Non-Represented/ At-Will/ Confidential
EEO Job Category
Under the direction of the Human Resources Director, the Senior
Human Resources Specialist plans, organizes and performs the most
highly complex professional, technical, and analytical work, to
implement the Districts Human Resources programs. An incumbent may
be assigned to one or several of the following program areas:
employee & labor relations, training and development, recruitment &
selection, benefits & compensation, policy compliance and leaves
Incumbents in the classification may not perform all the duties
as listed, depending upon the program(s) assigned. Additionally,
the listed duties are not necessarily inclusive of all duties that
may be assigned.
ESSENTIAL FUNCTIONS (without limitation):
Serve as a lead for professional, technical and clerical staff to
support daily HR program operations of the Department.
Evaluate assigned programs and review policies, procedures, and
methods used relative to effective utilization of resources and
achievement of goals; formulates, develops, recommends, and/or
implements action for program improvement.
Advise employees, managers and supervisors on established policies,
procedures and guidelines.
Prepare and present Board Action Items (BAI) within respective
Write correspondence and prepare reports on a variety of technical,
professional and legal matters; deliver associated presentations on
Assist in the preparation of the annual budget.
Utilize computer software and/or human resources-related
information systems to perform duties, and train users on same.
Conduct special studies as assigned; prepares reports on various
human resources programs; prepares recommendations for
consideration to management.
Interpret and explain human resources management provisions of
laws, rules, policies, ordinances and agreements to District
officials, employees, employee organizations, and the public.
Perform daily activities in accordance with applicable human
resources policies, procedures, methods and techniques.
Perform data analysis and report preparation-incorporating
determinations into recommendations.
Provide efficient and effective assistance and service to District
employees and external customers.
Train staff; provide information and guidance on applicable human
resources policies, procedures, methods and techniques; respond to
questions and assist in reviewing work products.
When assigned to Employee and Labor Relations:
1. Support the Human Resources Director with complex employee and
labor relations matters; perform detailed analysis of data; plan,
recommend, and implement solutions and strategies to resolve
employee/labor relations matters; assist in the collection and
preparation of data used in negotiations; draft contract
2. Conduct and facilitate meet and confer obligations.
3. Conduct and participate in workplace investigations and
fact-finding; recommend and implement resolution strategies and
prepare associated reports off findings; provide consultation to
managers and supervisors; analyze complaint trends and develop
recommendations for specific training or other remedial action as
4. Conduct grievance processing and dealing with disciplinary
matters; interpret provisions of the Memorandum of Understanding
with managers and employee organizations; conduct meet and confer
process; coordinate discipline process.
5. Facilitate & Conduct Labor Management meetings as needed.
6. Prepares research and studies in preparation for District
negotiations; assists in drafting and revising proposal
7. Provide professional and technical advice regarding contract
language, personnel rules and
Regulations, policies, procedures, and labor law.
8. Research and analyze legislation and federal and state
regulations for their effect on personnel functions.
9. Prepare reports for in-house decision-making and
professional/technical correspondence, including Board of Directors
communications; make oral presentations of findings and
When assigned to Training and Development:
1. Develop and present training on HR policies and topics to
employees and management.
2. Collaborate with management to determine short-term and
long-term training needs to build scalable, sustainable training
plans and results.
3. Design, develop and implement impactful curriculum with pre and
post training assessments, action learning, training workshops and
e- learning to meet business needs.
4. Conduct research with subject matter experts and others as
needed to define training content and to establish solutions to
alleviate knowledge and skill gaps.
5. Stay abreast of best practices in training and development, to
develop methods for continuously renewing/refreshing curriculum
6. Design, develop and publish annual Human Resources Development
7. Coordinate, schedule and facilitate trainings and serve as
subject matter expert for supervisors and managers.
8. Identify, recommend, and implement innovative and cost-effective
9. Ensure that ongoing deployments of curriculum, workshops, and
training content are effective and efficient.
10. Coordinate and plan contractors and vendors when external
training is needed.
11. Evaluate and ensure vendor performance meets or exceeds defined
performance standards and adheres to overall company policies and
12. Establish a registration & tracking program for employee
14. Administer training processes and policies.
When assigned to Recruitment & Selection:
1. Liaise between subject matter experts, division management and
human resources staff to assist with the development of job
postings, examinations, recruiting and onboarding.
2. Receive and process staffing requests to fill new or existing
positions; follows up with hiring authority to plan a recruitment
3. Oversee recruitments; review and approve staffing requisition
forms submitted to fill vacancies; review and approve recruitment
literature including bulletins, advertisements, and brochures.
4. Meet with hiring manager to discuss recruitment and selection
needs; design and develop recruitment plan and provide technical
assistance regarding recruitment and selection issues.
5. Receive and review classification change and communicate results
to the hiring authority; respond to staffing issues and interpret
and communicate policies and procedures.
6. Oversee functionality and accuracy within an automated
recruitment system including web page management, applicant
tracking, test question banking, and metrics.
7. Develop and design recruitment literature including bulletins,
advertisements, and brochures.
8. Obtain raters for interviews and other test parts and instructs
raters regarding procedures and standards to be applied.
9. Plan and develop tests for required competencies for knowledge,
skills, and abilities and establishes test standards. Schedule and
proctor tests and interviews.
10. Compile, calculate, and analyze numerical data and prepare
tables for final hiring recommendation.
11. Receive and review background check reports and conducts
reference checks and makes job offers and negotiate salary.
12. Conduct recruitment campaign and represent CVWD at career days,
job fairs, and other events.
13. Develop inclusion strategies and outreach initiatives
attracting candidates from disadvantaged and underrepresented
14. Research and track internal and external factors that affect
recruitments including economic and workforce trends, technology,
and process improvements.
15. Respond to requests for information.
When assigned to Benefits and Compensation:
1. Provides direct and indirect assistance in the administration
and coordination of medical, dental and vision plans and contracts
as well as other benefit plans such as life and disability
insurance, retiree, flexible benefit plans, employee assistance and
2. Evaluate and make recommendations on various benefits options
and work with brokers, insurance carriers, plan administrators,
healthcare providers, employees, labor representatives and others
to meet employee and District needs.
3. Provide direction and coordination regarding Public Employees
Retirement System (PERS) matters
4. Administers HR-NET including processing personnel actions,
position control, and maintaining the table of classifications
titles, salary schedules, and salary roll-ups.
5. Performs classification and compensation studies which includes:
conducting job analysis; conducting and responding to compensation
studies and analysis; interpreting and applying classification and
compensation methodologies, policies, procedures, and applicable
laws; representing the District in meet and confer processes with
bargaining units; serving as a project manager, providing
recommendations on pay structures; preparing written analysis and
agenda items; and performing related activities.
6. Conduct the disability leave and job accommodation interactive
process using strong problem- solving skills; analyze essential job
functions as compared to restrictions; develop recommendations for
on-the-job accommodations; consult and coordinate with appropriate
decision makers and document the interactive process. Issue Notices
of Status and Findings.
7. Facilitate and train District employees on HR policies and/or
When assigned to Policy Compliance & Leaves Administration:
1. Lead in the development, implementation and evaluation of new or
revised policies or programs.
2. Advise employees, managers, and supervisors on established
policies, procedures, and guidelines.
3. Maintain knowledge of all relevant local, state, federal and
other regulatory agency laws, rules, regulations, and policies to
ensure program compliance.
4. Facilitate and train District employees on HR policies and/or
5. Direct and ensure the maintenance of records and preparation of
reports necessary for program operations; prepare correspondence
and reports as required.
6. Consult with organizational managers and supervisors to provide
guidance and expertise on disability/leave management consistent
with State and Federal laws, memoranda of understanding, and other
applicable sources of authority.
7. Conduct good faith ADA Interactive Process with employees and
document the process; effectively shepherd the process through
resolution, including proper documentation and effective
communication with multiple stakeholders. Issue status report and
8. Review and analyze employee leave and disability accommodation
requests and makes determinations regarding eligibility.
9. Develop and implement new disability/leave management programs,
procedures, guidelines, forms and educational training materials;
conduct special studies and prepare reports.
10. Develop a comprehensive tracking program for all employee
leaves of absences and accommodations.
Certificates, Licenses, Registration and Other Requirements
Fundamental principles and practices of public sector human
resources administration, including practices methods and
techniques related to one or more of the program areas of
recruitment and selection, employee/labor relations, training and
development, policy development and compliance, leaves
administration and benefits and compensation.
Principles, techniques and activities related to employee and labor
relations serving as an employer representative in a complex
collective bargaining unit environment.
Business computer applications such as Microsoft Office Suite,
HRIS, benefits administration systems and applicant tracking
Collective bargaining laws, procedures, and practices.
Principles and practices of administering Memorandums of
Understanding with employee organizations, processing grievances,
and dealing with disciplinary matters.
Procedures and requirements associated with administrative
Principles and methods for developing performance improvement
Techniques and methods for effective training of human resources
Research and statistical analysis practices.
Principles of technical report preparation and professional
Principles of effective presentations and public speaking.
Pertinent local, state and federal laws, ordinances and rules.
Principles and practices of effective customer service.
Concepts, instructional methods, instructional aids and materials
necessary for developing, implementing and evaluating employee
Skills & Abilities:
Interpret and explain pertinent local, state, federal and District
and department policies and procedures.
Perform difficult and complex human resources work, ensuring
compliance with District policies and procedures, local, state and
federal laws and regulations.
Analyze systems, administrative and management practices and
identify opportunities for improvement; analyze situations quickly
and objectively, apply appropriate elements of decision-making and
determine the proper course of action.
Understand, interpret and apply complex laws, regulations,
policies, and procedures.
Use information systems and applicable software as tools in the
performance of human resources work.
Determine effective method of research; and compile data and
present in form most likely to enhance understanding.
Collect, research, analyze, evaluate, and interpret a variety of
complex statistical and narrative information and data and make
Perform accurate mathematical and statistical calculations in the
preparation of reports, forms, questionnaires, and surveys.
Develop and recommend policies and procedures related to assigned
Supervise, train, and evaluate assigned professional, technical and
Communicate clearly and concisely, both orally and in writing.
Establish and maintain effective, collaborative and respectful
working relationships with those contacted in the course of
Recognize, identify, and resolve conflict or problems of a
sensitive or political nature.
Function under challenging conditions and/or confrontational
situations requiring instructing, persuading and motivating
Exercise exemplary independent judgment and initiative, maintain a
high degree of confidentiality, and maintain professional demeanor
and composure in stressful or confrontational situations.
Consistently provide exceptional quality service and work
Bachelors degree from an accredited college or university in human
resources management, business administration, public
administration, industrial relations, organizational psychology, or
a closely related field. Masters Degree in Human Resources highly
LICENSES & CERTIFICATIONS:
Possession of a valid California Class C Driver License is required
at time of appointment and must be valid at all times during
Professional HR Certification Designation, such as PHR, SPHR,
SHRM-CP, and SHRM- SCP is required or must be obtained within
twelve months from the date of appointment.
Seven (7) years of progressively professional level experience in a
multi-faceted public sector human resources role within a
collective bargaining unit environment.
Microsoft Office Proficiency:
Intermediate Level or Above in Word, PowerPoint & Excel.
Coachella Campus and/or Palm Desert Campus
Work is primarily indoors sitting at a desk for prolonged periods
with the ability to move about at will. Also travels moderately
outside the office to satellite offices and/or District property
sites. Position requires walking, reaching, standing, twisting,
turning, kneeling, bending, squatting, and stooping in the
performance of daily duties. Position also requires grasping,
repetitive hand movement, and coordination in the preparation of
correspondence, minutes, reports, and forms using a computer
See Human Resources for Physical Assessment Form.
Testing for this position may include, but is not limited to the
following: written exam, proficiency assessment of Microsoft Office
applications: Word, Excel and PowerPoint, panel interview(s), oral
presentation, project assignment, etc.