(1080) Human Resources

The Human Resources Department is responsible for Human Capital, the most vital asset to the County. It provides administration of the personnel and management programs, including recruitment and examination, position classification, compensation, leaves and benefits administration, employee training, labor relations, equal employment, risk management, workers’ comp safety, incentive programs, and liability insurance. The Human Resources Department works closely with management to create a top workplace environment for employees.

• A Classification and Compensation study is close to being completed, ensuring class specifications are updated, and compensations are marketable.
• Launched a new county recruitment website www.sbchr.us
• Expanded recruitment outreach activity through targeted recruitment and broader diverse outreach.
• Tailored benefit plans for cost savings to our employees.
• BusinessSolver became completely paperless for most all active employee benefits (except retirees).
• We are in test mode for extended use of NEOGOV, thereby streamlining the process and becoming paperless through electronic Hiring Approval Forms.
• Streamlined on-boarding and exiting process by providing appropriate documentation electronically.
• Reduced paper usage (i.e., in interviews, enrollment of benefits, employee documentation) by providing forms electronically, introducing DocuSign, and using tablets in interviews.
• Implemented Self Service, paperless Benefit Open Enrollment.
• We have successfully branded the HR Division by creating an HR Logo, motto, and letterhead.
• Promoted recruitment is at local job fairs.
• Established a relationship with Worksite Wellness and was able to provide free bio-metrics testing to our employees in the Employee Health Fair.

• Attracting, retaining, and developing a diverse and talented workforce to serve our community at all levels of the organization.
• Implementing and complying with changing state and federal legislation.
• Succession planning for the future while retaining institutional knowledge.

• Develop an employee intranet.
• Develop and implement a monthly Supervisor Training, including “new” supervisor training.
• Update Supervisor Handbook to electronic format.
• Enact a diversity initiative to promote an inclusive workplace and culturally competent service delivery
• Establish HR relationships with departments (i.e., through monthly visits).
• Develop and establish an employee engagement platform.
• Continue to reduce paper usage (i.e., in interviews, enrollment of benefits, employee documentation).
• Implement electronic record retention.
• Continue development of HR website.
• Implement exit interviews.
• Improve information accessibility, accuracy, and input from the HRIS system.
• •Update Personnel Policies and Procedure Handbook to be gender-neutral and inclusive.
• Hold a Health Fair for employees and retirees, for an increased employee and retiree education on Health Benefits through meetings (virtual), mailers, and emails.
• Create an HR Mission Statement