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Under executive direction, the Director of Human Resources plans, organizes, administers, directs, and reviews the activities of the Human Resources Department; provides human resources policy direction and oversight; serves as secretary and advisor to the Civil Service Board; and serves as a member of the City's Executive Team. TYPICAL DUTIESDevelops and implements goals, objectives, policies, and procedures for the effective operation of the Human Resources Department; provides policy direction and general oversight in functional areas assigned to Human Resources including, but not limited to, labor relations, recruitment and selection, classification and compensation, workers' compensation, organizational development, training, risk management (occupational health and safety), benefits, and employee records.

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Salary : $153,584.93 - $241,896.80 Annually Location : Sacramento, CA Job Type: Full-Time Career Job Number: 020018-26-HR Department: Human Resources Division: HR Administration Opening Date: 05/05/2026 Closing Date: Continuous THE POSITION VIEW THE FULL RECRUITMENT BROCHURE HERE OPEN UNTIL FILLED IDEAL CANDIDATE The next Director of Human Resources for the City of Sacramento is an approachable, highly competent leader who brings a balance of operational discipline and strategic vision to a large, complex municipal organization. The ideal candidate is a relationship-first professional who builds trust deliberately with executive leadership, department heads, labor representatives, and human resource staff alike, and understands that credibility in this role is earned through consistency, integrity, and follow-through. This is a leader who communicates with clarity and calm, particularly during periods of organizational change, and who can set shared expectations, establish clear priorities, and hold themselves and their team accountable to meaningful outcomes. The successful candidate brings deep expertise in public sector human resources and a thorough understanding of California labor law, collective bargaining, and the unique dynamics of a heavily unionized environment. Experience managing complex, multi-unit labor negotiations is essential - Sacramento administers 14 labor agreements across 9 represented employee groups, and the Director must be capable of navigating those relationships with both rigor and a constructive, solutions-oriented approach. Familiarity with the California Public Employee Retirement System (CalPERS), civil service systems, and the legal and regulatory framework governing municipal employment in California will be critical to the Director's effectiveness from day one. The ideal candidate is a skilled people leader who delegates thoughtfully, invests in the professional growth of staff, and fosters a team culture built on collaboration, mutual support, and high standards of service. The Director creates an environment where staff feel empowered to bring ideas forward, take ownership of their work, and grow as professionals. The successful candidate is a strong internal consultant and strategic partner to City leadership. They understand the operational realities of running a large municipal organization and can translate human resource strategy into practical guidance that resonates with department directors managing diverse workforces. This individual is equally comfortable presenting to City Council on complex topics such as compensation, benefits, and labor strategy as they are working alongside a department head to resolve a difficult personnel matter. They approach every interaction with professionalism, political awareness, and a commitment to equitable outcomes. The Director of Human Resources will have a strong foundation across the full spectrum of human resource functions: classification and compensation, benefits administration, recruitment and selection, workers' compensation and risk management, employee relations, diversity and equity, and records management, and brings a continuous improvement mindset to each of these areas. The next Director is technologically fluent, with experience leading or overseeing Human Resource Information Systems (HRIS) implementations and an appreciation for how modern human resource systems can improve the experience of both employees and the departments they serve. This individual is deeply committed to advancing racial and gender equity as a core organizational value and brings the knowledge and experience to move that work forward in a meaningful, lasting way. Under executive direction, the Director of Human Resources plans, organizes, administers, directs, and reviews the activities of the Human Resources Department; provides human resources policy direction and oversight; serves as secretary and advisor to the Civil Service Board; and serves as a member of the City's Executive Team. DISTINGUISHING CHARACTERISTICS This is a single-position executive management classification. The Director of Human Resources is responsible for the activities and management of the Department; the incumbent performs work that is of high complexity and often requires intense and exacting attention to detail and ability to reason through and solve complex problems. This classification is distinguished from division management classifications in the Human Resources Department in that incumbents of the latter classifications manage major program areas or sections, while the Director of Human Resources manages the entire comprehensive human resources program for the city. SUPERVISION RECEIVED AND EXERCISED Executive direction is provided by the Assistant City Manager or higher-level staff. Responsibilities include the direct and indirect supervision of managerial, professional, technical, and clerical personnel. ESSENTIAL DUTIES AND RESPONSIBILITIES TYPICAL DUTIES<ul><li>Develops and implements goals, objectives, policies, and procedures for the effective operation of the Human Resources Department; provides policy direction and general oversight in functional areas assigned to Human Resources including, but not limited to, labor relations, recruitment and selection, classification and compensation, workers' compensation, organizational development, training, risk management (occupational health and safety), benefits, and employee records. </li><li>Selects, assigns, supervises, coordinates, reviews, and evaluates the work of subordinate personnel. </li><li>Represents the City as the chief negotiator and provides advice and counsel to City Manager and City Council regarding positions to take on issues and recent developments in the field. </li><li>Responsible for enforcement of collective bargaining agreements and administration of the grievance process. </li><li> Directs and maintains the City's discipline process; reviews and coordinates processes for appeals of formal discipline. </li><li>Develops programs and recommendations concerning classifications, compensation, benefits, staff development, and employee programs for review and adoption by elected officials; serves as secretary of the Civil Service Board; presents reports and recommendations, and consults with the Board on issues of policy </li><li>Decides matters involving candidate certification, job classification, and test administration; resolves disputes between operating departments and staff assigned to human resources concerning application or interpretation of policies and procedures. </li><li>Coordinates human resource activities with other City departments to evaluate and address changing human resource needs. Explains or provides interpretations of rules, procedures, and policies; advises and consults with elected and appointed officials, department heads, and employees on matters involving personnel policy, litigation, past practices, organizational design, succession planning, and administrative procedures. </li><li>Supervises and participates in the preparation of personnel rules, annual reports, and budget estimates; approves final content of departmental budget proposals; authorizes expenditure of appropriated funds. </li><li>Provides exceptional customer service in the course of work. </li></ul>NON-ESSENTIAL FUNCTIONS<ul><li>Performs other or related duties as assigned. </li></ul> QUALIFICATIONS Knowledge of:<ul><li>Principles and practices of public human resources administration, including methods and techniques used in recruitment and selection, classification, salary administration, benefits, risk management, organizational development, staff development, and training. </li><li>Federal and State laws and regulations applicable to public sector employment and collective bargaining. </li><li>Merit system administration and of needs of operating departments. </li><li>Administrative organization and management of the types and variety of positions common to local government organizations. </li><li>The general nature and content of collective bargaining agreements in the public sector. </li><li>Statistical concepts and methods used in human resources program management. </li><li>Principles and practices of public sector budget preparation and administration. </li><li>Computers and computer applications. </li></ul>Skill in:<ul><li>Use of computers and computer applications and software. </li></ul>Ability to:<ul><li>Plan, direct and control the administration and operations of the Human Resources Department. </li><li>Interpret and analyze laws, rules, regulations, ordinances, and policies. </li><li>Present ideas effectively, verbally and in writing; prepare and make public presentations. </li><li>Negotiate effectively; work effectively with groups and individuals. </li><li>Develop and implement effective techniques for facilitating and improving human resources programs. </li><li>Plan, organize, assign, and coordinate the activities of a professional, technical, and clerical staff; build a high-performance workforce. </li><li>Supervise and evaluate subordinates. </li><li>Establish and maintain effective working relationships with those encountered in the course of the work including, but not limited to, city officials, department heads, union officials, and employees. </li><li>Resolve disputes and grievances. </li><li>Evaluate program and individual performance. </li><li>Gain the confidence and cooperation of public officials, administrators, employees, employee representatives, and the general public. </li></ul> EXPERIENCE AND EDUCATION Experience: Eight years of professional experience in human resources and labor relations in the public sector, including three as a human resources generalist and four of which must have included supervision or management of one or more human resources functions. Education: A Bachelor's degree from an accredited college or university. Substitution: Additional qualifying experience may be substituted for the required education on a year-for-year basis. SPECIAL QUALIFICATIONS Driver License: The employee is not required to hold a driver license but must be able to arrange reliable and timely transportation through private or public transportation for attendance at off-site meetings, events, and trainings. PHYSICAL DEMANDS AND WORK ENVIRONMENT 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 to visit various City and meeting sites; vision to read printed materials and a computer screen; and hearing and speech to communicate in person, before groups, and over the telephone. This is primarily a sedentary office classification although standing 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. 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 members of the public or with staff under emotionally stressful conditions while interpreting and enforcing departmental policies and procedures. WORKING CONDITIONS May be required to attend meetings outside of regular working hours. THE SELECTION PROCEDURE How to Apply Applications will be accepted electronically by Raftelis at Applicants complete a brief online form and are prompted to provide a cover letter and resume. The position will be open until filled with a first review of applications beginning June 15, 2026. Please note that the first round of virtual interviews is tentatively scheduled for July 23, 2026. Finalists will be invited to participate in in-person interviews on August 3, 2026. Selected candidates must be available for both dates. Questions Please direct questions to Serena Wright-Black at and Kelsey Batt at Bilingual Pay Did you know that the City offers bilingual pay? That's right, most labor agreements offer the option of providing employees with bilingual pay if the department deems it to be operationally necessary. Pension Reform Act The City of Sacramento is covered by the California Public Employees' Retirement System, and as such, must adhere to the California Public Employee's Pension Reform Act (PEPRA) of 2013. Please note that the provisions within this act may affect or impact an applicant's eligibility and/or selection for open vacancies at the City of Sacramento. Equal Opportunity Employer The City of Sacramento is an equal opportunity employer to all, regardless of age, ancestry, color, disability (mental and physical), exercising the right to family care and medical leave, gender, gender expression, gender identity, genetic information, marital status, medical condition, military or veteran status, national origin, political affiliation, race, religious creed, sex (includes pregnancy, childbirth, breastfeeding and related medical conditions), and sexual orientation. Additional Information Civil Service Rules: Union Contracts: Salary Schedule:

City of Sacramento (CA)

Director of Human Resources

Administrative Management

Administrative Procedures

Administrative Skills

Analysis Skills

Budget Reporting

Budgeting

Calculators

California Public Employees Retirement System (CalPERS)

Channel Strategies

Collective Bargaining

Compensation Management

Compensation and Benefits

Consulting

Continuous Improvement

Customer Support/Service

Data Entry

Detail Oriented

Diversity

Driver's License

Employee Benefits

Employee Relations

Establish Priorities

Federal Laws and Regulations

Follow Through

Government

Government Organizations

HRIS/HRMS

Hazardous Materials/Substances

Human Resources

Human Resources Management

Human Resources Processes

Human Resources Software

Human Resources Strategy

Industrial Relations

Interpret Regulations

Keyboards

Leadership

Legal

Litigation

Local Government

Manual Dexterity

Negotiation Skills

Office Equipment

Operational Strategy

Operations Control

Organizational Development/Management

Physical Demands

Problem Solving Skills

Process Management

Program Evaluation

Project/Program Management

Public Administration

Public Transport

Records Management

Regulations

Risk Management

Safety/Work Safety

Set Goals

Staff Development

Staff Policies

State Laws and Regulations

Succession Planning

Systems Administration/Management

Thought Leadership

Time Management

Training/Teaching

Worker's Compensation

Workforce Management

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Has an entrepreneurial instinct; a sense of responsibility to meet the needs of managers in the organization around contracting and managed care issues; a high comfort level with taking initiative, making decisions and handling responsibility; an organized work style; high energy and productivity; a problem-solving orientation; a comfort level with learning new ideas; good listener; strong integrity. Has the capability to think strategically as well as tactically; good writing and verbal skills; analytical skills (quantitative and mathematical skills strongly preferred); ability to work and speak openly with people throughout the organization; an orientation to detail, along with the ability to manage details; ability to meet deadlines and ability to produce accurate work.

At NorthBay Health The Manager, Managed Care Services possesses both operational management and negotiating skills. The leader is responsible for payor strategy, contracting, reimbursement and communicating potential threats to NorthBay resulting from changes in the insurance industry, while also being responsible for contract negotiations and the operations associated with claims processing. This person negotiates for NorthBay with healthcare insurance companies and oversees the implementation, monitoring, and evaluation of hospital, physician, and ancillary managed care payor contractual arrangements with the potential to increase or retain market share. The Manager also oversees the negotiation, implementation, and ongoing monitoring of subcontracts for the system’s capitated business and for the hospice program. This position is responsible for overseeing staff education on managed care topics and contract implementation and monitoring. At NorthBay Health, our vision is to be the trusted healthcare partner of choice for the communities we serve. We are dedicated to improving the well-being of our community by providing accessible, high-quality care to all who need it. Every member of our team plays a vital role in delivering compassionate and effective healthcare solutions. We invite you to join us in our mission to ensure that every patient and family member feels valued, respected, and cared for throughout their healthcare journey.Primary Job ResponsibilitiesCommunicate the changing landscape of payor network, pricing, consolidation and payment strategies. Suggest strategies for mitigating financial damage to NorthBay in advance of the implementation of these strategies by payors.Conduct Payor Contract Negotiations under oversight of leadershipConduct or oversee Subcontract Negotiations.Manage or Oversee Operationalization and staff education of managed care contracts and related topics.Manage or Oversee Data Collection and Analysis.Oversee the management of the claim’s payment function for hospital and medical group claims.Manage or Oversee capitation reconciliation and stop loss functions.Education. Bachelor’s degree required.Experience: Minimum 3 years of experience required in, healthcare reimbursement mechanisms and contract negotiations. Prior experience in a managed care organization or department required.Skills: Understands the health insurance market and distribution channels, the healthcare delivery system, referral arrangements and financial principles. Has the capability to think strategically as well as tactically; good writing and verbal skills; analytical skills (quantitative and mathematical skills strongly preferred); ability to work and speak openly with people throughout the organization; an orientation to detail, along with the ability to manage details; ability to meet deadlines and ability to produce accurate work. Must be a strong negotiator. Interpersonal Skills: Demonstrates the True North values. The True North values are a set of value-based behaviors that are to be consistently demonstrated and role modeled by all employees that work at NorthBay Health. The True North values principles consist of Nurture/Care, Own It, Respect Relationships, Build Trust and Hardwire Excellence. Has an entrepreneurial instinct; a sense of responsibility to meet the needs of managers in the organization around contracting and managed care issues; a high comfort level with taking initiative, making decisions and handling responsibility; an organized work style; high energy and productivity; a problem-solving orientation; a comfort level with learning new ideas; good listener; strong integrity.Hours: Based on business need.Compensation: $130K - $150K plus variable incentive \'bonus\' Max rate listed is commensurate of 20+ years of experience offer is based on years of experience doing the duties of the role.About UsInterpersonal Skills and ValuesDemonstrates NorthBay Health’s True North Values: Nurture Care, Own It, Respect Relationships, Build Trust, and Hardwire Excellence. These values guide behavior, accountability, teamwork, and commitment to high-quality patient care.Why NorthBay HealthNorthBay Health is an independent, nonprofit health system serving the Napa, Solano, and Yolo County regions. We are expanding access to care across our communities through two acute-care hospitals, including a Level II Trauma Center and a Level III NICU maternity unit, along with a cancer center, urgent care locations, and a growing network of primary and specialty care clinics.We provide advanced services in cardiovascular care, neuroscience, orthopedics, surgery, and outpatient specialties. NorthBay Health is nationally recognized for quality care, including Magnet with Distinction designation for nursing and multiple U.S. News and World Report high performing recognitions.We are committed to being the trusted healthcare partner of choice and offer an environment where employees can grow, contribute meaningfully, and support the health of our communities.NorthBay Health Benefits OptionsNorthBay Health offers a comprehensive benefits package based on established eligibility requirements. Benefits may include medical, dental, and vision insurance, life, disability, and long-term care coverage, paid time off including vacation, sick leave, holidays, and bereavement, a 403(b) retirement plan with employer match, education reimbursement for eligible roles, professional development and training programs, Employee Assistance Program, wellness programs, recognition programs, shift differentials, and market-based compensation review and increases subject to approval and organizational performance.Compensation StructureNorthBay Health uses a structured compensation framework. Staff-level positions use a step-based system (Steps 1–5) based on years of directly related experience, with Step 5 representing 20 or more years of experience in the role. Manager level and above positions are paid a fixed annual base salary and are eligible for a variable incentive compensation plan. Physician compensation is structured based on specialty and role requirements.Remote Work DisclosureNorthBay Health is primarily an onsite organization due to the nature of healthcare. Some roles may allow hybrid or remote work based on business needs.Remote work is not supported in Washington, Ohio, Wyoming, North Dakota, Puerto Rico, the U.S. Virgin Islands, or outside of the United States.Notice to Recruitment AgenciesNorthBay Health utilizes a managed service provider (MSP) for agency partnerships and is not currently engaging external recruiting firms outside of established agreements. We do not accept unsolicited resumes or third-party candidate submissions. Please do not contact NorthBay Health employees, leaders, physicians, or hiring managers regarding recruitment or job postings.More InformationVisit NorthBay Health Careers for recruitment FAQs and additional information.

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Director of Human Resources City of Sacramento (CA)

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