Assistant County Administrator / Human Resources Director

Glenn County is seeking an accomplished Human Resources executive who is ready to take the next step in their career by serving in a unique dual-role as the County's Assistant County Administrative Officer and Human Resources Director. 

Reporting directly to the County Administrative Officer, this executive leadership position goes well beyond traditional human resources management. The successful candidate will lead the County's Human Resources Department while partnering with executive leadership on organization-wide strategy, budget development, operational initiatives, labor relations, policy development, and Board of Supervisors priorities. In addition, the position provides executive oversight of the County's General Services Department, including Fleet, Facilities, and Information Technology. 

This is an exceptional opportunity for an experienced HR executive who is interested in expanding into executive county administration and developing the broad leadership experience often associated with future County Administrative Officers. 

The ideal candidate is an accomplished executive leader with exceptional political acumen, sound judgment, and a demonstrated ability to build strong relationships, lead organizational change, and navigate complex public-sector environments. Success in this role requires balancing strategic human capital leadership with executive operational oversight while helping position the County for long-term organizational excellence, operational effectiveness, and exceptional public service. 

Most importantly, you're excited by the opportunity to grow beyond traditional HR and become a trusted executive partner in leading a county organization. 

EXAMPLES OF DUTIES

Executive & Administrative Leadership

•  Assists the CAO in planning, directing, and coordinating County operations and strategic initiatives
•  Acts on behalf of the CAO in their absence or as delegated
• Provides staff support to the Board of Supervisors, including agenda development, presentations, and policy recommendations
• Leads or supports complex, high-impact organizational initiatives and special projects.

Human Resources Administration

•  Directs and administers all County human resources functions, including:
•  Classification and compensation
•  Recruitment and selection
• Labor and employee relations
•  Disciplinary processes and investigations
•  Leave management and accommodation (IAP) processes
•  Policy development and compliance
•  Serves as the County’s chief labor relations representative or lead negotiator
•  Ensures compliance with federal and state employment laws and regulations
•  Advises department heads and executive leadership on sensitive personnel matters

General Services Oversight (Fleet, Facilities, IT)

• Provides executive oversight of Countywide internal central service departments
•  Ensures efficient, cost-effective delivery of services supporting County operations
•  Coordinates capital planning, facility maintenance, fleet operations, and IT infrastructure planning
• Aligns General Services functions with County strategic and budget priorities

Fiscal & Budget Responsibilities

• Works closely with the CAO and fiscal staff in development and administration of the County budget
• Participates in long-range financial planning and resource allocation strategies
• Monitors departmental budgets under assigned areas of responsibility

Policy Development & Organizational Strategy

•  Develops, analyzes, and implements County policies, procedures, and organizational structures
• Provides strategic guidance on workforce planning, succession planning, and organizational design
• Conducts studies and prepares reports on administrative, fiscal, and operational issues

Intergovernmental & Public Relations

•  Represents the County in meetings with employee organizations, outside agencies, and community stakeholders
•  Maintains effective working relationships with department heads, elected officials, and external partners

EDUCATION AND EXPERIENCE

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

EDUCATION:

• Bachelor's degree from an accredited college or university in public administration, business administration, human resources, social work, or a closely related field. 

EXPERIENCE:

• Five ( 5) years of progressively responsible management experience in public sector administration, human resources, or a closely related field, including significant experience in supervision and organizational leadership. 

SUBSTITUTION:

• A Master's degree in public administration, business administration, law, or a closely related field may substitute for one (1) year of required experience.