The County
Located in northern California, Contra Costa County covers approximately 733 square miles extending from the northeastern
shore of San Francisco Bay east to San Joaquin County.
With a population numbering just over 1 million, Contra Costa is among the top ten most populous counties in California and
home to one of the State’s most ethnically, culturally, and socioeconomically diverse populations. It has one of the fastest
growing work forces among Bay Area counties, with growth in its employment base being driven by the need to provide
services to an increasing local population and the presence of relatively high-wage skilled jobs.
The County contains 19 incorporated cities and includes a variety of urban, suburban, industrial, agricultural, and port areas.
Substantial portions of the County are served by the San Francisco Bay Area Rapid Transit (BART), which has contributed to
significant residential and commercial development.
Contra Costa is home to numerous attractions, including wildlife refuges, state parks, historic sites, and a variety of museums.
Mount Diablo, a 3,849-foot peak at the north end of the Diablo Hills, is popular with outdoor enthusiasts, as are hiking,
biking, horseback riding, boating, and other activities. The wine country of Napa and Sonoma Counties, picturesque seaside
communities such as Carmel and Monterey, and the Sierra Lake Tahoe region are all within driving distance of Contra Costa.
Several prestigious public and private academic institutions are also located nearby, including Stanford University, University of
California at Berkeley, University of San Francisco, University of the Pacific, and various California State University Campuses. One
of California’s best community college systems is also located in Contra Costa.
To learn more about our dynamic County, visit http://www.co.contra-costa.ca.us/.
County Government
Contra Costa County was created in 1850 as one of 27 counties formed at the time of California’s statehood. The County Seat and
County’s Administrative Offices are located in the City of Martinez.
Contra Costa is governed by an elected five-member Board of Supervisors and includes a variety of citizen commissions,
committees, and other entities that advise the Board and County staff on issues and policy. The County Administrator is
responsible for the day-to-day operations of the County, including overseeing implementation of Board directives; planning,
monitoring, and overseeing County operations; supervising appointed Department Heads; and preparing the annual budget,
among other tasks.
The County provides a full range of services through 25 County Departments divided into the service areas of Public Protection,
General Government/Municipal Services, Health and Human Services, and Special Districts and Authorities. It has a total
FY2016/17 budget of $3.27 billion with a General Fund budget of $1.47 billion. It is supported by approximately 9,360 FTE’s.
Human Resources Department
The Director of Human Resources, who also serves as the Executive Secretary to the Merit Board, directs the activities of the
Contra Costa County Human Resources Department, with the support of an Assistant Director. The Department is organized into
3 Service Units that provide a full range of personnel services to County Departments, employees, and the public.
MISSION STATEMENT
Contra Costa County
is dedicated to providing public
services which improve the
quality of life of our residents
and the economic viability
of our businesses.
The Administrative Services Unit, headed by a Human Resources Program Manager reporting to the Director, handles
numerous administrative tasks, including preparing the annual Department budget and monitoring budget activities. This
unit is also responsible for the Department’s data processing needs and oversees purchasing transactions, payroll, staffing,
and position control. The unit formulates policies and procedures, administers the County-wide Contracted Temporary Help
Program, provides consultation on human resources and Merit Board issues as well as manages departmental safety issues.
The Employee Benefits Services Unit coordinates and administers employee benefits by developing and recommending
long-term, cost-effective benefits strategies and policies to assist the County in maintaining an overall competitive
compensation package. Headed by an Employee Benefits Manager reporting to the Assistant Director, this unit is responsible
for analyzing and recommending benefits changes and enhancements to the County Administrator and Board of Supervisors.
Responsibilities include providing communication, education, training, and consultation services. This unit also works to resolve
benefit disputes, and identifies and negotiates with vendors for employee benefits.
The Personnel Services Unit manages program activities in the areas of recruitment and examinations, from conducting
outreach to administering merit system examinations. Within the areas of compensation and classification administration,
the unit conducts salary surveys and job audits, and prepares class specifications and classification reports. Overseen by two
Personnel Services Supervisors reporting to the Assistant Director, this unit also processes personnel transactions and handles
records management for the department.
The Human Resources Department is supported by a total of 48 FTE’s and a FY 2016/17 budget of approximately $10.39
million. This Department coordinates closely with a separate unit within the County Administrator’s Office, the Labor Relations
Services Unit, which is responsible for labor relations at the County.
The Ideal Candidate
The ideal Human Resources Director will be a seasoned professional with a proven performance record who welcomes
challenges and thrives on collective problem solving. This individual will be a champion for changes that result in improved
customer experiences and greater operational effectiveness. Working closely with the County Administrator and Chief Assistant
County Administrator, and others, the candidate selected will be tasked with strategically addressing the Department’s
priorities and employing best practices to execute its critical functions. The mission for Human Resources requires a talented
Department Head who has a clear vision for the department, as well as the ability to swiftly identify systemic issues and work
collaboratively with others to formulate solutions. The ideal candidate will be progressive and forward thinking, and rely on his/
her strong foundation of human resources experience to be successful.
Recognizing that Human Resources touches all departments, the Director will earn the trust and respect of others quickly, and
adopt a partnership approach towards meeting the needs of a diverse and evolving workforce. Others will look to the Director
for his/her expertise in adhering to County policies and complying with the merit system. Well versed in the relevant technical
aspects of human resources, the ideal candidate will also be someone with the inclination, and confidence, to explore and
recommend creative and innovative initiatives. The Director will balance ensuring consistent day-to-day administration of the
Department with preparing the organization to meet the operating requirements of the future. As the economy continues to
improve, and departments turn to HR for assistance, from ramping up recruitments to meeting training needs, the Director
will lead his/her team in exploring and applying efficient processes to better serve both internal and external customers. This
individual will be tech-savvy and experienced in using and implementing new technologies demonstrated to expedite HR
processes. In fact, a major PeopleSoft upgrade is underway and is scheduled to go live in the Fall of 2016. He/she will bring a
fresh, energizing perspective and a results-oriented mentality that leads others to view HR as an invaluable business partner.
As a critical and objective thinker, the new Director will also be adept at creating a team environment for the employees in the
Department. The essential ability to motivate dedicated staff and guide them through change and progress will be coupled
with high standards and accountability. He/she will enable employees to appreciate the need for reform, and empower them to
develop processes that incorporate new activities and assignments. This requires a candidate who is an excellent communicator,
capable of providing clear expectations and directions. This individual is also expected to be an exceptional manager, an
authentic person who values staff development and is generous with praise for work well done.
The successful candidate will embrace his/her role in transforming a traditional organization into a streamlined and modern
department, with the reputation of being highly functional and service oriented. Endowed with emotional intelligence and
comfortable with data and figures, the Director will be equally adept at managing administrative duties, presenting complex
information before elected officials and engaging all employees of the organization.
The Director of Human Resources is exempt from the Merit System. Qualifications for this position include:
Education: Possession of a bachelor’s degree from an accredited college or university with a major in public administration,
business administration, political science or closely related field.
Experience: 6 years of full-time experience or its equivalent in public personnel work, at least 2 years of which must
have included significant administrative responsibilities as the head of a major personnel function such as recruitment,
classifications, benefits, labor relations, etc.
Compensation And Benefits
The County provides an attractive compensation package that includes a very competitive salary up to $199,257 annually, and
the following benefits:
Retirement – The County pays the employer contribution to CCCERA, a 1937 Act defined benefit retirement plan, which
is reciprocal with other 1937 Act county retirement systems, CalPERS and systems with CalPERS reciprocity. Employee
contributions are based on age at date of hire with the County or another employer with a reciprocal retirement system.
Social Security – the County participates in Social Security and Medicare.
Medical Insurance – A variety of medical and dental plans are offered.
Life Insurance – County program is provided, employee may subscribe to a voluntary supplemental program.
Long Term Disability – County paid program available.
Vacation Leave – Initial monthly accrual rate is 10 hours, up to maximum accumulation of 240 hours.
Sick Leave – Monthly accrual is 8 hours.
Annual Management Administrative Leave – 94 non-accruable leave hours are credited each January 1st (prorated
for those hired after January 1st).
Management Longevity Leave – After 10 years of service, employee is eligible for a 2.5% longevity differential; an
additional 2.5% differential is available after 15 years of service.
Personal Holiday Credit – Accrual of 2 hours each month, up to 40 hours.
Holidays – 10 holidays per year.
Executive Professional Development Reimbursement – Eligible for reimbursement of $925 each 2-year period for
qualifying expenses.
Deferred Compensation Plan – County contributes $85, plus an additional $150, per month upon qualifying employee
contributions.
The County will consider reimbursement of certain relocation expenses for the candidate selected.
Application & Selection Process
The closing date for this recruitment is midnight, Sunday, July 17, 2016. To be considered for this opportunity, upload cover
letter, resume and a list of six professional references using the “Apply Now” feature at www.tbcrecruiting.com.
Julie Yuan-Miu • tel 925.820.8436
Teri Black • tel 424.296.3111
TERI BLACK & COMPANY, LLC
www.tbcrecruiting.com
Following the closing date, resumes will be screened in relation to the criteria articulated in this brochure. Applicants with the
most relevant qualifications will immediately be granted preliminary interviews by the recruiters. Candidates deemed to be
the best qualified will be expected to participate in panel interviews in the latter part of August 2016. A selection is
anticipated in September 2016 following the completion of extensive background and reference checks and compensation
negotiations. Please note that references will not be contacted until the end of the process and, at that time, will be done so in
close coordination with the candidate impacted.