Human Resources, Risk, and Technology Director (At-will)

This is an open recruitment. Qualified candidates from the public and qualified career City employees are encouraged to apply. The eligibility list that is developed from this recruitment process may be used to fill future vacancies in the Human Resources Risk and Technology Director classification or in similar classifications.

The anticipated start date for this position will be after July 1 2026 and is contingent on Council adoption of the FY 26/27 Budget.

Applications will be accepted on a continuous basis until a sufficient number of qualified applications have been received or until the position has been filled. This recruitment may close at any time without notice. The next review of applications will take place on May 8 2026.

DEFINITION

Establish and oversee strategic direction for the Department. Ensure the Citys vision mission and goals are in alignment with the City of Hollister Business Plan and incorporated into daily operations and services. This classification will provide sound counsel to the Senior Leadership Team lead the Citys Labor Relations initiatives and continuously improve Human Resources Risk Management and Technology programming and systems.

SUPERVISION EXERCISED

The Director classification reports to the City Manager. Will exercise direct supervision over professional technical and clerical staff in the Human Resources Risk Management and Information Systems and Technology Divisions within the Department.

Duties may include but are not limited to the following:

• Oversee technology infrastructure customer service and asset administration.

• Ensure the department operations are administered in a manner that achieves the Citys business plan and goals and delivers outcomes important to the community.

• Forecast the Departments future needs based on the Citys changing needs and workforce.

• Demonstrate courage credibility and a strong commitment to building relationships fostering equity and inclusion and retaining a talented workforce.

• Serve as spokesperson for the City Managers agenda among staff members and as a key advocate for their priorities.

• Collaborate with organized labor units to ensure fair practices in the workplace and effective partnerships.

• Lead and manage Human Resources development through improvements.

• Demonstrate strong interpersonal skills and handle sensitive and confidential situations.

• Develop solutions and implement innovative strategies for recruitment retention succession planning training and development leave administration employee benefits and safety.

• Coach managers to consistently utilize City adopted leadership models; ensure assigned staff hold employees accountable for meeting deadlines and objectives.

• Oversee the implementation of short and long-range business plans goals and performance measures of the department.

• Provide technical and policy information to the public city council staff and other stakeholders.

• Develop and monitor the department budget; assess future needs and determine resources necessary to accomplish goals.

• Attend City Council meetings and public hearings as needed; make public presentations at meetings and respond to questions and comments; present technical information and policy options related to employee benefits labor relations safety and risk management and other human resource topics.

• Provide guidance regarding disciplinary matters unions recruitment and onboarding classification systems compensation benefits employee performance management and labor management.

• Effectively communicate difficult complex and at times unpopular information both publicly and privately.

• Provide oversight into the recruitment and selection function classification and compensation system employee orientation and the performance evaluation system; research and develop appropriate policies and procedures.

• Direct training and development efforts; manage the citywide training calendar. Work with staff to valuate and determine training needs and priorities; develop training content and select and arrange for appropriate trainers; assist departments with concerns and questions regarding training.

• In conjunction with third parties serve as City expert on risk management risk reduction and risk transfer practices and policies and assess the risk of loss encountered by the City.

• Determine the feasibility and cost-effectiveness of transferring risks through insurance services and recommend risk retention levels.

• Oversee the administration and adjudication of all non-litigation claims and direct the maintenance of claims and lawsuit summaries.

• Direct scheduled analysis of property casualty and workers compensation claims.

• Serve as City expert on federal state and local labor laws statutes ordinances and reporting requirements.

• Direct the development and maintenance of records and documents to provide for proper evaluation control and documentation of the risk management and safety functions of the city.

• Foster a culture of equity and inclusion by welcoming and meeting the diverse needs and perspectives of groups and individuals.

• Remain current with relevant technological advancements as it relates to field.

• Perform other duties as assigned.

Experience and Training Guidelines

Any combination equivalent to experience and training that would provide the required knowledge skills and abilities would be qualifying. A typical way to obtain the knowledge skills and abilities would be:

Experience:

Ten (10) years of experience in Human Resources administration Risk Management Labor Relations Recruiting Testing Classification & Compensation and/or Personnel regulations. Five (5) years of direct management experience.

Training:

Bachelors degree in business public administration or related field.

Desired Certification(s):

• Society for Human Resources Management Certified Professional (SHRM-CP).

• Human Resources Certification Institute (HRCI).

• Professional in Human Resources (PHR).

• Senior Professional in Human Resources (SPHR).

Knowledge of:

• Principles and practices of public human resources administration including recruitment and selection classification and compensation employee benefits workers compensation labor relations and employee training and development.

• Federal and State of California employment laws and regulations including but not limited to wage and hour laws equal employment opportunity workplace discrimination and harassment leaves of absence (e.g. FMLA/CFRA) disability accommodation and employee privacy requirements.

• California public sector labor relations including the Meyers-Milias-Brown Act collective bargaining processes contract interpretation and administration of Memoranda of Understanding (MOUs).

• Principles and practices of risk management including risk identification evaluation mitigation and financing strategies in a municipal environment.

• Public agency liability and insurance programs including general liability workers compensation property and risk pooling through organizations such as California Joint Powers Insurance Authority or similar entities.

• Workers compensation laws claims management return-to-work programs and occupational health and safety regulations including California Division of Occupational Safety and Health standards.

• Investigation techniques and procedures including conducting administrative investigations preparing findings and ensuring due process.

• Training and development principles including leadership development succession planning and workforce planning in a public agency setting.

• Information systems used in human resources and risk management including HRIS payroll systems and claims management systems.

• Principles of supervision management and leadership including team development coaching and performance evaluation.

• Principles and practices of organization management supervision and budgeting.

• Principles of effective technology infrastructure and assets.

Ability to:

• Plan organize and direct municipal human resources risk management and information systems and technology programs and activities.

• Represent the City and negotiate with represented groups.

• Analyze situations accurately and adopt an effective course of action.

• Evaluate the impacts of policies projects programs and activities.

• Effectively lead and communicate with diverse groups and organizations.

• Anticipate problems and develop contingency plans.

• Effectively negotiate and build skills to create partnerships.

• Communicate effectively (verbally and written).

EMPLOYMENT STATUS AND TERMS

This position is designated as an At-Will employment position. The incumbent in this position serves at the pleasure of the City Manager and does not have property rights in continued employment. This position is not subject to the procedures contained within Section 12 of the City of Hollister Personnel Rules and Regulations as it may be amended or renumbered from time to time. Similar to contract employees the incumbent may be discharged with or without cause and with or without prior notice at any time at the sole discretion of the City Manager or designee.

Special Requirements

Essential duties require the following physical skills and work environment:

• Move through City facilities and buildings.

• Operate a computer and other office equipment.

• Communicate with City employees and residents.

• Lift or move items weighing up to 20 pounds on occasion.

• Work is performed in an office environment.

• Noise level in the office is moderately quiet.

• Work evening and/or weekend hours as needed.

• Night meetings may be required.