- NOTICE OF CHANGE - This is now an open recruitment.
County Human Resources is accepting applications to fill one (1) full-time Human Resources Business Partner vacancy in Santa Barbara. This position is home-based in Santa Barbara and may be eligible for a hybrid remote work schedule (completed in the State of CA) depending on the position requirements and needs of the department. The position requires onsite work that may include travel throughout the County as needed. The County job classification title is Human Resources Manager I. This position is "At-Will" and exempt from Civil Service provisions.
DEPARTMENT DESCRIPTION
The County Human Resources Department (CoHR) is responsible for implementing strategic workforce policies and programs that support the directives of the Board of Supervisors, CEO, and the mission, goals, and objectives of the various County departments. CoHR serves as a strategic business partner to all departments to promote an organizational culture that engages County employees to effectively deliver services that allow the Santa Barbara community to thrive.
DESCRIPTION
Under direction, serves as a strategic Human Resources Business Partner to assigned departments by providing consultation, guidance, and support across the full range of human resources functions, including recruitment and selection, benefits administration, classification and compensation, employee and labor relations, performance management, leave management, organizational planning, policy interpretation, and workforce development. Coordinates assigned HR activities with department leadership and centralized specialty HR units; ensures HR services are responsive, timely, and aligned with departmental operational goals; elevates critical issues to executive HR leadership as needed; and performs other duties as assigned.
DISTINGUISHING CHARACTERISTICS
This is the first manager level in the Human Resources Management job family and functions as a strategic HR Business Partner to three or more departments. This role reports to the Division Chief over the HR Business Partner unit and leads a small team (such as an HR Management Professional) that supports departmental operations by delivering integrated HR services. Incumbents perform advanced journey-level analytical and consultative work, regularly advising department executives and managers on HR strategy, policy interpretation, workforce planning, performance management, and organizational needs. The position ensures collaboration with specialized HR units, including employee relations/EEO, leave and disability management, classification and compensation, and benefits, for more complex or technical matters.
These examples are not intended to reflect all duties performed within the job and not all duties listed are necessarily performed by each individual.
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Serves as the primary Human Resources Business Partner to assigned departments by meeting regularly with department leadership to understand staffing needs, operational priorities, organizational challenges, and workforce trends.
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Plans, organizes, coordinates, and directs HR business partner activities in areas such as recruitment and onboarding, performance management, policy interpretation, workforce planning, organizational structure review, and HR administration.
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Provides guidance on HR policies and procedures, including Civil Service Rules, MOUs, departmental policies, and countywide HR standards; ensures accurate interpretation and consistent application.
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Advises managers on routine performance and conduct matters, collaborates with centralized Employee Relations for more complex or serious cases.
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Develops and delivers targeted training for managers and supervisors on HR topics such as performance management, documentation, policy compliance, recruitment, onboarding, and workforce planning.
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Identifies HR issues, trends, and operational needs within assigned departments and elevates critical matters to executive HR leadership to ensure timely resolution and high-quality service delivery.
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Supervises or leads HR Business Partner team members, including HR management professionals; assigns and evaluates work, coordinates deadlines, and provides coaching, training, and performance feedback.
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Researches HR topics, analyzes data, prepares reports, and develops recommendations to improve HR service delivery, workforce outcomes, and departmental effectiveness.
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Develops and maintains HR reports, records, plans, and other documents to support workforce needs; creates and analyzes reporting related to recruitment activity, evaluation statuses, staffing trends, and other HR metrics.
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Performs other related duties as required.
MINIMUM QUALIFICATIONS
Education and Experience
The knowledge, skills, and abilities listed below may be acquired through various types of training, education, and experience. A typical way to acquire the required knowledge and abilities would be:
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Equivalent of a bachelor’s degree from an accredited four-year college or university in human resources, organization development, public or business administration, or related field; and
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Three (3) years of experience in human resources or a closely related field at a professional or supervisory level.
Knowledge of:
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Principles and practices of assigned human resources operational area(s), including, but not limited to, benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection.
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Principles and practices of human resources project and program administration.
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Applicable Merit System Rules, Memoranda of Understanding (MOU), federal, state, and local laws, codes, and regulations governing employment practices.
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Principles and practices of public administration and program management, including strategic planning, implementation, and evaluation.
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Management principles, practices, and techniques.
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Principles and practices of fiscal management and budgeting.
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Principles and practices of program planning and administration.
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Personnel management principles and practices, including employee supervision, training, and evaluation.
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Principles and practices of group facilitation, conflict resolution, and consensus building.
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Principles and practices of procurement and contract administration.
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Principles and techniques of effective oral presentations.
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Applicable federal, state, and local laws, codes, regulations, and standards.
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Business systems, equipment, and applications relevant to the area of assignment.
Ability to:
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Effectively administer benefits, classification, compensation, employee relations, labor relations, personnel records, and recruitment and selection program and activities.
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Effectively applying employment policies, procedures, regulations, and laws related to employment.
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Provide counsel and policy interpretation to employees, supervisors, and managers.
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Manage assigned operations/programs; ensure ongoing compliance with strategic objectives and performance measures.
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Develop and implement policies and procedures.
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Manage and evaluate assigned staff, including training, coaching, participating in the development of goals and strategic objectives, coordinating deadlines, prioritizing work demands, and assigning/monitoring work.
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Analyze and evaluate operational programs, projects, and procedures.
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Plan, organize, coordinate, and supervise changes and improvements in public agency projects and studies.
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Manage budgets, contracts, grants, and resource allocation.
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Interpret, monitor, and report financial information and statistics.
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Oversee the implementation of, and adherence to, quality assurance activities and standards.
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Research, recommend, and implement industry trends, solutions, and best practices.
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Resolve complex problems within area of assignment.
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Prepare and oversee the preparation of reports, grant proposals, documents, and presentations.
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Make presentations to stakeholders, elected officials, County leadership, and the public.
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Collaborate with program stakeholders, elected and appointed boards, the public, and internal leadership.
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Interpret and apply applicable laws, codes, regulations, and standards.
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Communicate effectively, clearly, and concisely.
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Establish and maintain effective working relationships with a diverse range of individuals, including but not limited to coworkers, subordinate staff, supervisors, other managers, professional agencies, and the general public.
APPLICATION & SELECTION PROCESS:
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Review applications and supplemental questionnaire to determine those applicants who meet the employment standards. Candidates who are successful in the selection process will have their names placed on the employment list.
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The most highly qualified candidates will be invited to first round interviews that are tentatively scheduled for Thursday, August 27th. These dates have been calendared so please plan accordingly.
REASONABLE ACCOMODATIONS: The County of Santa Barbara is committed to providing reasonable accommodation to applicants. Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter listed on the job posting. We require verification of accommodation needed from a professional source, such as a Medical Provider or a learning institution.
Recruiters will communicate with applicants by e-mail during each step in the recruitment process. Applicants are reminded to
check spam filters continuously during the Recruitment & Selection Process steps listed above to ensure they do not miss required deadlines.
Conditional Job Offer: Once a conditional offer of employment has been made, the candidate will be required to successfully complete a background check, which includes a conviction history check, and satisfactory reference checks. Appointee may be subject to a post-offer medical evaluation or examination.
Disaster Service Workers: Pursuant to Governmental Code section 3100, all employees with the County of Santa Barbara are declared to be disaster service workers subject to such disaster service. Activities as may be assigned to them by their superiors or by law.
EQUAL EMPLOYMEMT OPPORTUNITY (EEO) STATEMENT
The County of Santa Barbara provides equal employment opportunities to all employees and applicants and prohibits discrimination, harassment, and retaliation of any type with regard to any characteristic or status protected by any federal law, state law, or Santa Barbara County ordinance. The County continues to be committed to a merit-based selection process and to eliminating barriers to attracting and retaining top qualified candidates. The County has a long-standing practice of providing a work environment that respects the dignity of individual employees and values their contributions to our organization.
APPLICATION AND SUPPLEMENTAL QUESTIONNAIRE DEADLINE: This recruitment
will be posted until 08/25/26 at 4:59 PM. Applications and job bulletins can be obtained 24 hours a day at www.sbcountyjobs.com.
Questions?
Contact: Dee Engler, Human Resources Manager at [email protected]
