory performance.
PROMOTIONS within the City are based upon the merit system principles emphasizing individual ability and utilizing competitive examinations.
TWELVE PAID HOLIDAYS provided per year.
GENERAL LEAVE with pay of 176 hours is granted to regular employees. After four years service additional general leave hours are earned, up to 256 hours after fifteen years service.
ADMINISTRATIVE LEAVE with pay is granted in the amount of 60 hours per calendar year.
EDUCATIONAL INCENTIVE PLANS are available for eligible employees to develop their knowledge and abilities.
GROUP INSURANCE PROGRAMS are available to eligible City employees. These programs include medical, dental, vision, long-term disability, life and accidental death and dismemberment insurances.
FLEXIBLE SPENDING ACCOUNTS are available where employees use pre-tax salary to pay for regular child care, adult dependent care and/or medical expenses.
RETIREMENT BENEFITS are provided by the California Public Employees Retirement System. Every regular employee becomes a member immediately upon employment. Effective January 1, 2013, the Public Employees Pension Reform Act will apply to new members of CalPERS. A new member is defined as a new hire who is brought into CalPERS membership for the first time on or after 1/1/13 and has no prior membership in a California public retirement system; is not eligible for reciprocity with another California public retirement system; or is rehired by a different CalPERS employer after a break in service of greater than six (6) months. All employees hired on or after January 1, 2013 will be subject to CalPERS membership review for applicability of PEPRA. Employees enrolled in CalPERS prior to January 1, 2013 are considered classic members.
The benefit formula, final compensation period, and member contribution rate is as represented below:
Classic Miscellaneous Members:
Benefit Formula Miscellaneous 2.5% at age 55
Final Compensation Period 1-year Final Compensation
Member Contribution Rate 9.0% of Reportable Compensation
New Miscellaneous Members under PEPRA:
Benefit Formula Miscellaneous 2% at age 62
Final Compensation Period 3-year Final Compensation
Member Contribution Rate 8.25% of Reportable Compensation (eff. 7/1/23)
DEFERRED COMPENSATION: Two voluntary deferred compensation 457 plans are available.
CREDIT UNION membership is available to all City employees and provides access to low interest loans.
FLEXIBLE WORK SCHEDULES: Employees will have the option of working a 5/40 or 9/80 work schedule with Supervisor and Department Head approval. Employees assigned to the Police Department shall retain the option of working the 4/10 work schedule with Supervisor and Department Head approval. In order to maintain service to the public, departmental effectiveness, productivity and/or efficiency, a Department Head may assign an employee a different work schedule that is in compliance with the requirements of FLSA with City Manager approval.
NOTE: The provisions of this bulletin do not constitute a contract expressed or implied, and any provisions contained herein may be modified or revoked without notice.
For a more detailed overview of the benefits, review the Memorandum of Understanding and Side Letters at: MEMORANDA OF UNDERSTANDINGS Click on the links under "Management Employees Organization".
01
Do you currently posses, or be able to obtain a California Drivers License by the time of appointment?
02
Do you possess a Master's degree in athletic training, kinesiology, exercise science, sports medicine, or a closely related field?
03
Do you possess a minimum of five (5) years of clinical experience post education, including two (2) years in a professional or collegiate sports setting?
04
The following certifications are required: - Certified Athletic Trainer Certification (ATC) credential issued by the Board of Certification (BOC) - Certified Strength and Conditioning Specialist (CSCS) credential issued by the National Strength and Conditioning Association (NSCA) - Current CPR, AED, and First aid certification Do you possess all listed certifications? NOTE: A copy of each certification MUST be attached to this application. Failure to attach the required documents will result in disqualification.
05
The Police Department is operated on a 24 hour, seven-days-per week operation, requiring shift coverage. Employees MUST work any designated shift, including weekends and holidays. Are you able to work nights, weekends, holidays or any other assigned shift?
06
If successful in passing the testing process, are you willing to undergo a comprehensive background investigation, including a polygraph test and credit check? (Recent drug use, theft or other illegal activity may be grounds for disqualification)
07
If successful in passing the testing and background process and upon a conditional offer of employment, are you willing to undergo a pre-placement medical examination?
Required Question
Employer City of Huntington Beach
Address 2000 Main Street
Huntington Beach, California, 92648
Phone (714) 536-5492
Website http://www.huntingtonbeachca.gov/jobs