Assistant Director of Human Resources

Assistant Director of Human Resources

Salary

$167,415.00 - $249,180.00 Annually

Location

Port of San Diego, CA

Job Type

Full-time

Job Number

FY 25/26 #00127

Department

Administration Branch

Division

Human Resources

Opening Date

07/09/2026

Closing Date

7/23/2026 11:59 PM Pacific

• Description
• Benefits
• Questions

Description

Great organizations are built by great people-and great people need exceptional leaders. As our next Assistant Director of Human Resources, you'll be a trusted advisor, culture champion, and strategic partner, helping to attract, develop, and retain the talent that drives our success. If you're passionate about leadership, employee engagement, and transforming ideas into action, we invite you to join our team. This is more than an HR role-it's an opportunity to influence the future of our organization and make a lasting impact on the employee experience.

As the Assistant Director of Human Resources, you will provide leadership and oversight to a team of managers and analysts supporting both the Human Resources and Organizational Development functions. Together, these teams manage the full employee lifecycle-from talent acquisition and onboarding through career development, employee relations, and retirement. The ideal candidate will be a well-rounded HR professional with deep expertise across all major human resources disciplines, including recruitment, employee relations, classification and compensation, benefits administration, leave management, HRIS, workers' compensation, and learning and development.

This position will require the ability to work some nights and weekends.

A hybrid work schedule may be a possibility, however you will be required to be in office on Mondays and Fridays and will need to be in office for at least the first 90 days of employment. The current hybrid work schedule allows for two remote days a week.

This department works a 9/80 schedule.

Hiring Range Negotiable Between: $167,415.00 - $204,246.00 DOE/DOQ*

DEFINITION

Under general direction, provides administrative and management assistance to the Director of Human Resources in planning, directing, and reviewing functions and activities of the Human Resources Department, including organizational development programs that are aligned with the business goals and overall District business strategies including but not limited to organizational design, recruiting, selection, onboarding, orientation, performance management, coaching, workforce planning, and personnel development; formulates departmental policies, goals, and directives; provides highly responsible and complex professional assistance in areas of expertise; acts as the Director of Human Resources in his/her absence; and performs related duties as assigned.

SUPERVISION RECEIVED AND EXERCISED

Receives general direction from the Director of Human Resources. Exercises direct supervision over professional and technical staff.

CLASS CHARACTERISTICS

This is a deputy department director classification that oversees, directs, and participates in all administrative activities of the Human Resources Department, including short- and long-term planning as well as development and administration of departmental policies, procedures, and services. This class assists the Director of Human Resources in a variety of administrative, coordinative, analytical, and liaison capacities. Successful performance of the work requires knowledge of public policy, Port functions and activities, including the role of the Board of Port Commissioners, and the ability to develop, oversee, and implement projects and programs in a variety of areas. Responsibilities include coordinating the activities of the department with those of other departments and outside agencies and managing and overseeing the complex and varied functions of the department. The incumbent is accountable for accomplishing departmental planning and operational goals and objectives, and for furthering goals and objectives within general policy guidelines. This class is distinguished from the Director of Human Resources in that the latter is a department director responsible for all Port Human Resources department functions. The incumbent may act for the Director of Human Resources in his/her absence.

Essential Duties and Responsibilities

Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so qualified employees can perform the essential functions of the job.

• Provides administrative and management assistance to the Director of Human Resources in planning, directing, and reviewing functions and activities of the Human Resources Department including organizational design, recruiting, selection, onboarding, orientation, performance management, coaching, workforce planning, and personnel development; acts as the Director of Human Resources in his/her absence.
• Develops, directs, and coordinates the implementation of goals, objectives, policies, procedures, and work standards for the Department; continuously monitors and evaluates the efficiency and effectiveness of service delivery methods and procedures; assesses and monitors the distribution of work, support systems, and internal reporting relationships; identifies opportunities for improvement; directs the implementation of change.
• Manages and participates in the development and administration of the department's budget; directs the forecast of additional funds needed for staffing, equipment, and supplies; directs the monitoring of and approves expenditures; directs and implements budgetary adjustments, as necessary.
• Selects, trains, motivates, and directs Department personnel; evaluates and reviews work for acceptability and conformance with department standards, including program and project priorities and performance evaluations; works with employees to correct deficiencies; implements discipline and termination procedures; responds to staff questions and concerns; provides leadership and support to assigned staff; oversees staff training; promotes a positive environment for employee relations.
• Guides departments through the workforce planning process, reviewing workforce data, forecasting and predicting upcoming changes, and assisting them in planning for, and adapting to those changes.
• Manages and oversees new projects, process changes, and system impartments; researches needed updates and process gaps, meets with stakeholders, conducts needs analysis, designs and prepares training materials and communication plans; oversees implementation of new and updates systems and processes.
• Monitors and implements legal, regulatory, technology, and societal changes and court decisions that may affect the work of the department; determines equipment acquisition, training programs, and procedural changes to ensure retention of qualified staff and the provision of services to the community in an effective, efficient, and economical manner.
• Oversees the development of consultant requests for proposals for professional services and the advertising and bid processes; evaluates proposals and recommends project award; coordinates with legal counsel to determine Port needs and requirements for contractual services; negotiates contracts and agreements and administers same after award.
• Represents the department to other Port departments, elected officials, and outside agencies; explains and interprets departmental programs, policies, and activities; negotiates and resolves significant and controversial issues.
• Plans, organizes, supervises, and participates in staff development programs; develops and manages a comprehensive staff development and training program; determines training needs and recommends programs to management; advises administration in formulating training plans; prepares and secures training materials; analyzes and evaluates the effectiveness of trainers and training; confirms outside speaking engagements and serves on training related committees.
• Conducts various departmental organizational and operational studies and investigations; recommends modifications to programs, policies, and procedures as appropriate.
• Participates in and makes presentations to the Board of Commissioners and a wide variety of committees, boards, and commissions; attends and participates in professional group meetings; stays abreast of new trends and innovations in the field of Human Resources.
• Directs the maintenance of working and official departmental files; prepares, reviews, and presents staff reports, various management and information updates, and reports on special projects as assigned by the Director of Human Resources.
• Provides expertise, guidance, and assistance to staff, senior management, other Port personnel, and external customers; understands, enforces, interprets, and explains complex regulations, laws, and guidelines; responds to public inquiries and complaints and assists with resolutions and alternative recommendations; serves as a spokesperson for the Department at community events, meetings, and other public relations activities.
• Performs assigned disaster service worker responsibilities, as directed.
• Ensures staff observe and comply with all Port and mandated safety rules, regulations, and protocols.
• Performs related duties as assigned.

Qualifications

Knowledge of:

• Administrative principles and practices, including goal setting, program development, implementation, and evaluation, and supervision of staff, either directly or through subordinate levels of supervision.
• Principles and practices of employee supervision, including work planning, assignment review and evaluation, discipline, and the training of staff in work procedures.
• Principles and techniques for working with groups and fostering effective team interaction to ensure teamwork is conducted smoothly.
• Principles, practices, and procedures of public administration in a municipal setting.
• Functions, authority, and responsibilities of the Board of Port Commissioners.
• Organization and management practices as applied to the development, analysis, and evaluation of programs, policies, and operational needs of the assigned area of responsibility.
• Principles and practices of leadership.
• Principles and practices of strategic plan development.
• Principles and practices of budget administration.
• Principles and practices of contract management.
• Principles and practices of purchasing and maintenance of public records.
• Principles and practices of sound business communications.
• General principles of risk management related to the functions of the assigned area.
• Principles and best practices of business, interpersonal, public information communication techniques, and interview methods.
• Principles and practice of project management techniques.
• Trends in human resources management, programs, administration and organizational development programs.
• Principles, practices, and techniques of human resources administration, recruitment and selection, onboarding and orientation, performance management, labor relations, job analysis, classification, and salary administration, staff development and training, human resources information systems, employee relations, professional and organizational development and learning, and leaves of absence, health, insurance, and retirement benefits administration.
• Principles and practices of public administration, organization, and management.
• Principles and practices of research, data collection and analysis, and developing sound recommendations.
• Methods and techniques of developing technical and administrative reports, and business correspondence.
• Applicable federal, state, and local laws, regulatory codes, ordinances, and procedures relevant to assigned areas of responsibility.
• Port and mandated safety rules, regulations, and protocols.
• Techniques for providing a high level of customer service by effectively dealing with the public, vendors, contractors, and Port staff.
• The structure and content of the English language, including the meaning and spelling of words, rules of composition, and grammar.
• Modern equipment and communication tools used for business functions and program, project, and task coordination, including computers and software programs relevant to work performed.

Ability to:

• Develop and implement goals, objectives, practices, policies, procedures, and work standards.
• Provide administrative and professional leadership for the Department.
• Prepare and administer large and complex budgets; allocate limited resources in a cost-effective manner.
• Interpret, apply, explain, and ensure compliance with federal, state, and local policies, procedures, laws, and regulations.
• Plan, organize, direct, and coordinate the work of management, supervisory, professional, and technical personnel; delegate authority and responsibility.
• Select and supervise staff, provide training and development opportunities, ensure work is performed effectively, and evaluate performance objectively and positively.?
• Maintain highly confidential and sensitive information.?
• Research, analyze, and evaluate new service delivery methods, procedures, and techniques.
• Analyze and make sound recommendations on complex management and administrative issues.
• Present to groups and individuals and provide coaching and mentoring.
• Effectively represent the Port and the department in meetings with governmental agencies, contractors, vendors, and various businesses, professional, regulatory, and legislative organizations.
• Prepare detailed written material, including staff and administrative reports analysis of policies, proposed code amendments, and changes to established programs and policies.
• Conduct complex research projects, evaluate alternatives, make sound recommendations, and prepare effective technical staff reports.
• Present findings and recommendations clearly, logically, and persuasively.
• Direct the establishment of filing, record-keeping, and tracking systems.
• Independently organize work, set priorities, meet critical deadlines, and follow-up on assignments.
• Effectively use computer systems, software applications relevant to work performed, and modern business equipment to perform a variety of work tasks.
• Communicate clearly and concisely, both orally and in writing, using appropriate English grammar and syntax.
• Use tact, initiative, prudence, and independent judgment within general policy and procedural guidelines.
• Establish, maintain, and foster positive and effective working relationships with those contacted in the course of work.

Education and Experience:

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

Education:

• Equivalent to a bachelors degree from an accredited college or university with major coursework in human resources, public or business administration, psychology, or a related field.?

Experience:

• Eight (8) years of increasingly responsible experience in the development and implementation of human resources programs related to areas of assignment, including four (4) years of experience in a supervisory capacity.

Licenses and Certifications:

Recruitment Information

The application review process will include screening to ensure applications are complete and meet all minimum qualifications. In addition to the application, the applicant is required to complete the Supplemental Questions to further evaluate their education, training, and experience relative to the required knowledge, skills and abilities for the position. Applicants must submit answers that are as complete as possible.

Only qualified applicants who pass the minimum qualifications review will be invited to the assessment process which may be administered by a written examination, panel interview, or any combination of qualifications appraisal determined by the Department of Human Resources to be appropriate. The Department of Human Resources will make reasonable accommodation in the examination process for disabled applicants. If you have an accommodation request, please indicate such on your application.

Depending upon the number of applicants meeting the minimum qualifications, applicants may be scheduled for one or more of the assessments listed below. Passing score is 70% out of 100% on each assessment section.

THE INITIAL ASSESSMENT (30%) AND APPRAISAL PANEL (70%) IS TENTATIVELY SCHEDULED FOR AUGUST 12, 2026.

To move forward in the application process, you must complete an online application through our website https://www.governmentjobs.com/careers/portofsd If applicable, please attach a copy of your unofficial transcripts (indicating when degree was awarded) to your application or your application will be considered incomplete and you will not move forward in the process. Resumes may be uploaded but cannot be used in place of a completed application.

Placement on Eligible List:

The Department of Human Resources may limit the number of qualified applicants eligible to participate in the assessment process. Candidates who are successful in all phases of the assessment process will be placed on an eligible list. The eligible list established by this recruitment will be active for a minimum of ninety (90) days or up to one (1) year, unless otherwise determined by the Director pursuant to Rule 8, Section 4.

EQUAL EMPLOYMENT OPPORTUNITY

The District firmly believes in, and is committed to, the principles and practices of equal employment opportunity and nondiscrimination. It is the policy of the District to recruit, hire, train, and promote persons in all job classifications without regard to age (40 and above), ancestry, color, disability (mental or physical), gender (including identity, appearance, or behavior, whether or not that identity, appearance, or behavior is different from that traditionally associated with the persons sex at birth), marital status, medical condition, military status, national origin, pregnancy, race, religion, sexual orientation, genetic information, or veteran status.

Hiring Range Negotiable Between: $167,415.00 - $204,246.00 DOE/DOQ*

PHYSICAL DEMANDS

Must possess mobility to work in a standard office setting and use standard office equipment, including a computer; to operate a motor vehicle and visit various Port sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person and over the telephone. This is primarily a sedentary office classification although standing in work areas and walking between work areas may be required. Finger dexterity is needed to access, enter, and retrieve data using a computer keyboard or calculator and to operate standard office equipment. Positions in this classification occasionally bend, stoop, kneel, reach, push, and pull drawers open and closed to retrieve and file information. Employees must possess the ability to lift, carry, push, and pull materials and objects up to 10 pounds.

ENVIRONMENTAL CONDITIONS

Employees work in an office environment with moderate noise levels, controlled temperature conditions, and no direct exposure to hazardous physical substances. Employees may interact with upset staff and/or public and private representatives in interpreting and enforcing divisional policies and procedures. If assigned to this position, you will be working in an office that has no windows.

Click here for the Benefit Overview for Unclassified Employees

01

What is the highest level of education that you have completed?

• Less than a high school diploma or GED
• High school diploma or GED
• Associates degree
• Bachelors degree
• Masters degree or higher

02

How many years of increasingly responsible experience in the development and implementation of human resources programs related to areas of assignment do you have?

• Less than 6 years
• 6 to 7 years
• 8 to 10 years
• 11 to 12 years
• 13 years or more

03

How many years of experience do you have in a supervisory capacity?

• Less than 4 years
• 4 years or more

04

This position oversees functions that support employees throughout the entire employee lifecycle. Describe a project or initiative you led that required collaboration across multiple HR disciplines (e.g., recruitment, classification, compensation, benefits, employee relations, HRIS, training and development). What was your role, and what was the outcome?

05

Describe a Human Resources process that you improved, redesigned, or modernized. What problem were you seeking to solve, what changes were implemented, and how did you measure success?

06

What do you believe are the most important steps a new Human Resources leader should take during their first six months to establish credibility and build effective partnerships throughout an organization?

07

Describe your approach to coaching and developing employees with different levels of experience, career goals, and learning styles. Please provide an example of how you adapted your leadership approach to meet the needs of individual team members.

08

Describe a time when you used workforce data, metrics, or analytics to identify a problem or opportunity and influence a Human Resources or organizational decision. What data did you use, what action was taken, and what was the outcome?

Required Question

Employer Port of San Diego

Address 3165 Pacific Highway

San Diego, California, 92101

Phone (619) 686-6315

Website http://www.portofsandiego.org