(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.

• Enhanced onboarding and offboarding process by implementing exit interviews and more streamlined background checks.

• Continuation of classification review and updates with various job specifications for County departments.
• Increased training opportunities by adding more sessions to the employee Professional Development Training Program.
• County reached agreements with increased contirbutions to health insurance, including a Health Reimbursement Account (HRA), bringing cost savings to employees and their dependents.
• Increased our community outreach through more in-person engagements. 
• Expanded the HR team to ensure smoother operations and better employee support.
• Updated a variety of HR work processes and procedures to streamline responsiveness for county and department needs.
• Improved organizational tracking with a more structured and efficient Position Control which helps effectively manage the County's workforce. 
• Implemented the recently mandated Workplace Violence Prevention Plan (SB553) for employees.

• 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.

• Add additional NeoGov software platforms to assist HR operations, including: Onboarding, eForms, Perform, and Learn.
• Launch an employee intranet and continue the development of the HR website for public use.
• Develop and implement Leadership and First-line Supervisor Training programs.
• Implement County training to promote an inclusive workplace and culturally competent service delivery and provide other valuable employee training.
• Continue establishing HR relationships with departments (i.e., through monthly visits).
• Develop and establish an employee service award program or other employee recognition program.
• Implement an HR scanning system for all HR Personnel Files for electronic record retention and reduce paper usage for other processes (i.e., onboarding, interviews, enrollment of benefits, employee leave documentation).
• Improve information accessibility, accuracy, and input from the HRIS system.
• Update Personnel Policies and Procedure Handbook for ongoing changes.
• Create an HR Mission Statement.
• Implementation of an employee Off-Duty Cannabis Use policy per AB 2188.