Human Resources Manager

Encina Wastewater Authority; Carlsbad (CA); On-site; USD 120,000 - 180,000; Full time

Job summary

Encina Wastewater Authority in Carlsbad, California, seeks a Human Resources Manager to lead a comprehensive HR program supporting operations and compliance.

In this senior public-sector role, you will oversee recruitment, classification, compensation, benefits, training, and employee relations, guiding executive management and ensuring adherence to laws.

Qualifications

• Experience in planning, developing and implementing comprehensive HR programs.
• Ability to interpret and apply employment laws and regulations.
• Strong leadership and collaboration with executive management.

Responsibilities

• Promotes Encina’s Mission, Vision and Values.
• Develops and oversees HR goals, policies and procedures.
• Manages recruitment, classification, compensation, and employee relations.

Skills

HR leadership

Policy development

Employee relations

Change management

Communication

Education

Bachelor’s degree in HR/Public/Business Administration

Tools

HRIS (Tyler-Munis)

NeoGov

Payroll systems

Job description

Position Summary

Under the general direction of the Assistant General Manager, the Human Resources Manager plans, develops and implements a comprehensive human resources program, including recruitment, selection, general employment, classification, compensation, employee relations, management and employee development and training, performance appraisal, benefits, occupational health, claims, and other services in support of Encina’s operational goals and objectives; plans, organizes, and directs Human Resources policies, programs and practices; ensures compliance with applicable laws and regulations; provides expert professional assistance and guidance to executive management on human resources and employee relations matters; performs other related duties as assigned.

Description

HR Manager Brochure

Under the general direction of the Assistant General Manager, the Human Resources Manager plans, develops and implements a comprehensive human resources program, including recruitment, selection, general employment, classification, compensation, employee relations, management and employee development and training, performance appraisal, benefits, occupational health, claims, and other services in support of Encina’s operational goals and objectives; plans, organizes, and directs Human Resources policies, programs and practices; ensures compliance with applicable laws and regulations; provides expert professional assistance and guidance to executive management on human resources and employee relations matters; performs other related duties as assigned.

Supervisory Responsibilities

Exercises direct supervision over the Human Resources Analyst.

Examples of Duties

• Promotes Encina’s Mission, Vision and Values.
• With the General Manager, Assistant General Manager and Encina leadership, establishes Encina’s Human Resources goals, objectives, service needs, and potential solutions to issues; proposes innovative changes to improve policies and procedures necessary for Encina to adjust and grow with a changing workforce, to maintain employer-of-choice status, enhance morale, promote productivity and encourage professionalism among employees.
• Plans, manages, and evaluates the activities and work of Human Resources and staff; develops, implements and monitors work plans to achieve established goals and objectives; monitors changes in regulations and technology that may affect operations; evaluates, coordinates and implements plans, work processes, human resource related programs, systems and procedures to achieve goals, objectives and work standards.
• Manages, prioritizes and evaluates the work assignments and performance of assigned Human Resources staff; interviews and participates in selecting employees; trains, counsels, and disciplines personnel according to established policies and procedures.

For the full classification description, please visit our website.

Minimum Qualifications

Any combination of education and/or experience and training that would likely provide the required knowledge and abilities is qualifying.

Education And Training

• Graduation from an accredited college or university with a bachelor’s degree in human resources, public or business administration, industrial psychology, organizational leadership, or a closely related field is required.

EXPERIENCE:

• Ten years of progressively responsible experience performing professional Human Resources duties, including two years in a responsible supervisory or management capacity.

LICENSES AND CERTIFICATIONS:

• Possession of a valid California Class C Driver's License and ability to be insured under Encina's automobile insurance coverage or the ability to travel to other Encina facilities and locations.
• Possession of a certification in Human Resources Management or certification with the Society for Human Resources Management (SHRM) is required.

Knowledge Of

• Principles and practices of California public agency human resources management including recruitment, testing and selection, salary and benefits administration, classification, performance planning and appraisal, family and medical leaves, accommodation of disabilities, and unlawful employment discrimination and harassment.
• Principles, methods and practices of payroll processing, payroll systems, and employee leave tracking.
• Organizational development, change management, and organizational effectiveness principles and methodologies.
• Principles and practices of internal consulting, group facilitation and conflict resolution.
• Practices and procedures of claims management including investigation, evaluation and settlement strategies.
• Pertinent federal, state, and local laws, codes and regulations applicable to Human Resources including Americans with Disabilities Act (ADA), Consolidated Omnibus Budget Reconciliation Act (COBRA), and California Public Records Act (CPRA).
• Principles and practices of public administration, including budgeting, purchasing, and maintaining public records.
• Principles and practices of frontline supervision, management, leadership development, employee engagement, workplace culture improvement, organizational effectiveness, safety, and employee training.
• Rules governing Human Resources recordkeeping requirements and procedures.
• Encina’s personnel policies, procedures, and philosophies.
• Encina’s purchasing policies and procedures and the principles and practices of contracting and administration of awarded contracts.
• Equipment and communication tools used for modern business functions including computers and software programs, various Human Resource Information Systems (HRIS) and databases, such as Tyler-Munis, social media platforms, such as LinkedIn, talent acquisition software, such as NeoGov, and other human resources’ technologies relevant to work performed.

Ability To

• Plan and direct the Human Resources department in developing and implementing a comprehensive human resources program in conformance with laws, regulations, and professional standards.
• Interpret, explain and apply Board, state and federal laws, codes, regulations, policies and court decisions governing Encina’s human resources management programs.
• Use HRIS and other modern systems and applications relevant to work performed.
• Organize, analyze, and interpret complex data and human resource management practices and develop clear recommendations.
• Collaborate with senior management, managers, supervisors and employees to provide Human Resources advice, guidance, and solutions to complex organizational and workforce issues.
• Build consensus, establish trusted relationships with diverse stakeholders, and foster a collaborative, high-performing workplace culture.
• Establish and maintain effective professional relationships and represent Encina with professionalism, integrity, and credibility before employees, the Board of Directors, consultants, partner agencies, and the public.
• Exercise independent judgment, discretion, political acumen, creativity, and resourcefulness in addressing complex and sensitive issues.
• Resolve complex workplace conflicts, facilitate productive discussions, and recommend equitable, legally compliant and practical solutions in a responsive manner.
• Organize, prioritize and work on simultaneous assignments with attention to schedules and deadlines.
• Prepare and present clear, concise and technically accurate reports.
• Exercise the highest degree of discretion, confidentiality, tact, and diplomacy in handling sensitive personnel, labor relations, and organizational matters.
• Make effective presentations to executive management, the Board of Directors and internal and external stakeholders.
• Represent Encina effectively in dealings and negotiations with employee organization, consultants, contractors and other agencies.

Supplemental Information

Working Conditions

The employee normally works in an office environment typical of a regional wastewater treatment and disposal enterprise. Noise levels are usually low to moderate.

Physical And Mental Demands

The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable qualified individuals with disabilities to perform the essential functions.

Physical Demands

This is primarily a sedentary office classification requiring movement between internal work areas and ability to position oneself to access file cabinets, office machinery, etc. Must be able to operate a computer and standard office equipment including printers, copiers and handheld equipment; vision to read printed materials and a computer screen. Employees are regularly required to communicate with others in person, before groups, over the phone and electronically. Employees frequently move light materials and objects weighing up to 20 pounds and occasionally heavier objects with the use of aid or equipment.

Mental Demands

While performing the duties of this position, the employee is regularly required to use written and oral communication skills; read and interpret complex data, information, and documents; analyze and solve problems; observe and interpret people and situations; use math and mathematical reasoning; learn and apply new information or skills; perform highly detailed work on multiple, concurrent tasks with constant interruptions; work under intensive deadlines and interact with managers, government officials, regulators, employees, and the public.

Examination Process

Applicants will be evaluated on the basis of relevant training and experience. Highly rated candidates will be invited to participate in an examination process consisting of an appraisal interview. Successful candidates will be placed on an eligibility list according to the score received. Applicants will be notified by mail of their eligibility status. All appointments are subject to the successful completion of a pre-employment physical that includes a drug screening, a background investigation including LIVESCAN fingerprinting, and will be required to submit verification of the legal right to work in the United States. All employees are required by law to sign a loyalty oath to the United States and the State of California constitution at time of hire.

For a full list of benefits, please review pages 99-107 of our Human Resources Policy Manual by clicking the link here.

01

Please describe your experience managing HR functions within a public sector, government organization or special district.

02

Describe your experience interpreting and applying employment legislation. Indicate how you stay abreast of current legislative requirements.

03

What HR metrics or workforce data do you analyze to measure the effectiveness of HR programs and initiatives?

04

Why are you interested in this role at Encina Wastewater Authority and how does this position align with your career plan?

05

Describe your leadership style. Explain how you develop, motivate and support the performance of your HR Team.

06

Please indicate which certificate you currently hold. Check all that apply.

• SHRM-CP
• SHRM-SCP
• PHR
• SPHR

07

Public sector organizations are expected to uphold high standards of ethics and accountability. Please describe a situation where you demonstrated integrity in handling a highly sensitive personnel issue.

08

Please indicate the number of years of experience you have in the HR Management area: ORGANIZATIONAL DEVELOPMENT

• None
• 1-2 years
• 3-5 years
• More than 5 years

09

Please indicate the number of years of experience you have in the HR Management area: EMPLOYEE and/or LABOR RELATIONS

• None
• 1-2 years
• 3-5 years
• More than 5 years

10

Please indicate the number of years of experience you have in the following Human Resources management area: RECRUITMENT & SELECTION

• None
• 1-2 years
• 3-5 years
• More than 5 years

11

Please indicate the number of years of experience you have in the following Human Resources management area: BENEFIT DESIGN & ADMINISTRATION

• None
• 1-2 years
• 3-5 years
• More than 5 years

12

Please indicate the number of years of experience you have in the following Human Resources management area: CLASSIFICATION & COMPENSATION

• None
• 1-2 years
• 3-5 years
• More than 5 years

13

Please indicate the number of years of experience you have in the following Human Resources management area: CONDUCTING INVESTIGATIONS

• None
• 1-2 years
• 3-5 years
• More than 5 years

14

Please indicate the number of years of experience you have in the following Human Resources management area: TRAINING & DEVELOPMENT

• None
• 1-2 years
• 3-5 years
• More than 5 years

15

Please indicate the number of years of experience you have in the following Human Resources management area: LEAVE MANAGEMENT

• None
• 1-2 years
• 3-5 years
• More than 5 years

16

Please indicate the number of years of experience you have using an HRIS.

• None
• 1-2 years
• 3-5 years
• More than 5 years

17

Please indicate the number of years of experience you have using the TYLER MUNIS ENTERPRISE SYSTEM.

• None
• 1-2 years
• 3-5 years
• More than 5 years

18

What is the smallest HR team you've worked on? Provide the staff number (including entry level HR support to Manager or Director).

19

Please share any additional qualifications that you would like the Hiring Manager to consider.

• Required Question