Human Resources Manager

About The Position City of Rosemead Invites your interest for the position of HUMAN RESOURCES MANAGER The City of Rosemead offers an outstanding career opportunity for an innovative, knowledgeable, and dedicated professional to develop, plan, and manage, the programs and activities of the Human Resources Division. The ideal candidate will be well-versed in recruitment, onboarding, classification and compensation, labor relations, among other areas of expertise, and has tangible experience with federal and state laws and regulations, in the areas of Human Resources. If you are interested in this exciting and rewarding opportunity, apply online at www.cityofrosemead.org . Compensation The monthly salary range for this position is $10,107-$13,186; placement within this range is dependent upon experience and qualifications. The City offers a comprehensive benefits package and a 4/10 work schedule.

Required Application Materials Completed City of Rosemead employment application, cover letter, and resume are required. Failure to include a cover letter and resume with your completed application, may be subject to disqualification from the recruitment and selection process.

How To Apply For an opportunity to work for an outstanding, dynamic, and progressive City committed to public service and quality programs, please visit our website at www.cityofrosemead.org and apply online.

The examination process will consist of a competitive evaluation of qualifications based on a review of the Application and Supplemental Questionnaire; therefore, it is to your advantage to provide as much detailed and relevant work experience. A resume will not be accepted or reviewed in-lieu of the required application materials. Please note that only applicants who are deemed most qualified will be invited to participate further in the selection process.

RECRUITMENT SCHEDULE Application Deadline:* *Wednesday, November 25th, 2026

• All dates are subject to change at the discretion of Human Resources. This recruitment is open on a continuous basis and may close at any time with or without prior notice**

Primary Duties And Responsibilities SUMMARY : Under general direction of the City Manager or his/her designee, plans, organizes, oversees, coordinates, and manages the staff and operations of the Human Resources Division; provides employment related service to City departments and employees; provides complex and responsible support in areas of expertise; and performs related work as required.

ESSENTIAL FUNCTIONS : As defined under the Americans with Disabilities Act, may include any of the following representative duties, knowledge, and skills. This is not a comprehensive listing of all functions and duties performed by incumbents of this class; employees may be assigned duties which are not listed below; reasonable accommodations will be made as required. This job announcement does not constitute an employment agreement and is subject to change at any time by the employer. Essential duties and responsibilities may include, but are not limited to, the following:

• Manages the Human Resources Division (HR) to achieve the City’s customer service and team orientation goals; provides leadership and guidance to assure that HR policies are consistent with City guidelines and regulatory compliance requirements; exercises independent judgment within broad policy guidelines; evaluates and analyzes issues and recommends and implements solutions.
• Manages all HR functions and activities, including recruitment & selection, employee & labor relations, classification & compensation, training & development, benefits & claims administration, organizational development, and worker’s compensation; develops and implements personnel policy updates, and develops recommendations for HR policy and procedural improvements.
• Evaluates HR programs, services, and activities to assure that appropriate services are provided; identifies and resolves problems; prepares and presents staff reports of HR activities.
• Provides advice and consultation to management on dispute resolution, performance issues, and the interpretation and application of City policies and procedures; mediates employee relations issues and disciplinary actions, while exercising the highest degree of confidentiality and professionalism.
• Counsels employees on personnel policies and procedures; investigates complaints and provides advice and assistance on employment issues and procedural options; assures the consistent interpretation and application of federal and state rules, regulations, and labor law.
• Coordinates labor relations functions, including contract language, cost proposals and negotiations; interprets policies and collective bargaining agreements; confers with bargaining units to coordinate discussions and proposals with the employee association; assures effective communication of labor relations issues.
• Manages assigned staff; schedules and assigns tasks and priorities; monitors work, develops skills, and evaluates performance; assures the quality of the HR activities, services, and work products, and assures required deadlines are met.
• Manages the technical HR recordkeeping process and procedures; assures compliance with the confidentiality standards of the Privacy Act of 1974, {U.S.C.
• 552A}.
• Supports the relationship between the City of Rosemead and the constituent population by demonstrating courteous and cooperative behavior when interacting with visitors and City staff; maintains absolute confidentiality of work-related issues, client records, and City information; performs other duties as required or assigned.

Minimum Qualifications EDUCATION, TRAINING, AND EXPERIENCE GUIDELINES: Bachelor’s Degree in Human Resources, Business or Public Administration, or a related field; AND four years of public sector Human Resources generalist experience; Two of the required four years of experience must include leading and coordinating the work of others.

Knowledge Of

• City organization, operations, policies, and procedures.
• Federal and state laws and statutes governing HR functions and procedures, including California Public Employment Relations Board, and the Meyers-Milias-Brown Act.
• Techniques for effective management of Human Resources and employee relations issues.
• Principles and practices of public sector personnel administration, performance management, recruiting, organizational development, budgets, and effective customer service.
• Principles and practices of benefits program design, compensation and classification, risk management and safety, contract management, and project management.
• Legal, ethical, and professional rules of conduct for public sector employees.
• Principles and practices of confidential records management and file maintenance.

Skill In

• Understanding, interpreting, and applying City policies and procedures, applicable federal and state rules and regulations, and prevailing labor law.
• Analyzing problems, identifying alternative solutions, projecting consequences of proposed actions, and making appropriate decisions, while assuring compliance with City rules, goals, and objectives.
• Monitoring and controlling the confidentiality of City information, according to the standards of the Privacy Act of 1974, {5USC
• 552A}.
• Monitoring changes in state and federal regulations, standards, legislation, labor law and best practices; and developing and recommending improvements in HR policy and procedures.
• Resolving disputes and grievances and bringing people together to solve problems.
• Developing and recommending compensation and benefits programs, policies, and practices.
• Negotiating labor agreements and writing labor contract provisions.
• Using initiative and independent judgment within established procedural guidelines.
• Assessing and prioritizing multiple tasks, projects and demands.
• Planning, organizing, and coordinating the work of division staff.
• Establishing and maintaining cooperative working relationships with co-workers, elected officials, contractors, and representatives from other local, state and federal agencies.
• Operating a personal computer utilizing a variety of business software.
• Effective verbal and written communication.

License And Certification Requirements Must possess a valid Class C California driver’s license and maintain a satisfactory driving record.

Physical Demands And Working Environment Work is performed in a standard office environment. May be required to travel to various sites, locations and/or events. Employees are required to be in attendance and prepared to begin work at their assigned work location on the specified days and hours; employees are required to assume duties of a disaster worker in the event of a locally declared emergency.

IMPORTANT NOTICE

Equal Opportunity Employer The City of Rosemead is an Equal Opportunity Employer. It is the policy of the City of Rosemead to provide employment opportunity for all qualified persons. All applicants will be considered without regard to race, religion, sex (including gender, gender identity, gender expression and pregnancy), national origin, ancestry, disability, medical condition, genetic characteristics or information, marital status, age, sexual orientation (including homosexuality, bisexuality, or heterosexuality), military and veteran status.

Reasonable Accommodations The City of Rosemead is committed to providing reasonable accommodation to applicants

as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Individuals with qualified disabilities who need reasonable accommodation during the selection process must specify the accommodations needed, in writing , at the time when the employment application is submitted.

Legal Right to Work in the United States The Immigration Reform and Control Act of 1986 requires all new hire employees to submit verification of the legal right to work in the United States within three (3) business days beginning with the first day of work. The City is legally prohibited from employing anyone who cannot provide such verification or documentation.

Emergency Disaster Worker City of Rosemead employees are registered as an Emergency Disaster Worker. In the event of a declared emergency, City employees shall initially remain at work, or if recalled, shall report to work after completing critical personal and family emergency responsibilities.

Provisions The provisions of this job announcement do not constitute a contract, expressed or implied, and any provision contained in this job announcement may be modified or revoked without notice.

CITY OF ROSEMEAD HUMAN RESOURCES DIVISION

Alfred Hau, Office Specialist Human Resources [email protected] (626) 569-2125

"The City of Rosemead is an Equal Opportunity Employer" TECHNOLOGY ALLOWANCE

Allowance of $100 per month for employees using personal cell phones in lieu of city issued devices based on Department Director recommendation and City Manager approval.

CAFETERIA-STYLE HEALTH

Employees hired after December 1, 2021, receive up to $2200 per month to use towards the City's medical, dental, and vision health premiums. Employees who opt-out, receive $500 per month.

RETIREMENT PROGRAM (CALPERS)

All employees will be enrolled in the City's retirement program through CalPERS.

• 2% @ 55 formula for classic California Public Employees' Retirement System (CalPERS) members.
• Under the Public Employees' Pension Reform Act of 2013 (PEPRA), effective January 1, 2013, all "new members" will be subject to the 2.0% @ 62 benefit formula which also requires a three-year final compensation (the highest average annual pensionable compensation earned by a member during a period of at least 36 months) with an early retirement age of 52.
• A "New Member" is defined as: (1) A new hire that is brought into CalPERS membership for the first time on or after January 1, 2013, and who has no prior membership in any other California public retirement system. (2) A new hire who is brought into CalPERS membership for the first time on or after January 1, 2013, and who is not eligible for reciprocity with another California public retirement system. (3) A member who established CalPERS membership prior to January 1, 2013, and who is hired by a different CalPERS employer after January 1, 2013, after a break in service of greater than six months.
• CalPERS refers to all members that do not fit within the definition of a new member as "classic members". All existing CalPERS members as of December 31, 2012, will retain the existing benefit levels for future service with the same employer.
• Effective January 1, 2013, PEPRA prohibited employers from paying any portion of a "new member's" member contribution rate. All non-classic California Public Employees' Retirement System (CalPERS) members must pay 50% of total normal cost as employee contribution rate.
• All "classic members" are required to contribute their full share, up to 8%, of the employee contribution of the CalPERS rate.

SOCIAL SECURITY

The City deducts from each full-time employees' paycheck, an amount as determined by law for the Federal Insurance Contributions Act (Social Security). In addition, the City contributes an additional amount at least equal to the employee's contribution.

Deferred Compensation 457 All employees may voluntarily participate in the available 457 deferred compensation plan.

FLEXIBLE BENEFIT PLAN (SECTION 125)

The City offers employees a flexible benefit plan which will allow individuals to pay for certain expenses (childcare, unreimbursed medical expenses, insurance premiums) with pre-tax dollars.

SHORT-TERM DISABILITY (STD)

The City provides employees with a short-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a short period of time. Employees will receive 66.67% or 2/3 of their pre-disability base salary (one-year average of W-2) with a waiting period of 15 calendar days before receiving their benefits and can last up to 11 weeks. Employees will receive continued payment until the employee is medically able to return to work, or has to begin utilizing long term disability, or until the employee reaches the age of 65, whichever comes first.

LONG-TERM DISABILITY (LTD)

The City provides employees with a long-term disability plan to protect against cases where a non-work-related illness or injury is sustained which results in an inability to work for a long period of time. In these cases, LTD is received only after STD has expired and the employee continues to be medically disabled. Employee will receive 66.67% or 2/3 of their pre-disability base salary with a 90-day waiting period. Employee will receive continued payment until the employee is medically able to return to work, or until the employee reaches the age of 65, whichever comes first.

LIFE INSURANCE

Employees receive an accidental death and dismemberment and life insurance policy of $100,000.

TUITION REIMBURSEMENT

Subject to City Manager approval, employees may attend and be reimbursed for part or all of the costs of educational and other training courses (up to $5,000 per fiscal year) which provide a benefit to the City provided there are budgeted funds for such approval by the City Council. Employees with may be reimbursed for registration, cost of books, tuition, lab fees and parking for classes or instruction, provided such classes or instruction are related to the employee's assigned duties with the City.

WELLNESS PROGRAM

The City shall reimburse employees up to three-hundred dollars $400 per fiscal year for qualifying expenses of the City's Wellness Program.

COMPUTER PURCHASE PROGRAM

The City provides a computer purchase program for all full-time employees.

EMPLOYEE ASSISTANCE PROGRAM

The City provides employees with access to the Employee Assistance Program (EAP).

VACATION ACCRUAL

Employees accrue 100 hours of vacation leave during their first year of service. 140 hours are accrued for employees with one year of service, up to (but not over) 13 years. For employees with over 13 years of service the accrual rate is 160 hours.

VACATION BUYBACK

Once per calendar year, employees are eligible to have the City buyback up to 60 hours of accumulated unused vacation time.

ADMINISTRATIVE LEAVE

Allocated an allotment of 60 hours per year.

SICK LEAVE

Employee will accrue ten (10) hours of sick leave per month. Sick leave will be earned, commencing on the first day of employment employee, and accrued on a bi-weekly basis.

PAID HOLIDAYS

• 12 paid holidays per year.
• 1 floating holiday per year.
• Non-essential City services and facilities are closed from Christmas Day (Christmas Eve beginning December 2022) through New Year's Day. Employees are required to utilize their own time or may opt to take the time off without pay during the holiday closure.

FLEXIBLE SCHEDULING

An alternate work schedule may be arranged with City Manager approval. This could include the possibility of utilizing flextime or telecommuting from an offsite location. Any prolonged telecommuting arrangement, or alternate workweek, must be approved, in writing, by the City Manager.

01

Completion of the following supplemental questionnaire is REQUIRED . The information you provide will be evaluated to determine your eligibility to participate in the next phase of the recruitment process. Comments such as, "see resume" or "see application" are not valid responses. All submitted information is subject to verification at any time during the recruitment and selection process. Falsification of any information of failure to complete this questionnaire as instructed may result in disqualification. I understand and will abide by the above information and instructions (Please type your full name).

02

Do you possess a Bachelor's Degree in Human Resources, Business Administration, Public Administration, or a related field?

• Yes
• No

03

Do you possess four years of full-time human resources generalist public sector experience?

• Yes
• No

04

If you answered "Yes" to the previous question, please describe your generalist experience in the public sector including the multiple functional areas of HR that you have prior experience with following: 1) Employer Name 2) Position Title 3) Employment Dates 4) # of hours per week 5) Job function related to human resources public sector experience.

05

Do you have two years of experience leading and coordinating the work of others?

• Yes
• No

06

If you answered "Yes" to the previous question, please list related work experience by including the following: 1) Employer Name 2) Position Title 3) Employment Dates) Job function related to leading and coordinating the work of others.

07

I understand that I must include a cover letter and resume with my completed City of Rosemead application. If a cover letter and resume are not included, I may be disqualified from the recruitment and selection process. Please type your full name in understanding and agreement of the above information.

• Required Question