Human Resources Technician I/II
Salary
Depends on Qualifications
Location
Kings County Government Center, 1400 W. Lacey Blvd, Hanford, CA
Job Type
Full-time permanent
Job Number
2026-058
Department
Human Resources
Division
Human Resources
Opening Date
10/08/2026
Closing Date
10/19/2026 5:00 PM Pacific
JOB OPPORTUNITY
The Kings County Department of Human Resources is currently seeking qualified individuals for the position of:
HUMAN RESOURCES TECHNICIAN I/II
Level I: $26.79 - $32.69 Hourly - $55,723 - $67,995 Annually
Level II: $29.60 - $36.13 Hourly - $61,568 - $75,150 Annually
Kings County Human Resources is seeking a highly motivated individual to join our team as a Human Resources Technician I/II. In this fast-paced, detail-driven role, the Human Resources Technician supports a wide variety of recruitment, onboarding, personnel, payroll, and administrative processes that are essential to County operations. This position is ideal for someone who has excellent attention-to-detail skills, is flexible, works well under pressure and meets deadlines, organized, and eager to provide exceptional service to both County staff and the public. If this is you, we encourage you to apply!
MANAGEMENT III BENEFIT PACKAGE INCLUDES:
DUTY SAMPLE
Management reserves the right to add, modify, change, or rescind the work assignments of different positions and to make reasonable accommodations so that qualified employees can perform the essential functions of the job.
Some duties, knowledge, skills, and abilities may be performed in a learning capacity for entry-level (I Level) positions.
MINIMUM QUALIFICATIONS Minimum requirements must be met by the closing date
Please note: Work experience for the last 15 years must be included in the work history portion of your application. It is also important that your application show all the relevant education and experience that you possess, even if it extends beyond the required past 15 years. When completing the work history portion of your application please include each level position title and level as a separate entry when applicable (e.g., If you were a Level I and promoted to Level II, each level should be entered separately to reflect the time held at each level).
A resume may be attached, but it is not a substitute for completing the application and supplemental questions. Failure to submit a completed application may eliminate you from the recruitment.
Any combination of education and experience that would likely provide the required knowledge, skills, and abilities is qualifying. A typical way to obtain the knowledge, skills, and abilities would be:
EDUCATION AND EXPERIENCE
Education:
Equivalent to completion of the twelfth (12th) grade.
Experience:
Human Resources Technician I: Three (3) years of increasingly responsible clerical or technical administrative support experience, preferably performing paraprofessional human resources support work. (Substitution: Equivalent to an associate degree from an accredited college or university with major coursework in business, office procedures, or a closely related field may be substituted for up to one (1) year of experience.)
Human Resources Technician II: Two (2) years of increasingly responsible experience at a level equivalent to a Human Resources Technician I with Kings County.
LICENSES AND CERTIFICATIONS
Licenses:
Possession of a valid California drivers license issued by the Department of Motor Vehicles at the time of appointment.
Special Requirements:
Qualify for security clearance through a background investigation and fingerprint check, including a credit check. Ability to work irregular hours, including evenings, weekends and holidays, and travel within and outside the County.
For a complete description of duties and qualifications, please view the detailed job specification below.
Human Resources Technician I
Human Resources Technician II
SELECTION PROCESS: EQUAL OPPORTUNITY EMPLOYER
All completed applications and supplemental questionnaires will be reviewed. Depending upon the number of applicants who meet the minimum qualifications, the selection process may include the following:
(1) Screening committee (pass/fail) and/or
(2) Written examination (pass/fail) and/or
(3) Oral examination (100%) This may include a written practical component (100%) to determine placement on the eligible list.
Note: Those applicants who are among the top 40 written test scores will be invited to participate in the oral examination process.
VETERANS PREFERENCE AVAILABLE UPON REQUEST
Veterans Preference Application
You must submit a certified DD-214 and a new request form for each application submission prior to the closing date.
TENTATIVE RECRUITMENT PROCESS
Final Date to Apply: October 19, 2026
Subject Matter Expert Review: The week of October 19, 2026
Human Resources Interview: November 5, 2026
Department Interview: Week of November 9, 2026
Please click here to view the current Salary Resolution.
Management Group I = Appointed and elected officials in salary bands.
Management Group II = Middle management (all other management not in Group I or III).
Confidential Management Group III = All Executive Secretary positions, Deputy Clerk to B.O.S. I/II, Human Resources Assistant I/II, Human Resources Technician I/II, Payroll Technician I/II, Risk Technician I/II, Secretary, Secretary to the County Counsel, Secretary to the District Attorney, Secretary to the Sheriff.
VACATION
Service HoursHours (days) Earned (based on hours)Rate (based on hours)0 - 10,40096 (12 days).04615410,401 - 20,800120 (15 days).05769320,801 - 31,200140 (17.5 days).06730831,201 +160 (20 days).076924
Hours (days) Earned (based on hours)Maximum Vacation Accumulation Limits96 (12 days)192 hours120 (15 days)240 hours140 (17.5 days)280 hours160 (20 days)320 hours
Once the appropriate accumulation limit has been reached, the employee shall cease to earn additional vacation until the employees accumulated vacation balance falls below the limits listed above.
a) All management attorneys in the District Attorney's Office, Child Support, Administration-Minors Advocate, and County Counsel will be granted 80 hours additional management leave in the first full pay period of each fiscal year (or prorated upon hire date). Which will not carry over and may be cashed out in full. Effective July 1, 2025, the amount of management vacation time will increase from 80 to 100 hours each fiscal year (or pro-rated upon hire date).
b) Management employees in Group III will be granted 40 hours of vacation time in the first full pay period of each fiscal year (or pro-rated upon hire date). All other terms described above apply. Effective July 1, 2025, the amount of management vacation time will increase from 40 to 50 hours each fiscal year (or pro-rated upon hire date).
All management employees may, at their option, sell back an additional 8 hours of regular vacation each fiscal year, (see note) at their hourly rate of pay, to be contributed directly to the employees deferred compensation account.
Upon the recommendation of the Human Resources Director, the County Administrative Officer may authorize a vacation accrual rate for management positions hired from outside the county at an amount equivalent to what their accrual would be if their service time with other public agencies was earned in Kings County. Additionally, when this advanced accrual rate is authorized at the time of hire, the prior public service time will be used for calculating future adjustments to the accrual rate as if the time was earned with Kings County.
NOTE: (1) For purposes of payroll processing of vacation hour sell backs described above, the end of the fiscal year is defined as the last day of pay period 13 in any year. (2) Management leave is not available for use during pay period 14. (3) Provisions regarding vacation do not apply to elected officials.
NOTE: Provisions regarding vacation and management leave do not apply to elected officials.
HEALTH/DENTAL/OPTICAL PLAN PREMIUM CONTRIBUTION
Employees who elect to use a Health Plan offered by the County must continue to participate in the Dental and Optical plans and must remain in that plan until the open enrollment period of the plan. Employees electing to pretax their insurance will not be allowed to drop insurance coverage except at open enrollment unless the employee has a qualifying status change.
Effective May 27, 2024 (pay period 12-2024), the County contribution (per month based on 24 pay periods) to the health/dental/optical insurance premium will be as follows:
PPO Plan Health/Dental/Vision
Plan LevelCounty ShareSingle$746.55Two-Party$1,359.24Family$2,045.22
The County shall pay 100% of the health insurance premium (including the medical, dental and vision plans) for the health plan offered by the County for each management employee and their eligible family members, based on their enrollment in such health plan. Employees promoting into or demoting out of management classifications after open enrollment will be treated as a "status" change and may enter or leave the plan, or modify the number of dependents covered.
DEFERRED COMPENSATION
Effective January 1, 2014, for every three dollars contributed to the County contracted deferred compensation programs by management employees, the County shall contribute one dollar to the employees account, up to a maximum of twenty five hundred dollars $2,500 per calendar year. Effective January 1, 2025, the County maximum contribution will increase from $2,500 to $3,500 per calendar year.
RETIREMENT/PERS SERVICE CREDIT
The County contracts with the Public Employee Retirement System (PERS) for this benefit and pays the employee contribution for members of the Board of Supervisors only. All management employees pay the total Miscellaneous or Safety PERS employee contribution depending on their classification and status within PERS (Classic or "new member" - see below).
Miscellaneous Non-Safety Management
Safety Management
Elected Officials
Pursuant to State Law local elected officials have the option of declining participation in the Public Employees Retirement System. An amount equal to the Employee's share of retirement may, if an elected officer declines participation in PERS, be applied toward the County Sponsored deferred compensation plan in lieu of the PERS contribution. The County match amount for this benefit shall not exceed the match provided to management employees described above.
TERM LIFE/ACCIDENT INSURANCE
Term life/accident insurance (with an option for portability when leaving County service in good standing) is provided for management employees as follows:
Management Group I: $50,000
Management Group II/III: $40,000
LONG TERM DISABILITY INSURANCE
Long Term Disability (LTD) Insurance is provided to all management employees.
SICK LEAVE ACCRUAL
a. All regular full-time and regular part-time management employees hired prior to January 1, 1999, shall be entitled to point zero-four-six-one-five-four (.046154) hours of sick leave with pay for each hour of the actual hours of regular employment.
b. All regular full-time and regular part-time management employees hired January 1, 1999 or thereafter will accrue sick leave as follows:
Service hoursHours EarnedSick leave earned at the rate of (based on hours worked)0 - 10,40080 (10 days).03846210,401 - 20,80088 (11 days).04230820,801 +96 (12 days).046154
Note: Provisions regarding sick leave do not apply to elected officials.
UNUSED SICK LEAVE PAYOFF/POST RETIREMENT HEALTH INSURANCE
This Article does not apply to employees who elect the PERS service credit.
a) Management employees hired January 1, 1999 or later, who have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of their separation from Kings County employment will receive a percentage of the dollar value of accrued sick leave (at time of retirement) put into an "account" to be used toward Kings County health insurance premiums, at a rate not to exceed the family option per month until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. The retiree health benefit percentage shall be as follows:
Service HoursPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60040%41,601 and over50%
To qualify for the retiree health benefit the employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement from County service. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan, has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. If the employee dies after retirement (or while still employed in good standing) prior to Medicare eligibility and there is money remaining in the account, the employee's covered dependent(s) may continue to use the account toward Kings County health insurance premiums or Medicare supplemental insurance premiums, if eligible as stated above. Any unused balance in account remains the property of the County.
b) Management employees hired prior to January 1, 1999 shall be allowed a one time irrevocable election to decide whether to receive the post retirement health insurance benefit or cash as follows:
Service HoursPercent of Compensation (based on hours)
CashORPercent of compensation (based on hours)
Retiree Health Benefit10,401 - 41,60025%40%41,601 and over30%50%
Taxes will be paid by the employee on the full cash distribution, or the portion of the deposit into the account that could have been taken in cash. Additionally, the cash benefit is taxable in the year the cash is received. Any unused balance in the account remains the property of the County.
To qualify for the retiree health benefit (non-cash) benefit the employees must have five (5) years of Kings County continuous service immediately prior to retirement, are age 50 or older, and retire in good standing at the time of separation from Kings County employment. A percentage of the dollar value of accrued sick leave (at time of retirement) will be put into an "account" to be used toward Kings County health insurance premiums. The employee and any eligible dependents to be covered must be enrolled in the County's existing health benefit plan at the time of the employee's retirement in good standing from County service. Employees electing to utilize the retiree health benefit option must submit their election in writing to the Department of Finance not later than 14 days after the effective date of retirement. If the employee elects the retiree health benefit option, the County will pay up to the family option per month toward the employee's health insurance premium until the employee, and/or spouse if covered, is eligible for Medicare or the money runs out, whichever occurs first. Retiree health benefit payments may be used toward coverage for the employee's dependents only as long as the dependent(s) is eligible for coverage under the plan; has not reached Medicare eligibility and, in the case of children, only to the age permitted under the plan contract as dependent children. When an employee and/or spouse, if covered, reach Medicare eligibility the remaining money may be used for Medicare supplemental premiums until the money runs out. If the retiree dies prior to Medicare eligibility and there is money remaining in the account, the employees dependent(s) may continue to use the account, if eligible as stated above. In the event of death of an eligible employee (while still employed in good standing), the qualifying eligible dependent(s) shall make a determination of either cash or the retiree health benefit option within 30 days of the death of the employee.
Employees who fail to elect the retiree health benefit will be cashed out, if eligible. If the employee elects the cash option, the employee will receive the benefit if the employee separates in good standing as a result of resignation, layoff, retirement or death.
ELECTED OFFICIALS - POST RETIREMENT HEALTH INSURANCE
Kings County elected Officials may be eligible for a Post Retirement Health Benefit upon retiring from the County. All the criteria shall apply as for management post retirement health insurance generally except that: An elected official is eligible for the post retirement health insurance benefit described below if that elected official: 1) serves at least five (5) consecutive years in office without break in service between the five years served and the date of departure from elected office; and 2) either simultaneously retires from PERS at the end of such service (or is at that time already retired from PERS). The benefit is calculated by multiplying the hourly rate at the time of eligibility, by the number of consecutive years in office, and then multiplying the result by one half of the annual sick leave benefit provided to management employees at the time of eligibility. The official may defer use of this benefit if otherwise covered on the County health plan at the time of eligibility so long as there is no break in coverage during the deferral period. Pursuant to existing practice the balance does not accrue interest. (NOTE: The change in the formula will go into effect at the start of each sitting elected's next consecutive term in office and at the time of filing candidacy papers for any new candidate who is subsequently elected.) Any previously earned benefit will be calculated and recorded by the Finance Department.
If a balance remains at the time the elected, and/or his/her spouse or eligible dependent no longer participates in the County health insurance, this amount can be applied toward a Medicare Part B plan or Medicare supplement, or PERS Long Term Care plan. Participation in the County health insurance program is not required for the elected, and/or spouse or eligible dependent to direct all or part of the funds in this account to a Medicare Part B or PERS Long Term Care plan premium. In all other instances, any balance on account remains property of County.
P.O.S.T. EDUCATION INCENTIVE PAY
Employees in the classifications of Assistant Chief DA Investigator, Undersheriff, Assistant Sheriff, Sheriffs Commander, and Chief District Attorney Investigator who possess a valid P.O.S.T. Management Certificate shall be entitled to receive compensation in the amount of $550.00 per month ($253.85 per pay period). Employees must submit certification to the appropriate department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Management Certification shall not be entitled to compensation for other P.O.S.T. certification.
Employees in the above indicated classifications possessing valid, current P.O.S.T. Supervisory Certification shall be entitled to receive compensation in the amount of $500.00 per month ($230.76 per pay period). Eligible employees must submit appropriate certification to the department prior to payment authorization. Employees receiving compensation for P.O.S.T. Supervisory Certification shall not be entitled to compensation for other P.O.S.T. certification.
Employees in the above indicated classifications possessing valid, current P.O.S.T. Advanced Certification shall be entitled to receive compensation in the amount of $450.00 per month ($207.69 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Advanced Certification shall not be entitled to compensation for other P.O.S.T. certification.
Employees in the above indicated classifications possessing valid, current P.O.S.T. Intermediate Certification shall be entitled to receive compensation in the amount of $400.00 per month ($184.61 per pay period). Eligible employees must submit appropriate certification to the department head prior to payment authorization. Employees receiving compensation for P.O.S.T. Intermediate Certification shall not be entitled to compensation for other P.O.S.T. certification.
FIRE CERTIFICATION PAY
Employees in the classification of Assistant Fire Chief and Battalion Chief who obtain and maintain EMT-D qualification shall be entitled to additional compensation in the amount of $75.00 per month ($34.61 per pay period).
Employees in the above indicated classifications who obtain and maintain a Fire Officer certification shall be entitled to additional compensation in the amount of $175.00 per month ($80.76 per pay period). All Battalion Chiefs who obtain and maintain a Chief Officer certification shall be entitled to additional compensation in the amount of $237.00 monthly ($109.38 per pay period). Appropriate certification documentation must be received by the department prior to payment authorization. Employees receiving compensation for Chief Officer shall not be entitled to receive additional compensation for Fire Officer certification.
FIRE STIPEND
The intent for the Fire Stipend is to provide a method of compensation when the Assistant Fire Chief or Battalion Chiefs are assigned to work extra shifts outside their regular assigned working hours. Based on an estimate of anticipated vacation, training time and possible sick leave use for the three field Battalion Chiefs, it is necessary to provide additional field coverage for up to 52 shifts or partial shifts annually. The Fire Stipend applies to the Assistant Fire Chief and all assigned Battalion Chiefs in the Operations, Fire Prevention and Training Divisions.
The stipend rates are as followed:
Stipend Hours
$500 8 to less than 16 hours
$1,000 16 to less than 24 hours
$1,500 24 hours or more
While the Administrative Battalion Chief assigned to Fire Prevention/Training activity would also be eligible for the stipend if they cover for an Operation Battalion, this stipend will not apply for coverage of the Fire Prevention/ Training Battalion Chief's absences.
FIRE MANAGEMENT STRIKE TEAM PAY
Fire management positions (Battalion Chief and Assistant Fire Chief) will be compensated while on, or as relief to, strike team at the current rate required by the California Fire Assistance Agreement with Cal OES.
BATTALION CHIEF HOLIDAY-IN-LIEU
All Shift (56-Hour work week) Fire Battalion Chiefs shall receive Holiday-in-Lieu. Holidayin-Lieu time will be recorded and paid as 24 hours of "Holiday-in-Lieu" for each whole holiday and 12 hours for each half-day holiday. If a Shift Battalion Chief is required to work on a holiday, no other day off will be traded or exchanged for the schedule day.
All Administrative (40-hour work week - Fire Prevention/ Training) Battalion Chiefs shall receive eight (8) hours Holiday Pay and will receive an additional 16 hours of Holiday-in-Lieu for each whole holiday. On ½ day holidays, Administrative Battalion Chiefs will receive four (4) hours of Holiday Pay with no additional compensation of Holiday-in-lieu.
Please click here to view the current Salary Resolution for information on the following:
LONGEVITY PAY
UNIFORM ALLOWANCE
BILINGUAL PAY
LEGAL SPECIALIST CERTIFICATION PAY
PUBLIC HEALTH DEPARTMENT PROFESSIONAL LICENSES
RECRUITMENT AND RETENTION BOUNUS
HOLIDAY CLOSURE
EQUAL OPPORTUNITY EMPLOYER
01
The application and supplemental questionnaire must be completed fully. The following supplemental questions are used to help determine qualifications and eligibility to continue in the recruitment process. All education and experience used to answer the supplemental questions must be included on the education and work history portion of your application. Incomplete applications or supplemental questionnaires cannot be revised after submission and may be grounds for rejection. Responses such as "see resume" or "see application" or brief general statements will be considered incomplete. Incomplete applications may be rejected. By clicking "I Accept" below, I certify that I understand and will follow the application instructions.
02
Do you have a high school diploma or GED equivalency?
03
Indicate your level of education from an accredited college with coursework in public administration, human resource management, business or a closely related field.
04
For all college education you possess, please provide the information listed below: BE SPECIFIC. Please be sure to include the following information: For information on how to add attachments to your application, click here. Be specific. Your response must include: 1. College or university attended; 2. Major or area of study; 3. Degree received (if applicable); and 4. Number of semester units completed. Type "N/A" if you do not possess any units from an accredited college or university.
05
Please indicate the amount of experience you have performing complex technical or clerical duties. NOTE: For Human Resources Technician I, up to one (1) year of experience may be substituted with an associates degree or equivalent in public administration, human resources management, business, or a closely related field. SELECT ALL THAT APPLY.
06
Describe your work experience performing complex technical or clerical duties. Include any experience in the following areas: 1.) Reviewing documents for accuracy and compliance with established guidelines; and 2.) Providing extensive public contact involving interpretation and explanation of agency or departmental policies, regulations, and procedures. Be specific. Your response must include: 1. Name of employer(s); 2. Your job title(s); 3. Detailed description of relevant job duties; and 4. Dates of employment. If you do not have applicable experience, type "N/A."
07
Describe your work experience with payroll processing, recruitment, or other HR operational duties. Be specific. Your response must include: 1. Name of employer(s); 2. Your job title(s); 3. Detailed description of HR-related job duties; and 4. Dates of employment. If you do not have applicable experience, type "N/A."
08
Describe your experience using software applications and database systems. Include any experience working with spreadsheets, PeopleSoft, NEOGOV, or other human-resources-related computer programs. Be specific. Your response must include: 1. Name of employer(s); 2. Your job title(s); 3. Description of software/database programs used and related job duties; and 4. Dates of employment. If you do not have applicable experience, type "N/A."
09
Do you possess a current, valid California Drivers License (CADL)? NOTE: Military Spouses, please attach copies of your supporting documentation. For information on how to add attachments to your application, click here.
10
This position requires the ability to qualify for security clearance through a background investigation and fingerprint check, including a credit check.
11
This position requires the ability to work occasional irregular hours including evenings, nights and weekends, and holidays.
12
This position requires the ability to travel within and outside of the County.
13
Please provide any additional information relevant to your qualifications for this position that you believe should be considered when evaluating your application.
14
I understand that only a complete and accurate application will be considered. I have included all current and at least 15 years previous work history and education. I also understand that my application must show all the relevant education and experience that I possess, even if it extends beyond the required past 15 years. Additionally, I understand that the supplemental questions are considered part of my official application. All statements made on the application are subject to investigation and verification. False statements will be cause for disqualification, or discharge from employment. By clicking "I Accept" below, I certify that I understand and have followed the application instructions.
Required Question
Employer Kings County
Address Kings County Government Center
1400 W. Lacey Blvd
Hanford, California, 93230
Phone (559) 852-2510
| Location | Hanford, CA |
| Salary | $26.79–$32.69 Per Hour |
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