DEPUTY DIRECTOR OF HUMAN RESOURCES

City of Stockton, CA; Stockton (CA); On-site; USD 140,000 - 190,000; Full time

Job summary

City of Stockton, CA is seeking a Deputy Director of Human Resources to lead multiple HR divisions, including workforce planning, benefits, risk services, and labor relations. The role supervises HR professionals, develops programs, and ensures compliance with laws and City policies.

The ideal candidate holds a Bachelor's degree in a related field with at least five years of professional HR experience, including two years in a supervisory capacity. Public sector experience is preferred.

Qualifications

• Bachelor's degree in business/public administration, industrial relations, human resource management or related field; with five years of professional HR experience.
• Minimum two years managerial or supervisory experience in multiple HR areas.
• Public agency experience desirable.

Responsibilities

• Plan, organize, and direct divisions of the HR department; supervise staff and conduct performance evaluations.
• Develop and direct programs in workforce planning, benefits, risk management, employee relations, and labor relations.
• Oversee budget development, justify expenditures, and manage division budgets.
• Interpret laws and regulations; draft policies and ordinances affecting HR.
• Negotiate contracts with bargaining units and vendors; present reports to City Council.

Skills

Strategic planning

Budgeting & financial acumen

Staff supervision

Negotiation

Education

Bachelor's degree in business/public administration or related field

Tools

HRIS/RMIS

Job description

DEFINITION

MANAGEMENT OPPORTUNITY

FLSA STATUS: Exempt

FIRST REVIEW DATE: October 18, 2026

The City of Stockton Human Resources Department is seeking to fill one (1) vacancy for the position of Deputy Director of Human Resources.

Under direction, performs complex managerial and analytical work in one or more of the major division(s) of the Human Resources Department; plans, administers, and directs one or more program areas, including Workforce Planning, Risk Services, Employee Benefits, Labor/Employee Relations, and other human resources programs. Assignments may include general human resource administrative functions and budget development. Incumbent directs the work of human resources professionals; assures division(s) compliance with applicable laws, ordinances, and codes; and acts in the absence of the Director of Human Resources or the Assistant Director of Human Resources.

CLASS CHARACTERISTICS

This is a management level classification with responsibility for the management of a designated section(s) of the Human Resources Department. This class is distinguished from the Assistant Director of Human Resources in that the latter has full management responsibility for directing, controlling, and ensuring compliance with multiple human resource programs and functions.

PRINCIPAL DUTIES (Illustrative Only)

Dependent upon assigned division(s)

The duties assigned to any single position typically emphasize one or more of the following areas, but are not limited to those listed below.

• Plans, organizes, evaluates, coordinates, and directs the work of human resource professionals and technical staff; selects, hires, coaches, counsels, and disciplines staff and makes other personnel decisions; prepares and delivers performance evaluations.
• Develops and directs specific personnel programs including workforce planning, risk services, employee benefits administration, safety, loss prevention, retirement, organizational development, training, employee and labor relations, workers' compensation, equal employment, or other personnel program areas to meet local needs; complies with Federal, State, City, and labor relations requirements and improves service to the public.
• Develops and directs the implementation of goals, objectives, policies, and procedures; evaluates and implements changes in work methods, determines workload methods and standards, and establishes measures of effectiveness; develops and monitors division budget(s); justifies proposed expenditures; recommends changes to budget.
• Interprets and applies laws, regulations, rules, and policies; monitors legislation and best practices; drafts, reviews, and analyzes existing and proposed codes, rules, and ordinances affecting area of specialty, and recommends and implements changes as needed.
• Works with representatives of employee organizations; meets with management to resolve problems within area of responsibility; advises management on policy issues, the interpretation of various rules and agreements; and participates in the development of new or revised policies.
• Negotiates contracts with bargaining units, benefits vendors, third-party administrators and/or other service providers.
• Directs and conducts analytical studies; develops and reviews reports of findings, alternatives, and recommendations.
• Prepares reports and correspondence on Human Resources related issues for presentation to the City Council and/or Civil Service Commission.
• May represent the Director of Human Resources at meetings; makes presentations before various committees, hearing officers, and other decision-making or public interest groups; coordinates activities of Division with human resources staff, City Manager's Office, and City departments.
• Communicates and implements key Human Resources initiatives, policies, and programs.
• Performs related duties as assigned.

Qualifications

Education/Experience: Possession of a Bachelor's degree from an accredited four (4) year college or university with major course work in business or public administration, industrial relations, human resource management or a related field; AND five (5) years of increasingly responsible professional experience in human resources, benefits administration, and/or risk management with a minimum of two (2) years of management or supervisory experience in a generalist capacity in multiple areas of the human resources function. Experience in a public agency setting is desirable.

Other Requirements

• Specified positions may require possession of a valid California driver's license at the time of appointment.

Knowledge Of

• Principles and practices of modern human resource management including: workforce planning, risk services, employee benefits administration, safety, loss prevention, retirement, organization development, training, employee and labor relations, workers' compensation, equal employment or other personnel program areas;
• Basic labor laws and administrative regulations;
• Principles of risk financing and the insurance market;
• Applicable Federal, State, and local laws, regulations, codes, policies, and agreements;
• Personnel management, including supervision, training, and performance management;
• Methods of program and policy planning, development, and implementation;
• Effective management principles and organization; budget development and administration;
• Statistical concepts, financial analysis, and methods used in human resources programs;
• Risk management functions including risk transfer, risk control, risk financing, and loss control;
• Human Resources and Risk Management Information Systems (HRIS/RMIS);
• Self funded benefit programs;
• Self insurance for general liability and workers' compensation;
• Standard office practices and procedures, including business personal computer applications; and
• Current literature and trends in public and private sector human resource management.

Skill In

• Planning, organizing, and directing the work of division staff;
• Interpreting and applying memoranda of understanding, laws, rules, regulations, and ordinances;
• Directing and coordinating the work of third-party program administrators;
• Researching, evaluating, and recommending policies and programs to comply with Federal, State, and local laws and regulations;
• Conducting studies, analyzing data, evaluating alternatives, and developing recommendations to resolve problems or issues;
• Establishing and maintaining effective working relationships with those contacted in the course of the work;
• Communicating clearly and concisely, verbally and in writing;
• Supervising, training, motivating, and evaluating division staff;
• Developing, implementing, and interpreting goals, objectives, policies, procedures, work standards, and internal controls;
• Analyzing complex problems, evaluating alternatives, and making creative recommendations;
• Managing and directing comprehensive Human Resources programs;
• Exercising sound independent judgment within general policy guidelines and legal constraints;
• Functioning effectively in a dynamic environment; and
• Negotiating contracts.

Physical/Mental Abilities

• Mobility - Frequent sitting and walking; occasional walking on uneven surfaces, bending, squatting, climbing, kneeling, crawling, and twisting;
• Lifting - Occasional lifting and/or carrying up to 25 pounds or less;
• Vision - Constant use of overall visual capabilities; ability to read and produce printed material and information displayed on a visual display terminal and color perception; occasional need to read and interpret data from analytical instruments.
• Dexterity - Frequent repetitive use of hands; occasional holding, grasping, reaching, pushing and pulling motions;
• Hearing/Talking - Constant hearing and talking of normal speech, frequently over noise, in person by telephone, in group settings; and occasional speaking in front of large groups;
• Special Requirements - May require weekend or evening work;
• Emotional/Psychological - Constant concentration and decision making; frequent ability to exercise sound judgement under stress; public contact; occasional to moderate working alone, and traveling;
• Environmental Conditions – Constant work within an office environment; Occasional to frequent exposure to noise, outdoor conditions, some exposure to fumes; and
• Working Conditions - Typically moderately quiet, but may be loud at times.

This class specification should not be interpreted as all inclusive. It is intended to identify the essential functions and requirement of this job. Incumbents may be requested to perform job-related responsibilities and tasks other than those stated in this specification. Any essential function or requirement of this class will be evaluated as necessary should an incumbent/applicant be unable to perform the function or requirement due to a disability as defined by the American with Disabilities Act (ADA). Reasonable accommodation for the specific disability will be made for the incumbent/applicant when possible.

UNREPRESENTED - MIDDLE MANAGEMENT

NOTE: Employee Benefits are subject to change and are not guaranteed. For a detailed explanation benefits currently in effect, click here to view more information about the unrepresented employees' Compensation Plan.