Description

Salary: $143,437.00 - $176,408.00 Annually (based on education and experience)

Closing Date: 7/29/2026 11:59 PM Pacific

Location: Fresno, CA

We are seeking a strategically-focused, solution-oriented, and accountable leader to become our next District Director of Human Resources. The ideal candidate should be empathetic, patient in handling HR challenges, and possess a strong background in creating an equitable and inclusive workplace. The successful candidate will lead our talented "Dream Team" of Human Resources professionals

Under general direction, plans, organizes and reviews the work of professional, technical and administra­tive staff engaged in human resources activities related to employee and labor relations, employee discipline, leave management, position classification, compensation, performance appraisal and collective bargaining contract administration; serves as the District liaison with the Personnel Commission; and performs related duties as assigned. 

Essential Duties & Responsibilities

The duties listed below are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to this class.

• Plans, organizes, directs, controls, integrates and evaluates the work of staff assigned to the District Human Resources Department; with staff, develops, implements and monitors work plans to achieve goals and objectives; contributes to development of and monitors performance against the annual depart­ment budget; manages and directs development, implementation and evaluation of plans, work processes, systems and procedures to achieve annual goals, objectives and work standards.
• Directs and manages the performance of staff; directs and oversees staff selection; establishes performance requirements and personal development targets for direct reports; regularly monitors performance and provides coaching for performance improvement and development; recommends compensation; hears and acts on grievances; subject to concurrence by executive management, approves or takes disciplinary action, up to and including termination, to address performance deficiencies, in accordance with Board policies, Administrative Regu­lations, Personnel Commis­sion Rules, Human Resources procedures and collective bargaining agreements.
• Provides day-to-day leadership and works with staff to ensure a high-performance, service-oriented work environment that supports achievement of the department's and District's mission, objectives and values; promotes workplace diversity, inclusion, cultural competency and a positive work environ­ment.
  With other members of senior management, participates in the development and implementation of District strategic plans, goals and objectives; leads and directs department staff in the development and application of new methodologies, technologies and business process improvements to achieve higher efficiency, productivity and customer service in department work processes.
• Serves as the District's representative for liaison with the Personnel Commission; represents the District at monthly Commission meetings to provide the District's viewpoint and interests on matters affecting classified employees; prepares documents and submits various items to the Personnel Commission for consideration; works cooperatively with the Personnel Commission and its staff to coordinate hiring processes and new employee on-boarding and orientation; works cooperatively with the Personnel Commission and its staff to draft classification specifications; assists in reviewing and revising Personnel Commission rules; reviews the Commission's periodic employee reclassification recommendations report and represents the District in resolving issues considered not in the District's best interests.
• Develops, recommends, evaluates and implements policies, procedures and standards designed to improve efficiency and effectiveness of services provided by the Human Resources Department.
• Provides professional/technical advice and guidance to District administrators on complex human resources matters.
• Assists the Vice Chancellor, Human Resources in collective bargaining with classified bargaining units; assists in developing negotiation strategies; prepares and evaluates proposals and responses to proposals from employee organizations; completes and analyzes data used in contract negotia­tions and costs out proposals; may administer the implementation of collective bargaining agree­ments and communicate with District management regarding contract changes; assists with compliance of the agreements; works to resolve issues involving employee relations or contractual interpretations or disputes; administers the grievance process including arbitration; works with legal counsel to respond to claims of unfair labor practices.
• Administers the District's disciplinary process in compliance with state/federal laws, board policies, administrative regulations, Personnel Commission rules and collective bargaining agreements; monitors corrective action and disciplinary procedures to ensure fair and equitable treatment of employees; provides consultation and advice to management and employees on the progressive discipline process; trains managers on performance management and preparing memoranda of concerns and letters of reprimand; modifies such documents when appropriate; recommends disciplinary action including suspension, demotion and termination, and works in collaboration with legal counsel to prepare Notice of Charges and Recommended Disciplinary Action; coordinates and monitors the Skelly hearing process and negotiates settlement agreements; provides consultation and technical expertise to administrators, managers and employees on a variety of complex and confidential disciplinary matters; approves termination of probationary employees.
• Administers employee leave programs in accordance with state and federal laws, board policies, administrative regulations and collective bargaining agreements; oversees the interactive discussion process Districtwide and ensures compliance with disability leave laws; facilitates interactive discussion meetings on complex issues such as temporary modified duty assignments and placement on the 39-month list; provides technical assistance and advice to administrators, managers and employees on leave programs, the interactive discussion process, the Americans with Disability Act (ADA) and other pertinent laws; works with the Benefits Coordinator on issues involving workers' compensation and return-to-work.
• Oversees and coordinates classification and compensation studies and functions for the District including approving new or revised duties for classification specifications; recommends changes to the Personnel Commission on employment standards, minimum qualifications, and knowledge, skills and abilities; approves and reviews working-out-of-class studies prepared by professional HR staff; reviews requests for advanced placement on salary schedules.
• When directed, oversees the conduct of salary surveys and wage studies; reviews the interpretation of data and recom­mends changes in compensation for positions and classes.
• Acts for the Vice Chancellor, Human Resources in that individual's absence.
• Demonstrates sensitivity to and understanding of historically minoritized groups and participates in professional development activities to increase cultural competency to enhance equity-minded practices within the District.

OTHER DUTIES

• Serves on committees and represents the District at local, regional, state and national conferences, meetings, workshops and training seminars.
• Participates in shared governance processes and initiatives.

Performs related duties as assigned.
 
Employment Standards / Minimum Qualifications
KNOWLEDGE, SKILLS AND ABILITIES
Knowledge of:

• Principles, theories, processes and practices of public human resources administration, including labor relations/negotiations, employee relations/discipline, performance appraisal, job analysis/position classification, compensation and leave management.
• Laws, codes, rules, regulations, court decisions and legal interpretations related to the management of human resources in a community college merit district, including the California Education Code, ADA, Fair Employment and Housing Act (FEHA), Educational Employment Relations Act (EERA), Family and
• Medical Leave Act (FMLA), Affordable Care Act (ACA), California Family Rights Act (CFRA) and Pregnancy Disability Leave (PDL).
• The organization, functions, operations, policies and goals/objectives of the District and its Colleges.
• Principles and practices of sound business communications.
• Research methods and analysis techniques.
• Principles and practices of effective management and supervision.
• Principles and practices of public administration, including budgeting, purchasing and maintaining public records.
• Principles and practices of strategic planning.
• Principles and practices of internal consulting.
• Trends and practices in human resources management.
• Basic principles and practices of organizational improvement and culture change.
• Safety policies and safe work practices applicable to the work being performed.
• Personnel Commission Rules, Board Policies, Administrative Regulations, Human Resources proce­dures and collective bargaining agreements.

Skills and Abilities to:

• Plan, organize, implement and direct a comprehensive human resources program in conformance with laws and professional standards.
  Understand, interpret, explain and apply Board, Personnel Commission, state and federal laws, codes, regulations, policies and court decisions governing the District's human resources manage­ment programs.
• Train, supervise and motivate employees.
• Prepare and present effective written and oral communications and reports on a variety of classified human resources policies, procedures and decisions that are comprehensive and meet legal require­ments.
• Interpret, apply and explain principles of human resources management and laws related to personnel operations.
• Define issues, analyze problems, evaluate alternatives and develop sound, independent conclusions and recommendations in accordance with laws, regulations, rules and policies.
• Analyze and make sound recommendations on difficult human resources situations.
• Work collaboratively with other District directors and managers and provide expert advice and counsel to develop solutions to complex issues.
• Organize, set priorities and exercise expert, independent judgment within areas of responsibility.
• Develop and implement appropriate procedures and controls.
• Communicate information accurately and effectively; understand requests for information or assist­ance; maintain a courteous and tactful manner when under pressure or in an antagonistic situation.
• Prepare clear, concise and comprehensive correspondence, reports, studies and other written materials.
• Effectively engage and support historically minoritized groups by addressing issues of equity and improving culturally responsive service-oriented practices.
• Communicate effectively, both orally and in writing.
• Prepare and present periodic training sessions as directed.
• Make presentations and present proposals and recommendations clearly, logically and persuasively to diverse audiences.
• Operate a computer and use standard business software.
• Establish and maintain effective working relationships with all those encountered in the course of work.

Requirements

EDUCATION AND EXPERIENCE
Graduation from an accredited college or university with a bachelor’s degree in human resources, public administration, business administration, industrial relations, organizational leadership, legal studies, or a closely related field, and at least five (5) years of progressively responsible professional experience in a human resources position in a public agency, including responsibility for one or more of the following functional areas: employee or labor relations, classification and compensation, recruitment and selection, employee discipline, leave administration, human resources compliance, or related human resources functions. Qualifying experience must include at least two (2) years in a supervisory or lead capacity; or an equivalent combination of training and experience.  

LICENSES, CERTIFICATES AND OTHER REQUIREMENTS
Certain assignments may require a valid California driver's license and the ability to maintain insurability under the District's vehicle insurance program. 

PHYSICAL AND MENTAL DEMANDS
The physical and mental demands described here are representative of those that must be met by employees to successfully perform the essential functions of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands
While performing the duties of this class, employees are regularly required to sit; talk or hear, in person and by telephone; use hands repetitively to finger, handle, feel or operate standard office equipment; and reach with hands and arms. Employees are frequently required to walk and stand; and lift up to 25 pounds.
Specific vision abilities required by this job include close vision and the ability to adjust focus. 

Mental Demands 
While performing the duties of this class, employees are regularly required to use written and oral communication skills; read and interpret data, information and documents; analyze and solve problems; observe and interpret situations; learn and apply new information or skills; perform highly detailed work; work on multiple, concurrent tasks; work with frequent interruptions; work under intensive deadlines; and interact with District managers, staff, the public and others encountered in the course of work, some of whom are dissatisfied, angry or abusive.

WORKING ENVIRONMENT
The work environment characteristics described here are representative of those an employee encounters while performing the essential duties of this class. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Employees work under typical office conditions, and the noise level is usually quiet.

The employee may be required to travel to locations other than assigned work site and to adjust to work schedule changes and requirements to work overtime. 
 

APPLICATION SUBMISSION
To move forward in the selection process, you must complete an online application through our web site at http://www.schooljobs.com/careers/scccd. Please attach to your application copies of your degrees or transcripts (including when degree was awarded) or your application may be considered incomplete. Resumes may also be uploaded but cannot be used in lieu of a completed application.

 ONCE YOU HAVE SUBMITTED YOUR APPLICATION YOU WILL NOT BE ABLE TO MAKE REVISIONS TO YOUR APPLICATION MATERIALS.

When completing the application, please make sure you include ALL current and previous employment in the Work Experience section of the application and complete ALL fields, including the name and contact information for your supervisors. Experience that is included in the resume but not in the Work Experience section of the application may not be considered for the purpose of determining whether you meet the minimum qualifications.
 
All required documents must be submitted by the applicant. Personnel Commission staff will not upload your documents for you. The State Center Community College District does not accept letters of recommendation for classified positions. Please do not attempt to attach letters of recommendation to your application.
 
APPLICATION REVIEW AND ASSESSMENTS
The application review process includes an evaluation of training and experience based on given application information and answers to supplemental questionnaire.  Only the most qualified applicants, who pass the minimum qualifications review, will be invited to the assessment process.

 The assessment process will include a written assessment (30% weight) and an oral interview assessment (70% weight).  Passing score is 75% out of 100% on each assessment section.

TESTING TENTATIVELY SCHEDULED AS FOLLOWS:
PERFORMANCE ASSESSMENT: AUGUST 11, 2026
ORAL INTERVIEW ASSESSMENT: AUGUST 11, 2026

The assessment process / assessment date is subject to change as needs dictate. All communication regarding this process will be delivered via email to the address listed on your application.
 
ELIGIBILITY LIST
Only the most qualified applicants who achieve a passing score on the assessment will advance to the next phase of the recruitment process. Candidates who pass all components of the assessments will be placed in rank order on a Districtwide Open-Competitive List. Using the same process, a separate Districtwide Promotional List will be established and both Lists will be used concurrently. The eligibility list will be used to fill current vacancies for at least six (6) months. The current vacancy is at the District Office. 

PASSING THE ASSESSMENTS AND BEING PLACED ON THE ELIGIBILITY LIST DOES NOT GUARANTEE AN OFFER OF EMPLOYMENT.
VERIFICATIONS OF EMPLOYMENT WILL BE COLLECTED IF AN OFFER IS MADE.

ACCOMMODATIONS
Individuals with disabilities requiring reasonable accommodation in the selection process must inform the State Center Community College District Personnel Commission Department in writing no later than the filing date stated on the announcement. Those applicants needing such accommodations should document this request including an explanation as to the type and extent of accommodation needed to participate in the selection process.

 
SCCCD is an equal opportunity employer committed to fostering innovation and inclusivity. We respond proactively to the diverse needs of the community and welcome individuals excited to join our District’s purpose to support student success both locally and globally. United, we the faculty, classified professionals and administrators pledge to treat all applicants and employees fairly and equitably.