Manager of Human Resources

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Manager of Human Resources

Salary

$158,327.26 - $192,906.22 Annually

Location

Chino CA 91708, CA

Job Type

Full-Time Regular

Job Number

064 23 24 20001574

Division\Department

Human Resources Department

Opening Date

03/28/2024

Closing Date

Continuous

THE POSITION:


THE OPPORTUNITY

At IEUA, we're reshaping how employees work and thrive. Our team is committed to revolutionizing the way our employees work by fostering their growth, development, and overall success! We are a dynamic group of highly motivated individuals who embody creativity, strategic partnership, and motivation. If you're passionate about empowering others to excel, then this opportunity is for you! We are looking for a dedicated, solution-driven, innovative, and influential professional to join us as the Manager of Human Resources. Reporting directly to the Director of Human Resources, the Manager of Human Resources serves as a key member of our team, spearheading various programs and initiatives for the agency.

Here at the Inland Empire Utilities Agency, we are a leader in water management and environmental stewardship. We strive to produce high-quality renewable products such as recycled water and top-quality compost to enhance and preserve the quality of life throughout our region. Our values go beyond just protecting the resources and the communities we serve. We are committed to applying ethical, transparent, and environmentally sustainable principles to all aspects of business and organizational conduct. We recognize that our commitment to the community starts with our employees. To ensure that our staff are able to continue to perform at a high level and provide unparalleled services throughout our service area, we strive to provide a healthy work-life balance.

Here are a few ways the Inland Empire Utilities Agency is committed to helping you feel your best, work your best, and live your best while working with us:

  • A 4-day work week with remote hybrid work schedules available
  • Competitive vacation and sick time in addition to 9 agency paid holidays
  • 10 Floating Holidays per fiscal year (prorated upon hire)
  • $300 Monthly Vehicle Allowance
  • Education Reimbursement up to $5,250 per fiscal year
  • Professional Development Stipend of $1,000 per fiscal year
  • Wellness Stipend of $500 per fiscal year
  • Basic life Insurance Coverage provided
  • 457b Deferred Compensation Contribution
  • Interest free loan for a computer purchase up to $3,000
  • A pension through California Public Employees’ Retirement System (CalPERS)
  • Generous employer monthly health benefit allowances to go towards the cost of medical, dental, and vision insurance
Key Objectives: 
The Manager of Human Resources will be expected to accomplish the following priorities within the first 12 months: 
  • Develop, recommend and implement strategies to achieve our organizational goal to attract, develop, and retain a highly qualified and diverse workforce. 
  • Develop strong relationships with hiring managers to gain an understanding of the talent acquisition and developmental needs that align with operational priorities.
  • Analyze industry trends in workforce development, conduct skill gap analyses, assess classification & compensation structures, and evaluate recruitment programs. Design and implement comprehensive plans to achieve the Agency's organizational goals.
  • Promote a culture of high performance and exceptional customer service by fostering collaboration, empowerment and cultivating a positive work environment.


This position is open until filled. The deadline for the first review of applications is 11:59 PM on Thursday, April 11, 2024. Applicants that submit applications after the first review deadline are not guaranteed to be considered for this recruitment. This recruitment may close at any time without notice after the first review deadline. 
 
There is (1) vacancy in the Human Resources Department
 
This recruitment is being conducted to fill (1) vacancy and will establish an eligibility list which may be used to fill future vacancies as they occur during the active status of the eligibility list. 
 
Salary Range: UN 190
FLSA: Exempt
Probationary Period: At-Will 
 
Under general direction, plans, organizes, integrates, and directs the work of the Agency’s Human Resources Unit including recruitment and selection, classification and compensation and benefits. The incumbent will manage human resources programs, services, and functions; resolves personnel-related issues with management and employees; provides professional assistance and guidance to the Agency’s Board, directors, managers, and supervisors on complex human resources policy and procedural issues; serves as a forward-thinking member of the Human Resources Department’s management team; and performs related duties as assigned.
 
DISTINGUISHING CHARACTERISTICS:
The Manager of Human Resources is responsible for managing the Human Resources Unit. The incumbent is responsible for developing and implementing human resources programs, policies, and procedures consistent with the department business goals and objectives. The Manager of Human Resources serves as a strategic partner to the Director of Human Resources and provides sound professional advice and consultation to Agency executives, managers, and supervisors on a broad range of human resources matters frequently entailing issues of potential litigation risk, cost, and exposure to adverse public reaction. Assignments are broad in scope and allow for a high degree of administrative discretion in their execution.
 
An employee in this class reports to the Director of Human Resources and directs the work of professional and technical human resources staff.


EXAMPLES OF ESSENTIAL FUNCTIONS:

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.
 
Plans, organizes, controls, integrates and evaluates the work of the Human Resources Unit and assigned professional, technical and clerical staff; with staff, develops, implements, and monitors work plans to achieve goals and objectives; provides management of the Human Resources budget; contributes to the development of and monitors performance against the annual Human Resources budget; supervises and participates in developing, implementing and evaluating plans, work processes, systems and procedures to achieve annual goals, objectives and work standards.

Manages the performance of assigned Department staff; interviews and selects new staff; establishes performance requirements and personal development targets; regularly monitors performance and provides coaching for performance improvement and development; recommends compensation and provides other rewards to recognize performance; hears and makes recommendations on grievances; subject to leadership concurrence, approves or takes disciplinary action, up to and including termination, to address performance deficiencies, in accordance with Agency human resources policies and labor contract agreements.

Provides leadership to Unit staff and works with staff to ensure a high-performance, customer service- oriented work environment that supports achieving the Department and Agency’s mission, objectives, and values regarding teamwork, mutual trust, and respect; applies process improvement and quality management principles to assigned areas of responsibility.

Formulates and implements of Unit policy, planning, and strategic development; leads and directs staff and outside consulting resources in the development and application of new methods and processes to achieve higher efficiency, quality, and innovation in Unit work processes.

Manages the functional areas of the Human Resources Unit; participates in the development and implementation of human resources policies and procedures; advises, coaches and trains managers and supervisors on legal requirements and sound professional practices affecting a broad array of human resources processes; represents the Agency with other governmental agencies and the community on human resources- related matters.

Confers with and interprets policies, procedures and regulations to Agency leadership, staff, and the public; provides guidance and training to managers and supervisors on positive employee relations practices; assists in the preparation of periodic reports to leadership and the Board of Directors.

Through subordinate staff, manages the design and implementation of human resources programs including, but not limited to, benefits, compensation, classification, talent acquisition, workforce development, learning and development, employee engagement, organizational culture, employee relations, and labor relations; directs the development of career outreach strategies to obtain qualified candidates and secure talent pipelines; ensures that all human resources programs comply with applicable federal, state, and local laws, regulations, and guidelines; manages contracts for temporary employees.

Manages the timely completion of human resources projects and initiatives; utilizes project management skills to develop project timelines, develop implementation plans to include securing resources required to complete the project, and develop and implement project communication plans.

Manages the maintenance of employee personnel files and related position and employee information databases, ensuring conformance with all legal requirements.

Represents the Agency at professional group meetings and industry committees.

Prepares and delivers presentations to the Board of Directors, management, and staff.

Ensures the timely delivery of a variety of human resources reports.

Analyzes data to monitor for trends; utilizes data to ensure human resources programs are in alignment with Agency and departmental objectives.

Proactively communicates with the Director of Human Resources.


QUALIFICATION GUIDELINES:

EDUCATION, TRAINING AND EXPERIENCE:
Graduation from an accredited four-year college or university with a major in human resources, business administration or a closely related field, and at least ten years of progressively responsible experience in human resources, at least five of which were in a supervisory or program management capacity; or an equivalent combination of education, training and experience. Experience in a public agency is preferred.
 
LICENSES; CERTIFICATES; SPECIAL REQUIREMENTS:
A valid California Class C driver’s license and the ability to maintain insurability under the Agency’s vehicle insurance program.
 
Society for Human Resource Management (SHRM) Professional in Human Resources (PHR) certification or similar professional certification is preferred.

KNOWLEDGE OF:
Theory, principles, policies, and practices of public personnel administration, including recruitment, testing, selection, equal employment opportunity, employee relations, labor contract negotiations, classification and job analysis, compensation, benefits design and administration, employee and management training and development, and performance planning and appraisal.

Principles and practices of labor management relations, including negotiation and contract administration techniques, and provisions of all labor contracts.

Theory, principles and practices applicable to organizational improvement analysis and improvement intervention.

Trends and practices in human resource management.

Principles and practices of public administration, including long-range planning, budgeting, purchasing, and maintaining public records.

Applicable federal and state laws, rules and regulations.

Research methods and statistical analysis techniques.

Principles and practices of effective management with an organization-wide perspective.

Principles and practices of organization and culture change.

Principles and practices of sound business communications.

Safety policies and safe work practices applicable to the work.
 
ABILITY TO:
Lead people in a manner that promotes accountability, employee engagement, staff development, respect, and collaboration.

Develop and manage Unit priorities; manage the timely delivery of human resources services, tasks, and projects.

Proactively initiate improvements within the Human Resources Unit to include improvements to human resources programs, reporting, systems, data management and organization, data analysis, and organizational structure.

Manage the performance of staff by coaching for performance.

Effectively and professionally work with a diverse group of staff and community members.

Work effectively under pressure and with continuously evolving priorities and work demands.

Understand and utilize non-confrontational problem-solving skills with others.

Plan and direct the activities of a multiple human resources programs through subordinate staff.

Understand, interpret, explain and apply Agency, state and federal policies, laws, regulations and court decisions governing the Agency’s human resource management program.

Be present onsite at Agency locations during the normal business hours.

Be physically present at non-Agency locations including, but not limited to, member agencies, conferences, and other work-related events that occur offsite.

Consult effectively with executives and other managers to develop solutions to complex organizational and people management issues.

Evaluate human resource management practices and make sound recommendations for improvement.

Develop and implement appropriate procedures and controls.

Define issues, analyze problems, evaluate alternatives and develop sound, independent conclusions and recommendations on complex human resources issues, in accordance with laws, regulations, rules and policies.

Work collaboratively with executives and other managers and provide expert advice and counsel to develop solutions to complex issues.

Organize, set priorities and exercise expert independent judgment within areas of responsibility.

Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials.

Communicate proactively and effectively, both orally and in writing.

Understand, interpret, explain and apply applicable laws, codes and ordinances.

Represent the Agency effectively in negotiations and other dealings with employee and labor organizations on a variety of issues.

Present proposals and recommendations clearly, logically and persuasively.

Use tact and diplomacy in dealing with sensitive and complex issues, situations and concerned people.

Establish and maintain effective working relationships with all those encountered in the course of work.


SELECTION PROCESS:

All employment applications will be reviewed for accuracy, completion, relevant experience, education, training and other job related qualifications. Applicants with the strongest background relating to the responsibilities of this position will be invited to participate in the testing process which may include one or more of the following: written test, oral interview, performance/practical and/or agility examination. The successful candidate will be required to pass a background/reference check and pre-employment physical examination including a drug screen (for safety sensitive position) at no cost to the candidate. Please visit our website at www.ieua.org and select the Human Resources Department for additional information regarding the Agency, the hiring process and benefit information.
 
Any applicant requiring reasonable accommodation during the selection process due to a qualified disability must inform the Human Resources Office at (909) 993-1645 or hrdept@ieua.org at least 72 hours in advance of the need for accommodation.
 
 THE PROVISIONS OF THIS ANNOUNCEMENT DO NOT CONSTITUTE A CONTRACT, EXPRESSED OR IMPLIED, AND ANY PROVISION CONTAINED IN THIS BULLETIN MAY BE MODIFIED OR REVOKED WITHOUT NOTICE.
 
  "The Agency's success is obtained by creating a positive and diverse work environment which recognizes individual differences and experiences".

The Agency offers a comprehensive benefit package for eligible employees and their eligible dependents. These include health, dental, vision, and life insurance, as well as a variety of voluntary benefits. Programs and benefit amounts vary and are based on bargaining unit and employment type.
 
This benefits overview is a summary and is not to be considered all-inclusive or applicable to all employees.
 
THE PROVISIONS OF THIS ANNOUNCEMENT DO NOT CONSTITUTE A CONTRACT, EXPRESSED OR IMPLIED, AND ANY PROVISION CONTAINED IN THIS BULLETIN MAY BE MODIFIED OR REVOKED WITHOUT NOTICE.
 
Retirement
California Public Employees' Retirement System (CalPERS):
An employee who becomes a "new" member of CalPERS for the first time on or after January 1, 2013 (and who was not a member of another California public retirement system prior to that date) will be enrolled in the CalPERS 2.0% @ 62 benefit formula with a three-year final compensation in accordance with Public Employees' Pension Reform Act of 2013 (PEPRA). New members (PEPRA) will be required to pay half of the normal cost [Govt. Code Section. 7522.30(c)] currently 6.75% of eligible earnings toward the employee contribution.
 
An employee who is a "classic" member of CalPERS, or a current member of another California public retirement system, who is hired on or after January 1, 2012, will be enrolled in the CalPERS 2.0% @ 55 benefit formula with a three-year final compensation. Classic members shall contribute 7% of eligible earnings toward the employee contribution.
 
Social Security/Medicare:
Along with CalPERS retirement, the Agency also participates in Social Security and Medicare. The Agency pays 7.65% on your behalf [6.2% Social Security + 1.45% Medicare], and the employee pays 7.65% via payroll taxes. 
 
Medical
The Agency shall make a maximum monthly contribution towards the cost of his/her health insurance as follows:
 
Agency Medical Contribution 
      


Health insurance is offered through CalPERS, and enrollment is optional with evidence of health coverage from another source. Eligible employees who waive their medical benefit receive a cash incentive payment. Coverage is effective the first day of the month following enrollment.
 
Dental and Vision Insurance
The Agency offers two dental plans – Delta Dental (PPO) and Western Dental (DPO). Enrollment in one of the plans is mandatory. Coverage is effective the first day of the month following enrollment.
 
Vision insurance is offered through EyeMed Vision Plan and enrollment is voluntary. Coverage is effective the first day of the month following enrollment.
 
Flexible Spending Account (FSA) Plan
Upon completion of six months of employment, employees may participate in the Agency's Section 125 Cafeteria Program. Participants in this program may take advantage of tax savings offered through a medical care flexible spending account, a dependent care flexible spending account, or purchase supplemental benefits including critical illness and accident insurance with pre-tax dollars. In addition, employees can purchase supplemental life insurance with post-tax dollars.
 
Term Life and Accidental Death & Dismemberment (AD&D) Insurance
Life and AD&D insurance is offered through Cigna Life Insurance. Executive Management employees are provided with 1 time their annual earnings up to $300,000. Unrepresented Management employees are provided with an Agency paid $90,000 Life and AD&D policy. Unrepresented non-management, and members of the Supervisors', Laboratory, Professional, General, or Operators' Unit are provided an Agency paid $50,000 Life and AD&D policy. Enrollment into a basic $10,000 Life and AD&D policy is required and paid by the employee. Employees may purchase dependent life, for their spouse and/or eligible child(ren), or additional Life and AD&D coverage for themselves up to $500,000. Coverage is effective the first day of the month following date of hire. 
 
Disability Insurance
Employees are insured by an Agency-paid long-term disability insurance, which will provide income for an employee who is totally disabled from illness, injury, or accident. The basic benefit provides for 60% of the first $10,000 of monthly salary, reduced by deductible income, after a 365-day waiting period. Coverage is effective the first day of the month following the date of hire.
 
Short-term disability insurance is available through State Disability Insurance (SDI). Employees covered by SDI are covered by two programs: Disability Insurance and Paid Family Leave. Per applicable MOU and/or Personnel Manual, cash-out option available. 
 
Employee Assistance Program
Agency employees are provided access to an Employee Assistance Program (EAP) which provides 24/7 assistance needed to help resolve life's challenges. 

401(a) & 457(b) Deferred Compensation
Participation in a 457 deferred compensation plan is available through Empower Retirement. The Agency will contribute $25.00 per pay period to a single 457(b) account for each employee who has made an elective deferral of twenty-five ($25) or more to the plan. Also, participation in a 401(a) Defined Contribution Plan is available within 60 days of hire. 
 
Flexible Work Arrangements
Whenever possible, the Agency strives to be flexible to help employees achieve a balance between work and home responsibilities. Most employees participate in a 4/10 work week.

PAID TIME OFF
Holidays
The Agency offers nine (9) paid holidays. Additional paid floating holidays are available every fiscal year as follows:Executive Management:6 Floating Holidays per FY & 6 Executive Leave days
Unrepresented Management:10 Floating Holidays per FY
Unrepresented Non-Management:6 Floating Holidays per FY
Supervisors’ Unit:8 Floating Holidays per FY
Laboratory Unit:5 Floating Holidays per FY
Professional Unit6 Floating Holidays per FY
Operators’ Association:6 Floating Holidays per FY
General Unit:60 hours Floating Holidays per FY
Vacation Leave
Employees accrue 80 hours of vacation leave per year depending on length of employment, progressing to 200 hours per year. Executive Management employees accrue 120 hours of vacation leave per year depending on length of service, progressing to 240 hours per year. Per applicable MOU and/or Personnel Manual, cash-out option available.

Sick Leave
Employees accrue 96 hours of sick leave annually.
 
Vehicle Allowance
Executive Management and Unrepresented Management employees may receive a monthly vehicle allowance.

Safety Equipment Stipend 
Members of the Laboratory Unit shall be provided with safety glasses. Payment shall be on a reimbursement basis, not to exceed $250 per fiscal year. Additionally, Laboratory members will receive $300 safety equipment stipend. 

Professional Development Stipend 
Employees not on original probation shall be entitled to a professional development stipend of one thousand dollars ($1000) per calendar year. The professional development stipend shall be paid every twenty-fifth (25th) pay period. Refer to specific MOU or Personnel Manual for details and payment information. 

Educational Reimbursement Program
The Agency may reimburse eligible employees for the cost of educational courses up to $5,250 per fiscal year for the cost of educational expenses that are related to the employee's work. Limited Term employees are not eligible for this benefit. 

Wellness Stipend
Employees not on original probation shall be entitled to a wellness stipend of five hundred dollars ($500) per calendar year. The wellness stipend shall be paid every twenty-fifth (25th) pay period. 

Computer Loan Program
Eligible employees may receive an interest-free loan up to $3,000 to purchase a personal computer. Limited Term employees are not eligible for this benefit.
 
This benefits overview is a summary and is not to be considered all-inclusive or applicable to all employees.

01
I understand that I must thoroughly complete the Education (including high school information regardless of any additional higher education), Employment History (including contact information and reason for leaving), Certificates & Licenses, and Supplemental Questions sections of my application, as applicable. This includes a detailed description of all work experience for the last ten years, if applicable. I also understand that I may not submit resumes in lieu of filling out the application or answering the Supplemental Questions.
  • Yes
  • No
02
I have read the above statement and understand that failure to provide sufficient information may result in my application being rejected.
  • Yes
  • No
03
Do you possess a valid California Driver's License?
  • Yes
  • No
04
Check the type of driver's license you possess. Note: For out-of-state applicants, a valid driver's license is required and a valid California Class "C" driver's license must be obtained within ten (10) days of appointment (CA Vehicle Code 12505c).
  • Class C
  • Class B
  • Class A
  • Out of State
  • I have no driver's license, California or otherwise
05
Have you graduated from an accredited four-year college or university with a major in human resources, business administration or a closely related field?
  • Yes
  • No
06
Which option below best describes your highest level of education? (NOTE: You will be required to verify your education level if you continue in the selection process.)
  • Some high school
  • High school or G.E.D.
  • Some college
  • Associate degree
  • Bachelor's degree
  • Master's degree
  • Doctorate degree
  • None
07
If you answered Bachelor's degree or higher for your education please enter your major here: (If you do not have an Bachelor's degree or higher, state "not applicable.")
08
Do you have at least ten years of progressively responsible experience in human resources, at least five of which were in a supervisory or program management capacity?
  • Yes
  • No
09
Do you have an equivalent combination of education training and experience to equal that of graduation from an accredited four-year college or university with a major in human resources, business administration or a closely related field, and at least ten years of progressively responsible experience in human resources, at least five of which were in a supervisory or program management capacity?
  • Yes
  • No
10
If you answered yes to the previous question, please describe in detail your equivalent combination of education, training and experience that makes you qualified. An incomplete answer, including "please see resume" or similar language may remove you from further consideration. If you do not have experience, state "no experience."
11
Do you have experience overseeing and performing complex human resources analysis and/or acting as a subject-matter expert?
  • Yes
  • No
12
Please describe in detail, your experience overseeing and performing complex human resources analysis and/or acting as a subject-matter expert. An incomplete answer, including "please see resume" or similar language may remove you from further consideration. If you do not have experience, state "no experience."
13
How many years of supervisory responsibilities do you have?
  • No experience
  • Less than 1 year
  • More than 1 year but less than 3
  • More than 3 years but less than 5
  • Over 5 years of experience
14
Please describe in detail, your experience administering talent acquisition. An incomplete answer, including "please see resume" or similar language may remove you from further consideration. If you do not have experience, state "no experience."
15
Please describe in detail, your experience in classification and compensation. An incomplete answer, including "please see resume" or similar language may remove you from further consideration. If you do not have experience, state "no experience."
16
Describe three components of your experience administering Human Resources program that demonstrate what you value and add, as an individual, to an organization's culture and work environment. An incomplete answer, including "please see resume" or similar language may remove you from further consideration. If you do not have experience, state "no experience."
17
Check the HR functions you have performed during your previous work experience (check all that apply):
  • Recruitment & Selection
  • Benefits Administration
  • Leave of Absence Administration
  • Conducting workplace investigations
  • Labor relations
  • Employee Relations
  • EEO/Affirmative Action
  • Performance Management – advising management
  • Safety
  • Workers' Compensation
  • Payroll
  • HRIS
  • Compensation
  • Classification
18
I understand that communications to me regarding this recruitment will be communicated by email, and that I will need to monitor my inbox/spam/junk email folder regularly to ensure that I do not miss any relevant communication.
  • Yes
  • No
19
Individuals selected for the position are 'at will' and may be terminated at any time with or without cause. Are you able and willing to abide by these requirements?
  • Yes
  • No
20
I hereby understand and declare that the statements on this supplemental questionnaire are true and complete to the best of my knowledge. As applicable, I hereby authorize the Agency and/or designees to contact the references listed to verify the information I have supplied. I hereby release from liability all persons and organizations furnishing such information. I understand that the Agency reserves the right to validate information received on the supplemental questionnaire and that I will be subject to disqualification and/or termination if any statement in this supplemental questionnaire is found to be untrue or determined to be misleading.
  • Yes
  • No

Required Question

Agency
Inland Empire Utilities Agency
Address
6075 Kimball Ave.

Chino, California, 91708
Phone
909-993-1600
Website
http://www.ieua.org
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