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4 CITY OF SAN MATEO
RESOLUTION NO. __ (2025)
APPROVING THE CLASSIFICATION UPDATES IN THE DEPARTMENT OF HUMAN RESOURCES WHEREAS, pursuant to the San Mateo Municipal Code Section 2.57.030(d), approval of new classifications and related job specifications, salary schedules, compensation changes, elimination or reinstatement of positions, reallocation of positions, reclassifications, and revisions of job specifications must be approved by City Council Resolution; and
WHEREAS, the proposed updates as detailed below will provide increased coverage of the day- to-day coordination and support in policy and program development, assist in the administration, planning and coordination of the operations of major functional areas, and support the Director in performing high-level administrative management functions in the Human Resources Department; and WHEREAS, the proposed job specification and salary range for the classification of Deputy Director of Human Resources are attached hereto as Exhibits A and B, and incorporated by reference; and
WHEREAS, the employee association representing the impacted classification has been informed of the proposed classification updates and has not brought forth any objections or concerns.
NOW, THEREFORE, THE CITY COUNCIL OF THE CITY OF SAN MATEO, CALIFORNIA, HEREBY RESOLVES that:
1. The classification updates are not subject to California Environmental Quality Act (CEQA Guidelines Section 15061(b)(3)) because it can be seen with certainty that they will not cause a physical change in the environment; and
2. The reallocation of the vacant Human Resources Manager to Deputy Director of Human Resources; and
3. The job specification and salary range for the classification of Deputy Director of Human Resources attached hereto as Exhibits A and B, are approved. 1 0
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4 Exhibit A
DEPUTY DIRECTOR OF HUMAN RESOURCES
DEFINITION
Under general direction, assists the Human Resources Director in the administration, planning, and coordination of the operations of major functional areas of the Human Resources Department; coordinates assigned activities with other City departments, divisions, and outside agencies; and provides highly responsible and complex administrative support to the Human Resources Director.
DISTINGUISHING CHARACTERISTICS
The Deputy Director of Human Resources is a single classification and reports to the Director of Human Resources. This position is distinguished from the Senior Human Resources Analyst classification in that the Deputy Director of Human Resources performs high-level administrative management functions in supporting the HR Director in policy and program development. Whereas the Senior Human Resources Analyst performs a wide variety of administrative, analytical, and coordination of day-to-day duties in support of the human resources services and programs. The Deputy Director of Human Resources classification is distinguished from the Director of Human Resources in that the latter has overall administrative oversight, which includes reviewing and developing policies and priorities with respect to human resources programs and services.
SUPERVISION EXERCISED
Exercises direct supervision over professional staff.
EXAMPLES OF IMPORTANT AND ESSENTIAL DUTIES –Duties may include, but are not limited to, the following:
Assist in the development, implementation, and evaluation of departmental policies, procedures, goals, objectives, and priorities for each assigned service area.
Assist in monitoring and evaluating the efficiency and effectiveness of human resources services and programs, processes, and practices. Assess and monitor workload, staffing levels, and resources. Identify opportunities for improvement.
Conduct a variety of organizational and operational studies and investigations, and make recommendations.
Coordinate activities between major departmental divisions and/or sections to ensure efficiency and effectiveness of departmental operations.
Assist in planning, directing, and coordinating the Human Resources Department's work plan.
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4 Serve as an active member of the City’s negotiation team as assigned.
Represent the Human Resources Department in meetings with other City departments, elected officials and outside agencies; explain and interpret Human Resources Department programs, policies, and activities; negotiate and resolve sensitive, significant and controversial issues; and provide advice and assistance to management staff regarding personnel matters.
Assist in ensuring compliance with policies, contracts, Federal, State and local human resources management regulations; review and analyze reports, legislation, court cases, and related personnel matters.
Act as liaison with regulatory agencies to address formal complaints of harassment and discrimination; and prepare reports and documents as required.
Select, supervise, train, motivate and evaluate assigned personnel; develop and implement action plans to address work deficiencies.
Provide consultation to departmental managers on a variety of human resources matters; discuss organizational problems, develop alternatives and strategies for dealing with those problems; and assist in implementation of solutions, as necessary.
Assist in the development and administration of the Human Resources Department budget, including the forecast of additional funds needed for staffing, equipment, materials, and supplies.
Assist in monitoring and approving expenditures.
Assist with coordinating Human Resources Department activities with those of other departments, divisions and outside agencies and organizations; provide staff assistance to the Human Resources Director, City Manager, and City Council; prepare and present staff reports and other necessary correspondence.
Research, collect, compile, and analyze information from various sources on a variety of specialized human resources topics; prepare comprehensive technical records, reports, and summaries to present and interpret data, identify alternatives, and make and justify recommendations.
Assist in the development and revisions of City policies, procedures, and programs.
Assist in monitoring legislation and analyzing proposed legislation to determine impact on human resources operations and programs.
Prepare and direct the preparation of a variety of written correspondence, reports, procedures, and other written materials.
Serve as a liaison with employees, public and private organizations, community groups, and other organizations; provide information and assistance regarding human resources programs and services; receive and respond to complaints and questions relating to human resources; review problems and recommend corrective actions.
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4 Participate on a variety of committees and task forces; attend and participate in professional group meetings; stay abreast of new trends and innovations in the field of human resources and benefits.
Assume responsibility for the department's operations in the absence of the Director of Human Resources, and as needed. Represents the Director of Human Resources in a variety of meetings and committees.
Perform other related duties and responsibilities as assigned.
JOB RELATED AND ESSENTIAL QUALIFICATIONS
Knowledge of:
Principles, practices, and techniques of human resources in a public agency setting, including recruitment, selection, equal employment opportunity, and onboarding; classification and compensation; benefit and compensation analysis and administration; workers’ compensation and safety; disability laws and leaves; employee development and workforce planning; and employee and labor relations, including the interpretation of laws, regulations, policies, and procedures
Principles and practices of public sector labor relations, including effective negotiation techniques, grievance resolution methods, and progressive discipline Practices of researching programmatic challenges, evaluating alternatives, making sound recommendations, and preparing and presenting effective staff reports Applicable Federal, State and local laws, rules, and regulations Administrative principles and practices, including goal setting, program development, implementation, and evaluation
Principles and practices of budget development, administration, and accountability Organization and supervisory principles, practices, and techniques Organization and management practices as applied to the analysis and evaluation of human resources programs, policies, and operational needs
Principles and practices of project management, program development, and administration Principles and practices of budget preparation and administration Ability to:
Provide professional leadership and direction
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4 Develop, implement, and administer goals, objectives, and procedures for providing effective and efficient human resources programs and services Interpret, apply, and explain complex laws, codes, regulations, and ordinances Plan, organize, direct, and coordinate
Problem-solve confidential, complex and sensitive issues Research, analyze, and make recommendations
Prepare clear, concise, and accurate written documents and reports Maintain attention to details and accuracy while meeting critical deadlines Interpret and apply Federal, State, and local laws, rules, and regulations Make sound and independent decisions in day-to-day activities and in emergency situations Exercise good judgment, flexibility, creativity, and sensitivity in response to changing situations and needs
Communicate clearly and concisely, both orally and in writing Make presentations to a variety of audiences, including executives, elected officials, and the community
Establish, maintain, and foster positive and harmonious working relationships with those contacted in the course of work
EXPERIENCE AND TRAINING GUIDELINES
Any combination equivalent to experience and training that would provide the required knowledge, skills, and abilities would be qualifying. A typical way to obtain the knowledge, skills, and abilities would be:
Experience:
Five (5) years of increasingly responsible professional human resources management experience in the public sector, including three (3) years of supervisory experience.
Education:
A bachelor’s degree from an accredited college or university with major course work in business administration, public administration, human resources, or closely related field. A master’s degree is desirable.
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4 Special Requirements:
Essential duties require the following physical skills and work environment:
Ability to work in a standard office environment; ability to travel to different sites and locations; ability to make effective presentations to public audiences; conduct City business during day and evening hours, including occasional weekend and irregular hours.
ADOPTED CC: 10-18-04
REVISED CC: 06-15-20, 04-21-25
FORMER TITLES: ASSISTANT HUMAN RESOURCES DIRECTOR BARGAINING UNIT: DEPUTY DIRECTORS UNIT
FLSA: EXEMPT
PERF. APPRAISAL: MANAGEMENT
DOT: NO
PRE APPT-MEDICAL: NO
SAFETY SENSITIVE: NO
FORM 700: YES
JOB CODE: 2099
ABOLISHED:
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4 Exhibit B
City of San Mateo – Merit Salary Schedule for Adoption by Council on April 21, 2025 Steps Hourly Biweekly Monthly Annual
Step 1 88.10 7048.00 15,270.37 183,248.00
Step 2 92.50 7400.00 16,033.03 192,400.00
Step 3 97.11 7768.80 16,832.08 201,988.80
Deputy Director of Human Resources (job code 2099)