Human Resource Manager - Human Services Agency

Human Resource Manager - Human Services Agency

Salary

$138,348.75 - $193,707.23 Annually

Location

Ventura and may require travel throughout Ventura County, CA

Job Type

Full-Time Regular

Job Number

1642CEO-26AC (KCR)

Department

County Executive Office

Opening Date

06/08/2026

Closing Date

7/17/2026 5:00 PM Pacific

• Description
• Benefits
• Questions

Description

PLEASE READ THIS BULLETIN CAREFULLY AS IT CONTAINS IMPORTANT INFORMATION ON THE POSITION AND THE RECRUITMENT PROCESS

Be a part of something amazing!

If you are passionate about public service, driven by a commitment to organizational excellence, and genuinely thrive in a dynamic, fast-paced environment managing diverse priorities, this is your opportunity to step into a strategic leadership role as Human Resource Manager for the Human Services Agency at the County of Ventura.

What We Offer

The County of Ventura offers an attractive compensation and benefits package that includes:

• General Salary Increase: A general salary increase of 3.5% effective on December 20, 2026, and 3.5% effective December 19,2027.
• Educational Incentive: Completion of an associate degree (2.5%), bachelors degree (3.5%), OR graduate degree (5%) not required for the position.
• Annual Leave/Accruals Redemption: A candidate selected for this position will earn 208 hours per year, increasing to 288 hours after 5 years of service and has the ability to "cash in" or redeem up to 100 hours of Annual Leave per year after taking 80 hours in the preceding 12 months.
• Deferred Compensation: 401(k) Shared Savings Plan and/or Section 457 Plan, with up to a 3% match on your 401(k) contributions.
• Health Plans: You are afforded an annual flexible credit allowance of up to $26,626 for purchasing medical, dental, and/or vision insurance from a group of authorized plans.
• Flexible Spending Accounts: Pre-tax benefit towards eligible medical, dental and vision care expenses.
• Pension Plan: Both the County and you contribute to the Countys Retirement Plan and to Social Security. If you are eligible, you may establish reciprocity with other public retirement systems such as CalPERS.
• Bilingual Incentive: Proficiency levels by exam are $.69 per hour (Level I), $1.00 per hour (Level II), or $1.32 per hour (Level III).
• Holidays - 12 paid days per year, which includes a scheduled floating holiday.

VENTURA COUNTY

Ventura County is located on California's "Gold Coast," approximately 35 miles northwest of Los Angeles and 20 miles southeast of Santa Barbara. Residents enjoy rolling hills and sweeping ocean views in a nearly perfect Mediterranean climate. The beauty and weather combined with a wonderful quality of life are among the many reasons our residents choose to call Ventura County "home."

Ventura County is a "general law" county, governed by a five-member, elected-by-district Board of Supervisors. The Supervisors appoint a County Executive Officer (CEO) to oversee the County budget, day-to-day operations, and to advise, assist, and act as an agent for the Board of Supervisors in all matters under the Board's jurisdiction. It focuses on providing excellent services to its residents by promoting engagement, strategy, execution and accountability to include diversity, equity, and inclusion initiatives to ensure that all employees are treated with respect and without discrimination, and to improve culturally appropriate outcomes for community members.

THE DEPARTMENT

The County Executive Office, Human Resources, is dedicated to serving with integrity. The efforts of the human resource team members impact all the employees, future employees, and constituents of Ventura County. This is a dynamic work environment which provides continuing growth opportunities.

THE POSITION

Under the general direction of the Human Resource Deputy Executive Officer, the Human Resource Manager for the Human Services Agency (HSA) acts as a strategic partner and thought leader, guiding the Agency's HR operations, workforce planning, and people strategy. This role offers high-level consultation, strategic guidance, and operational leadership across all areas of human resources, supporting a large, complex, and impactful agency.

The HR Manager leads, develops, and mentors a team of HR professionals responsible for recruitment and selection, performance management, employee and labor relations support, leave and disability administration coordination, workforce planning, training, workplace safety initiatives, and organizational development. This includes overseeing key safety functions such as coordinating building and security procedures, assisting with urgent safety communications, and collaborating with leadership to promote a safe and prepared work environment.

The HR Manager is a trusted advisor to HSA leadership, able to voice alternative viewpoints, anticipate workforce challenges, and craft solutions based on sound judgment, HR best practices, and a strong service orientation. This role also ensures alignment with County policies, state and federal laws, and merit-based principles while promoting continuous improvement and operational excellence.

Success in this role demands exceptional leadership, strategic thinking, political savvy, and the ability to handle complex and sensitive issues with discretion and professionalism.

THE OPPORTUNITY

This is a high-impact leadership role for someone eager to shape the future of the County's largest social services agency. The Human Resource Manager will have the opportunity to:

• Serve as a key strategic advisor to HSA leadership
• Strengthen Agency culture, workforce engagement, retention, and organizational effectiveness
• Lead a team of talented HR professionals and build future HR leadership capacity
• Modernize processes and deliver innovative, practical solutions to complex challenges
• Improve HR operations through data-driven decision-making and performance metrics
• Navigate and influence change in a dynamic and mission-driven environment

This position provides an opportunity to make a lasting impact on how the Agency recruits, develops, supports, and retains its workforce-ultimately enhancing the services provided to the community.

IDEAL CANDIDATE

The ideal candidate is an experienced HR professional and effective leader who balances strategic thinking with operational excellence. They are comfortable navigating grey areas, can diplomatically express alternative or challenging viewpoints, and excel at leading through change.

They will serve as a coach and mentor who empowers staff, builds trust, and promotes accountability. They will have extensive public-sector HR expertise, strong decision-making skills, and the ability to anticipate emerging issues.

Key competencies and attributes include:

• Strategic Thinking & Foresight: Anticipates workforce challenges and sees issues before they arise
• Thought Partnership: Provides mature judgment and balanced recommendations, even in ambiguous situations
• Leadership & Team Development: Skilled in coaching, mentoring, delegating, and building high-performing teams
• Problem Solving: Strong analytical abilities to address complex, multi-layered HR issues
• Communication Excellence: Clear, persuasive, and diplomatic communicator across diverse stakeholders
• Relationship Building: Builds trust with executives, managers, staff, and labor partners
• Business & Technical HR Expertise: Thorough knowledge of recruitment, employee relations, performance management, and compliance
• Professional Impact: Influences decision-makers and enhances the credibility of the HR function
• Action & Results Focus: Delivers outcomes and drives process improvements with measurable results

PAYROLL TITLE: Program Management Analyst

The Program Management Analyst is a management classification and is not eligible for overtime compensation.

TENTATIVE SCHEDULE

Opening Date: June 8, 2026

Closing Date: July 17, 2026, at 5:00 p.m.

Application Review: Tentatively scheduled for the week of July 20th

Oral Exam: Shortly after the application review period

Examples Of Duties

Duties may include but are not limited to the following:

• Provides strategic leadership and direction for all Human Resource (HR) functions within the Human Services Agency, aligning HR initiatives with organizational goals and priorities.
• Serves as a trusted advisor to executive leadership, offering expert consultation on workforce planning, organizational development, and complex personnel matters.
• Leads, develops, and mentors a team of HR professionals, fostering a high-performing, accountable, and service-oriented work environment.
• Oversees recruitment and selection processes to attract, retain, and promote a qualified and diverse workforce.
• Directs employee and labor relations activities, including advising on disciplinary actions, conflict resolution, and interpretation of policies, MOUs, and employment laws.
• Guides performance management practices, ensuring consistency, fairness, and alignment with merit system principles.
• Oversees leave administration and disability-related processes, ensuring compliance with applicable laws and policies.
• Manages sensitive and complex issues with a high degree of discretion, professionalism, and sound judgment.
• Builds and maintains strong relationships with internal stakeholders, labor representatives, and external partners.
• Leads workplace safety efforts, including coordination of building and security procedures, emergency preparedness, and safety communications.
• Ensures compliance with County policies, civil service rules, and federal and state employment laws and regulations.
• Partners with leadership to assess workforce needs, support succession planning, and implement effective organizational development strategies.
• Oversees and supports training and professional development initiatives to enhance employee engagement and organizational effectiveness.
• Manages analysis of HR metrics and data to inform decision-making, improve processes, and drive operational excellence.
• Identifies opportunities for innovation and continuous improvement in HR programs, systems, and service delivery.
• Performs other related duties as assigned.

Typical Qualifications

These are the entrance requirements for the examination process and do not guarantee either continuation in the process or placement on an eligible list.

EDUCATION, TRAINING, AND EXPERIENCE

Substantial experience in personnel management, supervision, and specific operations and/or technical experience which has led to the acquisition of the required knowledge, skills and abilities.

The required knowledge, skills, and abilities also can be obtained by a Bachelors degree in business, human resources, public administration, organizational behavior, industrial/organizational psychology, or a closely related field

AND

Five (5) or more years of professional-level human resources experience which includes at least two (2) years of strategic leadership developing and guiding teams and consulting with management.

Education/Experience Substitution

Additional experience may substitute for a bachelors degree for up to four (4) years.

NECESSARY SPECIAL REQUIREMENTS

Demonstrated Experience:

• Providing strategic leadership to human resource teams including assessing workforce needs, supporting succession planning, and implementing effective organizational development strategies
• Analyzing administrative and personnel issues to resolve problems and improve operations
• Analyzing policy matters, rules and regulations, and formulating recommendations to management

Ability to possess and maintain a valid California driver license.

NOTE: Excellent written communication, as evidenced by clear, concise, and well-structured responses in the employment application and the supplemental questionnaire.

Desired:

A graduate degree in Human Resources, Public Administration, Business Administration, Industrial/Organizational Psychology,

Experience as a human resource leader within a public sector employer.

Knowledge, Skills and Abilities:

Thorough knowledge of: techniques of administrative process, including leadership and strategic thinking; HSA organization structure, functions and problems characteristic of local government units and HR program operations; principles and practices of supervision and management including performance management and discipline; public sector personnel management including recruitment and selections, classification and compensation, benefits administration, employee development and training and County Personnel Rules and Regulations; principles and practices of risk management, interactive processes, reasonable accommodation and related State and Federal laws as well as County rules and regulations as applicable; labor relations including the principles and practices of unionized labor relations, employee relations, Skelly, Weingarten, and County Memorandums of Agreement and the Management Resolution.

Skill in: researching, analyzing, and interpreting various forms of data accurately; investigating workplace complaints, conducting administrative investigations including gathering facts, and drafting reports, and providing recommendations; use of Microsoft Office applications; NeoGov Insight and On-Line Hiring Center; administrative functions in VCHRP.

Comprehensive ability to: plan, organize, supervise and manage professional and support staff effectively; develop and maintain confidence and cooperation of the HSA executive team, employees, employee representatives and the public; analyze policy matters, rules and regulations and formulate recommendations to management; analyze administrative and personnel issues to resolve issues and improve operations; manage stressful or sensitive situations with tact to achieve resolutions; make sound decisions under pressure and manage multiple deadlines; communicate effectively both orally and in writing; exercise sound judgment and decision making; ability to demonstrate political acumen understanding, navigating, and influencing complex political and organization environments effectively; build and maintain effective working relationships with staff, managers, executives and labor partners.

Recruitment Process

FINAL FILING DATE: Your application must be received by County of Ventura Human Resources no later than 5:00 p.m. on July 17, 2026.

To apply online, please refer to our website at http://www.venturacounty.gov/jobs. If you prefer to fill out a paper application form, please call (805) 654-5129 for application materials and submit them to County of Ventura Human Resources, 800 South Victoria Avenue, L-1970, Ventura, CA 93009.

NOTE: If presently permanently employed in another "merit" or "civil service" public agency/entity in the same or substantively similar position as is advertised, and if appointed to that position by successful performance in a "merit" or "civil service" style examination, then appointment by "Lateral Transfer" may be possible. If interested, please click here (Download PDF reader) for additional information.

Note to Applicants: It is essential that you complete all sections of your application and supplemental questionnaire thoroughly and accurately to demonstrate your qualifications. A resume and/or other related documents may be attached to supplement the information in your application and supplemental questionnaire; however, it/they may not be submitted in lieu of the application.

SUPPLEMENTAL QUESTIONNAIRE - qualifying

All applicants are required to complete and submit the questionnaire for this examination at the time of filing. The supplemental questionnaire may be used throughout the examination process to assist in determining each applicants qualifications and acceptability for the position. Failure to complete and submit the questionnaire may result in removal of the application from further consideration.

APPLICATION EVALUATION - qualifying

All applications will be reviewed to determine whether or not the stated requirements are met. Those individuals meeting the stated requirements will be invited to continue to the next step in the screening and selection process.

TRAINING & EXPERIENCE EVALUATION

A Training and Experience Evaluation (T&E) is a structured evaluation of the job application materials submitted by a candidate, including the written responses to the supplemental questionnaire. The T&E is NOT a determination of whether the candidate meets the stated requirements; rather, the T&E is one method for determining who is better qualified among those who have shown that they meet the stated requirements. In a T&E, applications are either scored or rank ordered according to criteria that most closely align with the department's business. Candidates are typically scored/ranked relative to one another; consequently, when the pool of candidates is exceptionally strong, many qualified candidates may receive moderate or even low scores or ranks, resulting in them not being advanced in the process.

NOTE: The selection process will likely include an Oral Exam, which may be preceded or replaced by a score from a Training and Experience Evaluation (T&E), depending on the size and quality of the candidate pool. In a typical T&E, your training and experience are evaluated in relation to the background, experience and factors identified for successful job performance during a job analysis. For this reason, it is recommended that your application materials clearly show your relevant background and specialized knowledge, skills, and abilities. It is also highly recommended that the supplemental questions within the application are completed with care and diligence. Responses such as "See Resume" or "Refer to Resume" are not acceptable and may disqualify an applicant from further evaluation.

ORAL EXAMINATION - 100%

A job-related oral examination may be conducted to evaluate and compare participating examinees' knowledge, skills, and abilities in relation to those factors which job analysis has determined to be essential for successful performance of the job. Applicants must earn a score of seventy percent (70%) or higher to qualify for placement on the eligible list.

If there are three (3) or fewer qualified applicants, an examination will not be conducted. Instead, a score of seventy percent (70%) will be assigned to each application, and each applicant will be placed on the eligible list.

ELIGIBLE LIST

The eligible list established through this recruitment will be used to fill current and future Regular, (Temporary, and Fixed-term), Extra Help and Intermittent vacancies for this and similar positions only. There is currently one (1) Regular vacancy within the County Executive Office, Human Resources Division - Human Services Agency.

Applicants successfully completing the examination process may be placed on an eligible list for up to a period of one (1) year.

BACKGROUND INVESTIGATION

A thorough pre-employment, post offer background investigation which may include inquiry into past employment, education, criminal background information, and driving record may be required for this position.

EQUAL EMPLOYMENT OPPORTUNITY

The County of Ventura is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation.

For further information about this recruitment, please contact Katie Reynolds by e-mail at katie.reynolds@venturacounty.gov.

YOUR BENEFITS AS A COUNTY OF VENTURA EMPLOYEE

MANAGEMENT

To learn more about Benefits, Retirement, and the Memorandum of Agreement (MOA), see links below.

• Benefits website or you may call (805) 654-2570.
• Retirement FAQs
• Memorandum of Agreement

Union Codes: MB3, MB4, MS, MT, MCC, MU

01

Strategic Leadership Scope and Frequency

Describe the scope and frequency of your experience providing strategic HR or organizational leadership. Please include:

A) Employer(s) and job title(s) where you obtained this experience

B) The types of strategic initiatives you led (for example: workforce planning, organizational development, succession planning)

C) How often you engaged in this type of work (for example: weekly, monthly, annually, or ongoing)

D) The approximate size or scale of the workforce or divisions you supported

The work experience cited in answer to this question MUST be included on your application in the Work Experience section to be qualifying.

If you do not have this experience please type, "No experience."

02

Volume of Problem Analysis and Operational Improvements

Describe the volume and types of administrative or personnel issues you regularly analyzed. Include:

A) Employer(s) and job title(s) where you obtained this experience

B) The most common categories of issues you handled (for example: classification, staffing, labor relations, performance management)

C) How frequently you performed this type of analysis

D) A brief summary of the kinds of operational improvements you typically implemented or recommended

The work experience cited in answer to this question MUST be included on your application in the Work Experience section to be qualifying.

If you do not have any supervisory experience, indicate "no experience."

03

Policy and Regulatory Analysis Breadth

Summarize your experience evaluating and applying policies, rules, and regulations to administrative or personnel matters. Include:

A) Employer(s) and job title(s) where you obtained this experience

B) The types of policies, rules, or regulations with which you most often worked (for example: state regulations, labor laws, agency policies, civil service rules)

C) How often you performed this type of policy analysis (for example: daily, weekly, monthly)

D) The typical nature of the recommendations you prepared for management, such as

• Recommendations to update or clarify existing policies
• Suggestions for new procedures to improve workflow efficiency
• Compliance related recommendations to align with state or federal regulations
• Risk mitigation strategies to address gaps in current practices
• Data driven recommendations based on analysis of program performance

The work experience cited in answer to this question MUST be included on your application in the Work Experience section to be qualifying.

If you do not have experience in these areas please type, "No experience", and indicate it by the specific letter.

04

All applicants are required to complete and submit the questionnaire for this examination at the time of filing. The supplemental questionnaire may be used throughout the examination process to assist in determining each applicants qualifications and acceptability for the position. Failure to complete and submit the questionnaire may result in removal of the application from further consideration.

Do you understand and agree to answer each of the three preceding questions including all the information requested?

• Yes
• No

Required Question

Employer Ventura County

Address 800 S. Victoria Avenue

LOC. #1970

Ventura, California, 93009

Phone (805) 654-5129

Website http://hr.venturacounty.gov