Deputy Director - Hospital Human Resources
Deputy Director - Hospital Human Resources
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Job Description
Introduction
Please be advised that Human Resources will only be accepting online applications for this recruitment.Resumes and paper applicationswill not be accepted in lieu of an online application. A completed application must be received online by the final filing deadline.
NOTE: All correspondences relating to this recruitment will be delivered via e-mail. The e-mail account used will be the one provided on your employment application during time of submittal. Please be sure to check your e-mail often for updates. If you do not have an e-mail account on file Human Resources will send you correspondences via US Mail.
San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age ancestry color creed marital status medical condition national origin physical or mental disability political affiliation or belief pregnancy race religion sex or sexual orientation. For more information go to Equal Employment Opportunity Division ().
Accommodations for those covered by the Americans with Disabilities Act (ADA):
San Joaquin County complies with the Americans with Disabilities Act and upon request will consider reasonable accommodations to enable individuals with disabilities to perform essential job functions.
TYPICAL DUTIES
- Provides advisory recommendations to management staff regarding employment law memorandums of understanding labor contracts county rules regulations and ordinances Joint Commission requirements and other healthcare-related human resources mandates; participates in developing and implementing related policies and procedures.
- Serves as the hospital liaison with Central Human Resources regarding civil service recruitments classification compensation employee benefits employee and labor relations Fair Employment and Housing Act compliance Americans with Disabilities Act compliance EEO-related matters staff development and training.
- Serves as the hospitals senior management representative with employee labor organizations regarding grievances complaints and disciplinary actions; investigates and responds to grievances complaints and other highly sensitive human resource-related matters with direction from Central Human Resources.
- Provides advisory recommendations and direction to management staff regarding employee performance management progressive discipline formal discipline supervision and leave management administration; evaluates advises and administers employee discipline and corrective actions in consultation with Central Human Resources.
- Researches plans and develops opportunities for staff development and training for managers and staff.
- Develops procedures and systems for continuous quality improvement of human resource operations and effective employee and customer relations.
- Directs and participates in the preparation and administration of the division budget and operating objectives; prepares a variety of statistical narrative and other reports; prepares correspondence.
- Participates on committees as assigned; attends meetings; may represent the hospital and the department with outside agencies and the public.
- Conducts special projects reports research and prepares correspondence as assigned by both hospital administration and County human resources.
MINIMUM QUALIFICATIONS
BENEFITS
Cafeteria Plan Benefits: San Joaquin County provides a comprehensive benefits package to employees of this bargaining unit. The benefits include the option offour medical plansfour dental plans two vision plans life insurance Flexible Benefits (Section 125) Plan and a Deferred Compensation Plan. A Cafeteria Plan is offered with a cafeteria allowance to the employee in the amount of $923.96/bi-weekly ($2001.91 per month $24022.96 annually) which can cover or partially offset premiums or contributions. Any amount not used for purchasing benefits is included as income. The total cafeteria payment is included when calculating retirement contributions and benefits. For detailed information on the Countys benefits program visit our website at under Human Resources/Benefits.
Life Insurance:The County provides eligible employees with life insurance coverage as follows:
1 but less than 3 years of continuous service: $1000
3 but less than 5 years of continuous service: $3000
5 but less than 10 years of continuous service: $5000
10 years of continuous service or more: $10000
Regular employees in this unit shall be provided with a supplemental life insurance policy with a face value up to $75000. Employees may purchase additional term life insurance up to a maximum of $200000 at the group rate.
Section 125 Flexible Benefits Plan:This is a voluntary program that allows employees to use pre-tax dollars to pay for health-related expenses that are not paid by a medical dental or vision plan and dependent care costs. Annual limits are set by the IRS and may change each year.
Retirement Plan:Employees of the County are covered by the County Retirement Act of 1937. Please visit the San Joaquin County Employees Retirement Association (SJCERA) at for more information. NOTE: If you are receiving a retirement allowance from another California county covered by the County Retirement Act of 1937 or from any governmental agency covered by the California Public Employees Retirement System (PERS) you are advised to contact the Retirement Officer of the Retirement Plan from which you retired to determine what effect employment in San Joaquin County would have on your retirement allowance.
Deferred Compensation:The County maintains a deferred compensation plan under Section 457 of the IRS code. You may annually contribute $18000 or 100% of your includible compensation whichever is less. Individuals age 50 or older may contribute to their plan up to $ Roth IRA (after tax) is also now members of this unit the County shall make a contribution equal to 2% of the employees base salary to the deferred compensation plan.
Vacation: Maximum earned vacation is 15 days each year up to 10 years; 20 days after 10 years; and 23 days after 20 years.
Holidays: 14 paid holidays per year.
Vacation Cash-Out: Members shall have the option of purchasing up to eight 8-hour days vacation time once each calendar year from the members accumulated vacation with the approval of the County Administrator.
Administrative Leave: Each fiscal year department heads grant 10 days of administrative leave to eligible salaried employees. Administrative leave may not be carried beyond to the next fiscal year.
Sick Leave: 12 working days of sick leave annually with unlimited accumulation. Sick leave incentive: An employee is eligible to receive eight hours administrative leave if the leave balance equals at least one-half of the cumulative amount that the employee is eligible to accrue. The employee must also be on payroll during the entire calendar year.
Bereavement Leave: 3 days of paid leave for the death of an immediate family member 2 additional days of accrued leave for death of employees spouse domestic partner parent or child.
Merit Salary Increase:New employees will receive the starting salary which is the first step of the salary range. After employees serve 52 weeks (2080 hours) on each step of the range they are eligible for a merit increase to the next step.
Recruitment Incentives: Upon the request of the Department Head and with the approval of the County Administrator or his designee the following recruitment incentives may be provided:
a)Reimbursement of moving expenses: Actual documented cost ofmoving to a maximum of $2000. Costs may include movingexpenses interim housing and travel expenses related to the movefor the candidate and his/her family. Any approved reimbursementshall be made contingent upon employment in two incrementalpayments: the first payment after six months of service the secondafter twelve months of service.
b) Vacation Accrual Rate: The San Joaquin County vacation accrualrate consistent with the candidates total years of public service.
c) Sick Leave: If the candidate is leaving other employment to acceptthe San Joaquin County position credit of the candidates actualunreimbursable sick leave hours from the candidates last agencywill be a maximum of 160 hours. Such hours shall be subject to SanJoaquin Countys minimum sick leave cash out provisions.
Educational Reimbursement Program: The County offers an Educational Reimbursement Program which reimburses the employees up to $850 per fiscal year and up to $1600 per fiscal year for enrollment in an approved career-related course work. Attorney members assigned to this unit may be reimbursed up to $520 as partial payment of California Bar Association dues not to exceed actual amount of the dues.
Parking Supplemental Downtown: The County contributes up to $17 per pay period for employees who pay for parking and are assigned to work in the Downtown Core Area.
School Activities: Employees may take up to 40 hours per year but not more than eight (8) hours per month to participate in their childrens school activities.
Selection Procedures
Selection Process
HOW TO APPLY
Apply Online:
By mail or in person:
San Joaquin County Human Resources
44 N. San Joaquin Street Suite 330
Stockton CA 95202
Office hours:
Monday Friday 8:00 am to 5:00 pm; excluding holidays.
Phone:
Job Line:
For current employment opportunities please call our 24-hour job line at .
When a final filing date is indicated applications must be filed with the Human Resources Division before 5:00 p.m. or postmarked by the final filing date. Resumes will not be accepted in lieu of an application. Applications sent through county inter-office mail which are not received by the final filing date will not be accepted. (The County assumes no responsibility for mailed applications which are not received by the Human Resources Division).
San Joaquin County Substance Abuse Policy: San Joaquin County has adopted a Substance Abuse Policy in compliance with the Federal Drug Free Workplace Act of 1988. This policy is enforced by all San Joaquin County Departments and applies to all San Joaquin County employees.
Equal Opportunity Employer: San Joaquin County is an Equal Employment Opportunity (EEO) Employer and is committed to providing equal employment to all without regard to age ancestry color creed marital status medical condition national origin physical or mental disability political affiliation or belief pregnancy race religion sex or sexual orientation. For more information go to Experience:
Director
Employment Type
Full-Time
Key Skills
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