HUMAN RESOURCES OFFICER - CLASSIFICATION & COMPENSATION

DESCRIPTION

Filing will remain open until vacancy is filled. The first review of applications will begin 1/31. Filing may close at any time without further notice.

THE COMMUNITY

Ideally located on the Pacific Ocean south of Los Angeles, adjacent to Orange County, the City of Long Beach, California (population 470,000) is frequently described as a series of strong, diverse interwoven smaller communities within a large city. Enjoying an ideal Southern California climate, Long Beach is home to an abundance of cultural and recreational options. The Long Beach Convention Center, Aquarium of the Pacific, Queen Mary, and the annual Acura Grand Prix of Long Beach, plus a wide variety of other attractions (two historic ranchos, three marinas, and five golf courses), serve to draw 6.5 million visitors a year. The City is also home to California State University, Long Beach, and Long Beach City College. Cal State Long Beach is the second largest university in the state and was recently ranked the No. 3 best-value public college in the nation. Covering approximately 50 square miles, Long Beach is supported by a wide mix of industries with education, health and social services, manufacturing, retail trade, and professional services comprising the highest representation. Known for its livable and desirable neighborhoods, Long Beach was named by America’s Promise Alliance as one of the 100 Best Communities for Young People two years in a row. While it offers all the amenities of a large metropolis, many say Long Beach offers the added benefit of having maintained a strong sense of community and cohesiveness despite its growth. A superb climate, quality schools, a vibrant downtown, and a wide variety of neighborhoods help make Long Beach one of the most livable communities in the country.

CITY GOVERNMENT
Long Beach, a charter city formed in 1897, is governed by nine City Council members elected by district and a city-wide elected Mayor. Other elected officials include the City Attorney, City Auditor, and City Prosecutor.. The elected officials are elected to staggered four-year terms. The City Council appoints the City Manager, City Clerk, and Director of Police Oversight. The City Manager is responsible for the efficient administration of all City departments, excluding those under direction of a separately elected official, Board, or Commission. Long Beach is one of only three cities in California with its own Health Department and one of the very few municipalities with its own Utilities (Water and Gas) and Energy Resources Departments. The City is supported by a FY 2025 total budget of $3.6 billion with a General Fund budget of $752 million. More than 6,000 full- and part-time employees support municipal operations with the majority being represented by eleven recognized employee associations. To learn more about the City of Long Beach, go to: www.longbeach.gov.

THE DEPARTMENT

The Human Resources Department provides the full range of human resources support services to 24 departments throughout the city. HR’s services include labor relations, employee relations, benefits, organizational development, talent acquisition, salary, and classification administration, HRIS administration, oversight of personnel investigations, EEO compliance, occupational health services, risk management, and safety compliance. We believe that the City’s greatest assets are its employees and take great pride in managing the systems that support a highly productive, innovative, caring, and customer-oriented workforce. Our mission is to strategically support the City and its departments in attracting, developing, and retaining a highly skilled an diverse workforce. Our vision is to make Long Beach an employer of choice through a commitment to service and excellence. We are determined to continue pushing boundaries and making an impact in our community and workforce.

THE POSITION

The Human Resources Officer is an at-will management position that reports to the Manager of Administration within the Human Resources Department. The position will work closely with the bureau manager, other department divisions, and department stakeholders to support the development, revision, and analysis of classifications and compensation structures in support of recruitment, retention and operational effectiveness. The position manages and oversees classified and unclassified position descriptions, compensation, and analysis of positions internally and externally to support citywide operations, labor negotiations, and recruitment and retention efforts.

EXAMPLES OF DUTIES

The ideal candidate has strong leadership and analytical abilities and is capable of strategic, balanced decision-making, and will implement policies, procedures, and processes through teamwork and collaboration.

Duties of this position may include, but are not limited to:

• Lead and oversee the job analysis and classification process, including conducting job evaluations, developing and maintaining job descriptions, and ensuring accurate and equitable job classifications.
• Develop and maintain a job classification system that supports the citywide analysis of classification, and compensation, organizational structure, and meets legal and regulatory requirements.
• Conduct regular reviews of job classifications to ensure accuracy and alignment with current market conditions within the recognized comparable agencies and the the City's organizational needs.
• Lead and oversee job analysis that considers compensation issues within reporting relationships across the City, pay equity issues of same/comparable classifications, and creates consistency in pay structures that can serve as guidance for labor negotiations and the development and revision of classifications.
• Develop, implement, and maintain compensation strategies, including market research, salary surveys, and analysis of compensation data.
• Analyze compensation data to identify and address compensation among City classification and comparable agencies.
• Develop and recommend salary ranges and grades, within industry standards for supervisory differentials and while ensuring competitiveness among comparable agencies.
• Provide guidance on compensation decisions, including appointments, salary adjustments, promotions.
• Lead, mentor, and develop a high-performing team of HR professional responsible for supporting classification and compensation functions.
• Set performance goals, provide regular feedback, and conduct performance reviews for team members.
• Foster a positive and collaborative work environment within the team.
• Recruit, hire, and train new team members as needed.
• Stay informed of current trends and best practices in compensation and classification.
• Maintain knowledge of relevant laws, regulations, and industry standards.
• Represent the organization at industry conferences and professional development events.
• Manage and oversee special projects related to classification & compensation, such as compensation surveys, and system implementations.
• Collaborate with other HR Divisions/Bureaus and department stakeholders to support department operations, labor negotiations, recruitment & retention, and ensure successful project implementation.

REQUIREMENTS TO FILE

EDUCATION

• Graduation from an accredited college or university with a bachelor’s degree in Public or Business Administration, or a related field. *Proof required at time of application.
  • Candidates may substitute experience offering specific and substantial preparation for the duties of the position for the required education on a year-for-year basis.

EXPERIENCE

• At least three (3) years of increasingly responsible professional experience in human resources, which includes responsibilities in overseeing classification and/or compensation matters.
• With at least one (1) of those years in a supervisory or lead capacity.

DESIRABLE QUALIFICATIONS

• Master's Degree in Human Resources, Public Administration, Political Science, Business Administration, or a related filed.
• Certified Compensation Professional (CCP), Global Remuneration Professional ( GRP), or other relevant professional certifications.
• Experience working in the public sector in a unionized environment.
• Experience with workforce planning and succes sion planning.

SELECTION PROCEDURE

Filing will remain open until vacancy is filled. The first review of applications will begin 1/31. Filing may close at any time without further notice. T o be considered, applicants must submit a cover letter, resume, and proof of degree (qualifying with a degree), in PDF format. Applications will be reviewed for depth and breadth of experience, and for level and relatedness of education. The most qualified candidates will be invited to participate in further selection procedures. If you have any questions please call (562) 570-7165.

Applicants who do not meet the minimum requirements, including submission of all required attachments, will not be considered.

The City of Long Beach is an Equal Opportunity Employer . We value and encourage diversity in our workforce. The City of Long Beach is committed to creating a workplace where every employee is valued for who they are. Having our workforce reflect the diversity of our community at various levels of the organization is a continuous goal embraced by our departments, management staff, and policymakers. To support efforts of fairness and diversity, City Leadership is committed to incorporating equity and inclusion into our work by supporting staff and community partners. We are committed to promoting transparency by publishing updated demographic information for employees, including workforce diversity data and pay by race and gender.

The City of Long Beach will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act . You are not required to disclose your criminal history or participate in a background check until you receive a conditional job offer. If the City of Long Beach has concerns about a conviction that is directly related to the job after making a conditional job offer and conducting a background check, you will have the opportunity to explain the circumstances surrounding the conviction, provide evidence to mitigate concerns, or challenge the accuracy of the background report. Find out more about the Fair Chance Act by visiting https://calcivilrights.ca.gov/fair-chance-act.

The City of Long Beach is committed to maintaining fairness and transparency in our hiring practices. We believe in providing equal opportunities to all applicants and ensuring that every applicant is evaluated based on their qualifications and merit. If you believe that you have been unjustly disqualified based on minimum qualifications for an unclassified job opportunity, you have the right to appeal the decision. Find out more about the Unclassified Applicant Appeal Process by visiting Applicant Appeal Process (longbeach.gov) .

The City of Long Beach intends to provide reasonable accommodations in accordance with the Americans with Disabilities Act of 1990. If special accommodation is desired, or if you would like to request this information in an alternative format, please call (562) 570-7165.

In support of the City’s Language Access Policy, bilingual skills (Spanish, Khmer and/or Tagalog) are desirable for positions interacting with the public.

For technical support with your governmentjobs.com application, please contact (855) 524-5627.

The City of Long Beach offers its employees opportunities to grow personally and professionally.As a permanent employee, you are eligible to receive fringe benefits that include:

Retirement:California Public Employees' Retirement System (PERS) defined benefit retirement plan, which is coordinated with Social Security. The benefit is 2.5% or 2.7% (depending on hire date) @55 for "Classic" members and 2% @62 for new members as defined by PEPRA, subject to the compensation limitations set by PERS. Both the City and the employee contributes toward CalPERS retirement contributions. The city also participates in Social Security.

Health and Dental Insurance:The City offers the choice of HMO and PPO plans. The city pays major portion of the premium for employee and dependents depending on the health/ dental plan selected.

Life Insurance:City-paid term life insurance policy equal to three (3) times annual salary to a maximum of $500,000.

Disability Insurance:City-paid short-term and long-term disability insurance.

Management Physical:Annual City-paid physical examination.

Vacation:Twelve (12) vacation days after the first year of service; 15 days after four years, six months of service; 20 days after 19 years, six months of service.

Executive Leave:Forty (40) hours Executive Leave per year. The City Manager has discretion to grant an additional 40 hours each year.

Sick Leave: One day earned per month; unlimited accumulation; conversion upon retirement to cash credit toward health and/or dental insurance premiums, or to pension credits.

Holidays:Eleven (11) designated holidays per year, plus four personal holidays to be used at the employee's discretion.

Transportation Allowance:Monthly allowance is allocated by classifications below;

• Department Head $650.00
• Deputy Director/Manager/Director (Harbor/Utilities) $550.00
• Division Officer/Superintendent/ Chief of Staff / Administrator / Principal DCA $450.00
• Assistant to Executive / Executive Assistant / Executive Secretary/ Executive Support Staff $300.00

Deferred Compensation Plan:Optional for employee contribution to a supplementary retirement savings program available through Mission Square Retirement formerly ICMA-RC Retirement Corporation).

• Classic CalPERS Members: The City will contribute a maximum of up to two percent (2%) of base salary* for all qualified Classic CalPERS members.
• Public Employees’ Pension Reform Act (PEPRA) CalPERS Members: Effective the second full pay period following City Council adoption, the City contribution will increase from two percent (2%) to three percent (3%) of base salary* for all qualified PEPRA CalPERS members.

Flexible Spending Account (FSA):Optional election for employees to reduce taxable income for payment of allowable childcare or medical expenses.

Flexible/Hybrid Work Schedule:Available (subject to City Manager approval).

Paid Parental Leave: The City provides one hundred and sixty (160) hours of Paid Parental Leave at 100% of salary, for the birth, adoption or foster placement of a child, regardless of the gender, marital status or sexual orientation of the parent.

Closing Date/Time: Continuous

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• City of Long Beach

• 5625707057

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