HR Manager - Investigations Unit

San Bernardino County; San Bernardino (CA); On-site; USD 110,000 - 160,000; Full time

Job summary

San Bernardino County seeks an experienced Human Resources Manager for Central Investigations to lead a team handling workplace investigations and related employee relations matters. You will ensure investigations are timely, thorough, impartial, and aligned with County policy and law.

Reporting to the Employee Relations Division Chief, you will collaborate with HR Business Partners, EEO, Labor Relations, and other HR partners while guiding incident handling, reporting, and outcomes.

Qualifications

• Bachelor's Degree in HR management, industrial relations, organizational psychology, public or business administration, or another job relevant field.
• Two years of advanced professional human resources experience in public sector managing employee relations or EEO programs.
• One year of full scope supervisory responsibility for professional staff in a public sector setting.
• Substitution: An additional two years of qualifying experience may substitute for up to six months of the required supervisory experience.

Responsibilities

• Lead and manage the Central Investigations team, including investigators and HR staff handling misconduct, policy violations, discrimination, harassment, retaliation and other employee relations matters.
• Set standards for timely, thorough, objective, well-documented investigations with proper case planning and reporting.
• Coordinate investigation processes with HR Business Partners and other HR functions.
• Collaborate with EEO, Labor Relations, Leaves & Disability Management, County Counsel, Risk Management and other HR partners on overlapping matters.

Skills

Leadership

Communication

Education

Bachelor’s Degree in HR management or related field

Job description

HR is currently recruiting to fill an immediate Human Resources Manager vacancy to oversee the County's Centralized Investigations Unit Team. Reporting to the Employee Relations Division Chief, the Human Resources Manager for Central Investigations provides leadership and oversight of the County's Central Investigations function within the Employee Relations Division. The Manager is responsible for ensuring workplace investigations are conducted timely, thoroughly, impartially, and consistently with County policy, Personnel Rules, applicable labor agreements, and legal requirements.

As a member of the Employee Relations leadership team, this position works collaboratively across Employee Relations functions, including HR Business Partners (HRBP), Labor Relations, Equal Employment Opportunity (EEO), and other Human Resources partners. The Manager serves as a strategic partner in complex employee relations matters.

Key Responsibilities include:

• Lead and manage the Central Investigations team, including investigators and professional HR staff responsible for conducting workplace and administrative investigations involving allegations of misconduct, policy violations, discrimination, harassment, retaliation, and other complex employee relations matters.
• Establish standards and expectations for timely, thorough, objective, well-documented, and defensible investigations, including appropriate case planning, interviews, evidence review, credibility assessments, findings, and investigative reports.
• Partner closely with HR Business Partners throughout the investigative process to ensure appropriate coordination regarding department concerns, case strategy, interim measures, investigation outcomes, and post-investigation actions.
• Collaborate with EEO, Labor Relations, Leaves & Disability Management/Return to Work, County Counsel, Risk Management, and other HR partners when matters involve overlapping areas of responsibility or require multidisciplinary review.
• Serve as a member of the Employee Relations leadership team, partnering with the Employee Relations Division Chief and other ER leaders to establish priorities, resolve complex cases, identify emerging issues, and promote consistent practices across the Division.
• Develop clear case intake, triage, referral, escalation, and handoff protocols so matters are directed to the appropriate ER resource, and responsibilities remain clear throughout the life of a case.
• Provide consultation to HR Business Partners and department leadership regarding investigative strategy, findings, risk considerations, and appropriate next steps, while maintaining appropriate separation between fact-finding and management decision-making.
• Coordinate with HR Business Partners and other ER partners regarding disciplinary actions resulting from investigations, including review of investigative evidence, consistency considerations, and preparation for Skelly or other administrative proceedings.
• Establish appropriate quality assurance and case review processes to promote consistency in investigative methodology, findings, documentation, and timeliness.
• Monitor investigation caseloads, aging, complexity, and outcomes; use case data and trends to identify systemic concerns, training opportunities, policy gaps, and areas requiring Countywide attention.
• Partner with ER leadership to identify recurring workplace issues and develop proactive interventions, manager education, tools, and training designed to prevent issues before they elevate to formal investigations.
• Provide coaching, professional development, and technical guidance to investigators and analysts while building a culture of accountability, collaboration, sound judgment, and continuous improvement.
• Develop and maintain productive relationships with department executives, managers, employee organizations, County Counsel, and other stakeholders while maintaining the independence and integrity of the investigative process.
• Assist the Employee Relations Division Chief with high-profile, sensitive, or complex employee relations matters and other strategic initiatives affecting the Division.
• Represent Employee Relations and Central Investigations in meetings, administrative proceedings, presentations, and cross-functional initiatives as assigned.

Collaborative Leadership

The successful candidate will be expected to lead beyond the boundaries of Central Investigations. The Manager must recognize when an issue requires expertise or involvement from another Employee Relations function and actively bring the appropriate partners together. The position requires a leader who values consultation, shares information appropriately, seeks diverse perspectives, and works toward solutions that support both individual departments and consistent Countywide HR practices.

The Manager will be expected to build strong partnerships with HR Business Partners and other ER leaders and to foster an environment where investigations, employee relations consultation, labor relations, EEO, and disability/leave management operate as interconnected functions.

EXCELLENT BENEFITS

To review job-specific Exempt C level benefits, refer to:

Summary of Benefits for Exempt Group

Compensation Plan for Exempt Group

The County also offers an alternative Modified Benefits Option(MBO) that provides a wage differential.

CONDITIONS OF EMPLOYMENT

Pre-Employment Process:

Applicants must successfully pass a background check and a job-related physical exam, which may include a drug test, prior to employment.

Travel:

Travel throughout the County may be required. Employees may be required to make provision for transportation and use personal vehicles (mileage reimbursement at current IRS rate is available). At the time of hire, a valid California Class C driver license and proof of automobile liability insurance must be produced and maintained for the individual providing the transportation.

Education: A Bachelor's Degree in human resources management, industrial relations, organizational psychology, public or business administration, or another job relevant field. Experience: Two (2) years of advanced professional human resources experience (equivalent to a Human Resources Analyst II or higher in San Bernardino County) administering or managing employee relations or EEO programs in a public sector/merit systems agency which includes responsibility for managing and resolving complex employee/labor relations matters such as employee grievances, investigations, and disciplinary actions. Qualifying experience must have included one (1) year of full scope supervisory responsibility for professional level staff in a public sector human resources setting.

Substitution: An additional two (2) years of qualifying experience may substitute for up to six (6) months of the required supervisory experience.

The ideal candidate for this position will have extensive HR experience that is commensurate with the knowledge, skills and abilities required for the current vacancy in the Centralized Investigations Unit.

• Has significant experience managing or conducting complex workplace investigations and employee relations matters.
• Demonstrates strong knowledge of public-sector employee relations, due process, discipline, labor relations, and employment law.
• Has demonstrated experience leading professional HR staff and developing high-performing teams.
• Has a track record of building productive relationships across HR disciplines and organizational boundaries.
• Understands how investigations intersect with employee relations, EEO, labor relations, disability management, litigation, and organizational risk.
• Demonstrates sound judgment regarding when to independently move a matter forward and when broader consultation or escalation is necessary.
• Can balance investigative independence with organizational collaboration.
• Uses data, case trends, and quality measures to improve processes and organizational outcomes.
• Is comfortable advising senior leaders on sensitive, high-risk, and highly complex employee matters.
• Communicates clearly and credibly with executives, managers, employees, unions, attorneys, investigators, and HR professionals.

Candidates with advanced degrees, JD, or other specialized training in employee relations and a firm understanding of federal and state employment and labor laws are highly desired.

Selection Process:

There will be a competitive evaluation of qualifications based on a review of the Application and Supplemental Questionnaire. It is to your advantage to be explicit in your responses on the Application and Supplemental Questionnaire.

EEO/ADA:

San Bernardino County is an Equal Employment Opportunity (EEO) and Americans with Disabilities Act (ADA) compliant employer, committed to providing equal employment opportunity to all employees and applicants.

ADA Accommodation:

If you have a disability and require accommodations in the testing process, submit the Special Testing Accommodations Request Form within one week of a recruitment filing deadline.

Veterans’ Preference:

Eligible veterans and their spouses or widows/widowers who are not current County employees may receive additional Veterans' Preference points. For details and instructions on how to request these points, please refer to the Veterans' Preference Policy.