13 Human Resources jobs

Childswork Learning Center Director of People, Culture and Equity Job Title: Director of People, Culture and Equity Reports To: Executive Director Salary: $68,000 – $75,000 / annually Employment Type: Full-Time, Exempt Location: Portland, OR | On-site role with visits to other campuses (reliable personal transportation required) About Childswork Learning Center Childswork Learning Center is a fully funded Preschool for All provider serving 3- and 4-year-olds across three campuses in Portland, Oregon: Cherry Blossom, Tabor, and Hosford. As a Preschool for All partner, Childswork is part of Multnomah County's commitment to providing free, culturally responsive, and inclusive early learning to every family who wants it. With a growing team of faculty and administrative staff, Childswork is at an exciting and consequential moment in its development. Our people make this work possible. When our staff feel supported, heard, and valued, that energy flows directly into the classrooms and into the lives of the children and families we serve. We are building the internal infrastructure to match our ambitions, and the Director of People, Culture and Equity is central to that work. About You You lead with empathy and believe every employee deserves to feel valued and heard, and you understand that this shows up in the details, including the accuracy of a paycheck and the clarity of a benefits explanation. You are a skilled listener who follows through, and people trust you because you do what you say you will. You bring warmth, discreetness, and professionalism to every interaction, whether navigating a sensitive conversation or walking someone through an open enrollment decision. You understand that working in an early childhood environment calls for patience, care, and the ability to hold professional boundaries with genuine intention. You are organized and detail-oriented, able to manage multiple priorities across multiple sites without losing sight of the people behind the paperwork. You are also approachable and decisive. You know when to be clear, direct, and firm. You are an experienced investigator and employee relations practitioner who can manage a formal grievance process with fairness, consistency, and legal awareness. You are a builder, energized by the opportunity to create systems and infrastructure, not just maintain them. You are a strong coach and thought partner for managers, helping them grow their supervisory skills with practical, grounded guidance. And you are genuinely committed to equity and inclusion, bringing that lens to every aspect of your HR practice, not just the initiatives labeled DEI. Position Summary This is a newly created position and the first dedicated HR leadership role in Childswork's history. The Director of People, Culture and Equity will build the organization's human resources function from the ground up, establishing the systems, policies, and practices that will support a growing, multi-campus workforce. This role reports directly to the Executive Director and serves as a senior leader and thought partner across the organization. The Director will bring both warmth and decisiveness to their work. They will be a trusted resource for staff navigating workplace concerns, a skilled investigator when issues require formal attention, a coach for managers building their supervisory skills, and an equity-committed leader who embeds culturally responsive values into every people practice. This is a hands-on role that requires someone equally comfortable developing policy and sitting across from an employee in a difficult conversation. Regular in-person presence is essential to building the staff relationships and school culture that define who we are. Key Responsibilities HR Policy Development & Compliance (15%) • Establish Childswork's HR function as a new internal department, including systems, processes, workflows, and documentation • Lead a comprehensive review and update the Employee Handbook to ensure policies are current, legally compliant, clearly written, and reflective of Childswork's equity and inclusion values • Develop and implement HR policies in partnership with the Executive Director and Business Operations Manager • Maintain accurate, organized, and confidential employee files in compliance with all federal, state, and local recordkeeping requirements • Conduct periodic file and compliance audits across all campuses Employee Relations (20%) • Serve as the primary point of contact for employee concerns, complaints, and workplace disputes across all three campuses • Administer staff engagement surveys and translate results into actionable recommendations for leadership • In collaboration with leadership, support to ensure ongoing staff recognition initiatives to maintain a positive workplace environment • Lead or oversee formal workplace grievances, ensuring processes are thorough, documented, legally defensible, and equitable in a timely manner • Coach managers and supervisors through difficult conversations, performance concerns, and personnel decisions • Conduct exit interviews and use findings to inform retention strategy and culture improvement Recruitment (15%) • Manage the full recruitment lifecycle including job postings, applicant screening, interview coordination, reference and background checks, and offer letters • Partner with site directors and education leadership to anticipate and plan for staffing needs, including the hiring ramp for the new campus • Ensure hiring practices are equitable, inclusive, and legally compliant at every touchpoint to ensure they are reflective of Childswork’s values • Maintain a positive and welcoming candidate experience throughout the process • Coordinate required background clearance processes (Criminal Background Registry, Oregon Registry, and fingerprinting) Onboarding, Training, and Professional Development (15%) • Design and facilitate a welcoming, thorough onboarding experience that sets new employees up for success and reflects Childswork's culture • Coordinate new hire paperwork, systems access, benefits enrollment, and orientation to Childswork's culture and expectations across campuses • Identify training needs across campuses in partnership with department leads and develop responsive programming • Coordinate and facilitate staff training sessions, workshops, and professional development opportunities • Track training completion and maintain records to ensure compliance with required certifications or continuing education Payroll and Benefits Administration (10%) • Ensure compliance with federal, state, and local wage and hour laws, including Oregon-specific requirements • Collaborate with the Business Operations Manager and accountant on payroll processes, flagging HR-related issues as they arise • Administer health, dental, vision, life insurance, FSA/HSA, retirement, and other employee benefit programs • Guide employees through benefits enrollment with clarity and patience, ensuring they understand and can make full use of what is available to them • Manage open enrollment from end to end, including communications, deadlines, and system updates • Ensure compliance with ACA, COBRA, Paid Leave Oregon, and related regulations Equity, Culture, and DEI Leadership (25%) • Champion a workplace culture where every employee, across all campuses and roles, feels genuinely valued, heard, and supported • Serve as Childswork's internal equity leader, embedding culturally responsive practices into hiring, onboarding, training, performance management, and daily HR operations • Responsible for and partners with external DEI consultant on roadmap development, initiative implementation, and integration of equity goals into organizational policy • Lead and track progress on internal coordination of DEI initiatives, including scheduling, communications, and staff follow-through that empowers staff to experience a sense of belonging • Support recognition initiatives and help celebrate employee milestones and contributions Qualifications Required • Bachelor's degree in Human Resources, Education Administration, Business, or a related field • 5+ years of progressive HR experience: • HR generalist experience, including payroll, benefits, and recruitment • Direct responsibility and experience in employee relations, workplace investigations, and HR policy development • Strong working knowledge of employment law and HR compliance, including Oregon-specific requirements • Demonstrated commitment to diversity, equity, and inclusion in the workplace • Proven ability to establish culture and coach supervisors/managers through performance and personnel matters • Proficiency with HRIS and payroll platforms (e.g., Gusto, ADP, Paychex, Rippling, or similar) • Strong interpersonal, communication, written, and presentation skills • Access to reliable personal transportation and the ability to work regularly across multiple Portland campuses • Ability to successfully complete a Criminal Background Registry check, Oregon Registry application, and fingerprinting (costs covered by Childswork) Preferred • Experience working in an early childhood education, school, or nonprofit setting • PHR, SHRM-CP, SHRM-SCP, or equivalent professional HR credential • Experience building a first HR department or establishing HR infrastructure in a growing organization • Experience working within a publicly funded program or government-contracted environment Compensation and Benefits In compliance with Oregon's pay transparency requirements, Childswork provides the following salary range for this position: Entry-level (1–2 years experience): $55,000 – $60,000 Mid-level (3–5 years experience): $60,000 – $68,000 Experienced (5+ years): $68,000 – $75,000 Final compensation will be commensurate with experience, qualifications, and alignment with Childswork's compensation structure. Benefits include: • Comprehensive health, dental, and vision insurance • 403(b) retirement plan • Generous paid time off and school-year holidays • A collaborative, mission-driven team that genuinely loves what they do Childswork Learning Center is an equal opportunity employer committed to building a diverse, inclusive, and joyful workplace. We strongly encourage candidates of color and those with lived experience in early childhood or educational settings to apply. Application Information Nonprofit Professionals Now is excited to support Childswork Learning Center in this key leadership role. All interested applicants need to submit a resume and cover letter. All candidate information will be reviewed, and candidates moving forward in the process will be contacted directly. Portal Link: https://apptrkr.com/7205725 Application Deadline: June 21, 2026

Minimum Qualifications Must be currently enrolled in an accredited two or four-year college or university; or at a technical school taking college-level courses. Successful completion of a criminal history background investigation is required prior to employment.   **UNDERGRADUATE STUDENT $18.50/HOUR**    Position Summary If you meet the following requirements and are passionate about Human Resources and eager to learn, we encourage you to apply!   - Currently enrolled in an associate or bachelor’s degree program - Strong organizational skills with the ability to multitask and prioritize tasks effectively. - Excellent communication and interpersonal skills, with a customer service-oriented approach. - Proficiency in Microsoft Office Suite (Word, Excel, PowerPoint). - Proactive and self-motivated with a willingness to learn and take initiative. There are no benefits associated with this classification.

Human Resources Technician (1 Vacancy Eligibility List) Salary: $56,731.56 - $79,810.68 Annually Location: Palm Desert, CA Job Type: FULL TIME Job Number: 2500216 Division: Office of Human Resources & Employee Relations Department: Human Resources & Employee Relations Opening Date: 05/14/2026 Closing Date: 6/7/2026 11:59 PM Pacific Bargaining Unit: CSEA-California School Employees Association Description About College of the Desert The College of the Desert, Desert Community College District enrolls approximately 20,000 students each academic year with steady enrollment growth each year. College of the Desert embraces diversity in all forms and the right of all people to have access to quality higher education in a safe learning environment. Designated as a Hispanic-Serving Institution (HSI), College of the Desert administers an array of student programs specifically focused on student support and helping students achieve their educational and career goals. As a two-year college, we offer Associates Degree for Transfer, both in Art and Sciences, Associates Degrees, and Certificates across a wide range of disciplines. College of the Desert is a district that consists of leadership, staff, and faculty who are committed to enhancing our community through supporting the academic success of all of our students including racially and ethnically diverse students, students with disabilities, students who are first generation to college, veterans, students of all ages, students with diverse socio-economic backgrounds, "dreamers", and students of diverse sexual orientation and gender expression. When you join College of the Desert you can expect to be part of a diverse, inclusive, and collaborative community. We provide students with a rich and dynamic learning experience that embraces differences, emphasizes collaboration, and engages students in and out of the classroom. We are committed to ensuring that College of the Desert is a welcoming place for the success of all students. Interested in learning more about College of the Desert and the Coachella Valley? Visit the links below. • https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/community.php • https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/college-information.php Who We Want: College of the Desert is seeking individuals from a broad range of cultural heritages, socioeconomic backgrounds, genders, abilities, and orientations. As such, we prioritize individuals who fully demonstrate their understanding of the community we serve, the benefits of diversity in a professional and educational setting, and values creating a culture that brings people together. A successful candidate will value working in a collegial, collaborative environment that is guided by a commitment to inclusion, student education, and equity. An equity-minded individual is a person who already does or has demonstrated the desire to: • Understand the importance of holding ourselves accountable as faculty, staff and leadership for closing equity gaps and engaging in equitable practices; • Reframe inequities as a problem of practice and view the elimination of inequities as an individual and collective responsibility; • Encourage positive race-consciousness and embrace human difference; • Reflect on institutional and teaching practices and aim to make them more culturally responsive; and • Strategically build buy-in and participation among colleagues for equity-related initiatives. BASIC FUNCTION BASIC FUNCTION Under the direction of the Vice President, Human Resources & Labor Relations, perform a wide variety of administrative clerical duties in support of the Office of Human Resources. REPRESENTATIVE DUTIES REPRESENTATIVE DUTIES 1. Perform administrative duties and assist the Vice President (VP) with a variety of technical, clerical, and administrative duties; facilitate communications and coordinate activities between the VP, staff, public and other personnel. Work confidentially with discretion concerning personnel and disciplinary procedures. 2. Greet students, employees and the public; communicate information in person or by telephone where judgment, knowledge and interpretation of policies, procedures and regulations are necessary; receive, open and distribute mail; answer telephone calls and refer to appropriate staff members. 3. Assist with the functions of the Human Resources Generalist, including the management of the online applicant tracking system, onboarding new employees and the personnel database. 4. Prepare and maintain documents for the recruitment, screening and interview processes; assist with the preparation and administer skills test and assessments. 5. Operate a variety of office machines and equipment including a computer and applicable software including work processing, spreadsheets, database management, copier and email. 6. Review documents, records and forms for accuracy, completeness and conformance to applicable rules and regulations; compose and type correspondence, memorandum and forms independently or from oral instructions; maintain personnel and office files; order and maintain office supplies and other materials. 7. Compile data for reports as requested; track, maintain and report statistical applicant pool and other employee data to meet District, state and federal reporting requirements. 8. Initiate and monitor new-hire onboarding processes, both electronic and paper, as appropriate. 9. Process new employees and others for entry into the database and payroll. Review documents for completeness and accuracy. 10. Arrange and schedule a variety of meetings, appointments and conferences; prepare materials for meetings as assigned. Attend a variety of meetings as assigned and provide administrative staff support to committees, including taking and transcribing minutes of meetings. Serve on committees as assigned. 11. Meet schedules and timelines, organize multiple project s efficiently and effectively and carry out required project details throughout the year. 12. Monitor budget expenditures and transfers; maintain financial records and current account balances as assigned. 13. Seek and participate in professional development activities. 14. Other related duties and responsibilities as assigned. MINIMUM QUALIFICATIONS MINIMUM QUALIFICATIONS EDUCATION AND EXPERIENCE • Any combination equivalent to: graduation from high school and three (3) years administrative or technical clerical experience including some public contact. KNOWLEDGE AND ABILITIES • Knowledge of: Operations, procedures and methods of office to which assigned; modern office practices, procedures and equipment; record-keeping techniques and alpha and numeric filing systems; correct English usage, grammar, spelling, punctuation and vocabulary; interpersonal skills using tact, patience and courtesy; receptionist and telephone techniques. • Ability to: Perform a wide variety of secretarial and clerical duties in support of the Office of Human Resources; assemble data for the preparation of reports; maintain complex and varied files and records; learn, interpret and apply rules, regulations, policies and procedures; operate a variety of office machines and equipment, including a computer and demonstrate ability to utilize work processing programs, spreadsheets, database management, and other applicable software, as well as calculator, copier and other equipment; establish and maintain cooperative and effective working relationships with others; communicate effectively both orally and in writing to exchange information in person and on the telephone; meet schedules and time-lines; prepare and type reports, correspondence and related materials; work confidentially with discretion with sensitive and private information applicable to personnel, collective bargaining and other union matters; work independently with minimal direction; exercise tact and diplomacy in dealing with sensitive or confidential matters, bend at the waist, kneel or crouch to file materials; sit or stand for extended periods of time. EMPLOYMENT STATUS EMPLOYMENT STATUS: • https://www.collegeofthedesert.edu/faculty-staff/human-resources/bargaining-unit-contracts.php • https://www.collegeofthedesert.edu/faculty-staff/human-resources/salary-schedules.php • Retirement System: https://www.calpers.ca.gov/ (upon meeting eligibility criteria) • Salary placement is contingent on education, experience, and department budget. • This posting is for 1 current vacancy and to establish a 6-month eligibility list for current and future Human Resources Technician openings. WORKING CONDITIONS • Environment: Office environment. Constant interruptions. SCHEDULE & LOCATION: • This position is scheduled 40 hours per week, 12 months per year. • The schedule is Monday - Friday from 8:00 a.m. - 5:00 p.m. • The primary location is Palm Desert Campus. • The schedule and location are subject to change based on District need. REQUIRED APPLICATION AND REQUIRED UPLOADED DOCUMENTS: To be considered a candidate for this position, the following materials must be electronically uploaded: • Online Application: All sections of the College of the Desert District online application must be completed including education and experience. • Resume: Must include length of employment (month/year start and end dates) for each employer. • Cover Letter: Please address how you meet the minimum requirements for this position and any special qualifications you possess. REQUIRED IN YOUR APPLICATION: • List of References: References should include at least two supervisors and one colleague. Please include name, title, email and current phone numbers. Letters of reference will not be accepted in lieu of the required List of References. OPTIONAL UPLOADED DOCUMENTS: • College Transcripts: Academic transcripts of all college level coursework showing date degree awarded from an accredited institution. For consideration, degree(s) must be awarded at the time of application. Unofficial transcripts are acceptable at time of application. Successful candidate must provide official transcripts upon hire. Non-U.S. transcripts must include a certified U.S. evaluation (i.e., NACES agency: www.naces.org) at the time of application. Diplomas will not be accepted in lieu of the required transcripts. IMPORTANT INFORMATION FOR APPLICANTS: • Applicants must be authorized to work for any employer in the U.S. • College of the Desert does not offer sponsorship nor take over sponsorship for an employment VISA. • Employment is contingent on residence in California. • Incomplete application packages will not be considered. • All submitted materials become the property of College of the Desert Community College District and will not be returned or copied and will be considered for this position only. • Salary placement will be contingent on all materials submitted for this position. • Applicant bears the sole responsibility for ensuring that the application package is complete when submitted. • All travel arrangements will be at applicant's expense. • Application materials must be received by the deadline. Application materials received after the closing deadline will not be accepted. • For online application, information, and instructions, visit the College of the Desert job opportunities website at https:// http://www.collegeofthedesert.edu/faculty-staff/human-resources/career-opportunities.php or call (760) 773-2529. • FAQs: For additional information, click here: https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/frequently-asked-questions.php. TIMELINES: • For consideration, please apply by Sunday, June 7, 2026. Late submissions will not be accepted. • First-level interviews are tentatively scheduled in-person on Monday, July 6, 2026 & Wednesday, July 8, 2026. • Finalist-level interviews are tentatively scheduled in-person on Monday, July 20, 2026. • Tentative schedule is subject to change based on District need. Notice to all Candidates for Employment: DISTRICT RIGHTS: College of the Desert reserves the right to re-open, re-advertise, delay, or cancel filling this position. The SELECTED CANDIDATE is required to complete the following prior to employment: • Provide a Certificate of Tuberculosis Exam for initial appointment (Note: The certificate must be renewed every 4 years as a condition of continuing employment). • Have fingerprints taken by a Live Scan computer at the candidate's expense (Clearance must be received prior to the first day of employment). • Present original documents for proof of eligibility to work in the United States(Note: We are unable to sponsor or take over sponsorship of an employment Visa at this time.) A Social Security Card will be required for payroll processing. • Participate in a new hire onboarding, completing all required tasks and forms. • May be required to complete a fitness for duty physical exam based on the job description, as applicable. The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. The Desert Community College District (DCCD) will not sponsor any VISA applications nor take over any VISA. Employees must reside in California while employed with the Desert Community College District (DCCD). California Public Employees Retirement System and California State Teachers Retirement System: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with the DCCD will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the DCCD to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS Disability Accommodations: If you require special accommodations in the application and/or evaluation process, please notify Human Resources at least two (2) business days prior to the job posting close or initial screening date, by either calling (760) 773 -2529 or sending an e-mail to mailto:ffrausto@collegeofthedesert.edu. Attendance Requirement: All DCCD employees are required to report to work on a regular and consistent basis, as scheduled, to assigned job. Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at https://www.collegeofthedesert.edu/students/public-safety/. Non-Discrimination Notice: The DCCD provides access to its services, classes, and programs without regard to national origin, immigration status, religion, age, gender, gender identity, gender expression, race, ethnicity, color, medical condition, military and veteran status, genetic information, ancestry, sexual orientation, marital status, physical or mental disability, pregnancy, or because they are perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics. California Fair Chance Act: The DCCD will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if the DCCD is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Diversity, Equity, Inclusion and Equal Employment Opportunity: The DCCD is committed to creating an academic and work environment that fosters diversity, equity, and inclusion (DEI) and equal employment opportunity (EEO) for all, and ensures that students, faculty, staff, and managers of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes the DCCD a unique and special place for individuals of all backgrounds. The DCCD is looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join the DCCD, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, managers, and community partners. In deciding whether to apply for a position at the DCCD, you are strongly encouraged to consider whether your values align with the DCCD's mission and goals for DEIA and EEO. Additional Resources • https://www.ada.gov/ • California Department of Fair Employment and Housing (FEHA) • https://www.dfeh.ca.gov/peoplewithdisabilities/ • https://www.dfeh.ca.gov/accommodation/#:~:text=The%20California%20Fair%20Employment%20and,would%20cause%20an%20undue%20hardship • https://askjan.org/ • https://www.collegeofthedesert.edu/_web-items/documents/pdf-files/board-of-trustees/administrative-procedures/ap-7100-commitment-to-diversity.pdf https://get.adobe.com/reader/ • https://www.collegeofthedesert.edu/_web-items/documents/pdf-files/human-resources/cod_equal_employment_opportunity_plan-final_06202024.pdf https://get.adobe.com/reader/ • https://cod.peopleadmin.com/hr/job_applications/54840 THE DCCD IS AN EQUAL OPPORTUNITY EMPLOYER To apply, visit: https://apptrkr.com/7162176

Human Resources Technology Specialist (1 Vacancy Eligibility List) Salary: $75,995.64 - $106,944.36 Annually Location: Palm Desert, CA Job Type: FULL TIME Job Number: 2500220 Division: Office of Human Resources & Employee Relations Department: Human Resources & Employee Relations Opening Date: 05/14/2026 Closing Date: 6/7/2026 11:59 PM Pacific Bargaining Unit: CSEA-California School Employees Association Description About College of the Desert The College of the Desert, Desert Community College District enrolls approximately 20,000 students each academic year with steady enrollment growth each year. College of the Desert embraces diversity in all forms and the right of all people to have access to quality higher education in a safe learning environment. Designated as a Hispanic-Serving Institution (HSI), College of the Desert administers an array of student programs specifically focused on student support and helping students achieve their educational and career goals. As a two-year college, we offer Associates Degree for Transfer, both in Art and Sciences, Associates Degrees, and Certificates across a wide range of disciplines. College of the Desert is a district that consists of leadership, staff, and faculty who are committed to enhancing our community through supporting the academic success of all of our students including racially and ethnically diverse students, students with disabilities, students who are first generation to college, veterans, students of all ages, students with diverse socio-economic backgrounds, "dreamers", and students of diverse sexual orientation and gender expression. When you join College of the Desert you can expect to be part of a diverse, inclusive, and collaborative community. We provide students with a rich and dynamic learning experience that embraces differences, emphasizes collaboration, and engages students in and out of the classroom. We are committed to ensuring that College of the Desert is a welcoming place for the success of all students. Interested in learning more about College of the Desert and the Coachella Valley? Visit the links below. • https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/community.php • https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/college-information.php Who We Want: College of the Desert is seeking individuals from a broad range of cultural heritages, socioeconomic backgrounds, genders, abilities, and orientations. As such, we prioritize individuals who fully demonstrate their understanding of the community we serve, the benefits of diversity in a professional and educational setting, and values creating a culture that brings people together. A successful candidate will value working in a collegial, collaborative environment that is guided by a commitment to inclusion, student education, and equity. An equity-minded individual is a person who already does or has demonstrated the desire to: • Understand the importance of holding ourselves accountable as faculty, staff and leadership for closing equity gaps and engaging in equitable practices; • Reframe inequities as a problem of practice and view the elimination of inequities as an individual and collective responsibility; • Encourage positive race-consciousness and embrace human difference; • Reflect on institutional and teaching practices and aim to make them more culturally responsive; and • Strategically build buy-in and participation among colleagues for equity-related initiatives. BASIC FUNCTION BASIC FUNCTION Under the direction of the Vice President, Human Resources and Employee Relations, or assigned supervisor, plan, organize and perform a variety of complex technical duties related to the development, maintenance, and enhancement of the Human Resources Information Systems (HRIS) database, applicant tracking, onboarding, and performance evaluation systems; ad hoc reporting using complex functions of Excel and other software, create queries and prepare reports, identify and resolve database and other HR systems issues, develop test plans and strategies as a result of changes to the database systems, and perform clerical duties in support of the Office of Human Resources. REPRESENTATIVE DUTIES REPRESENTATIVE DUTIES 1. Provide a high level of collaboration and service in the performance of assigned duties to both external and internal stakeholders. E 2. Plan, organize and perform complex technical duties to maintain the integrity and accuracy of the HRIS and other HR databases. E 3. Enter new employee data; establish new positions; update and modify position, employee, and earning records; develop and modify systems tables as necessary. Serve as primary contact regarding HRIS related matters and collaborate effectively with other departments. E 4. Compile and prepare data necessary to produce technical reports in compliance with District, federal, state and local regulations, policies and procedures; create and conduct routine and specialized queries and generate reports; review data for accuracy. E 5. Work with other departments and HR staff to identify and recommend changes in business operations to resolve HRIS issues in compliance with MIS reporting requirements, District policies and procedures, federal, state and local regulations as well as to effectively utilize administrative software based on cost benefit and feasibility studies. E 6. Consult with users and vendors in diagnosing and solving all software and data related problems. E 7. Develop test strategies to validate changes in processes, tables, setup tables and rules. E 8. Develop sample-testing records/criteria on test database prior to implementation and run applications/processes against them to ensure accurate and adequate performance. E 9. Develop, document and maintain HR technology procedures manual; train HR staff in procedures to provide back-up assistance. E 10. Develop and maintain complex Excel spreadsheets for various reporting and data archiving projects. E 11. Maintain and train users on the District's performance evaluation system and processes. E 12. Maintain and assist users on the District's online training modules. E 13. Maintain a high level understanding of the District's Applicant Tracking System, provide end user assistance, and liaise with SAAS provider to resolve issues and system upgrades. E 14. Assist in maintaining the HR webpage and posted documents including job descriptions, salary schedules, and collective bargaining agreements on the HR webpage. E 15. Identify placement of new and existing instructors on the adjunct salary schedule in accordance with the collective bargaining agreement and District procedures. Notify instructors and payroll of salary placement; resolve payroll and placement issues. E 16. Maintain and update classified seniority list according to collective bargaining agreement and District procedures. E 17. Operate office machines including computers and related software applications, photocopiers, calculators, and other office equipment as assigned. E 18. Provide backup when needed to greet students, employees and the public; communicate information in person or by telephone where judgment, knowledge and interpretation of policies, procedures and regulations are necessary; receive, answer telephone calls and refer to appropriate staff members. E 19. Meet schedules and timelines, organize multiple projects efficiently and effectively and carry out required project details throughout the year. E 20. Seek and participate in professional development activities. 21. Other related duties and responsibilities as assigned. MINIMUM QUALIFICATIONS EDUCATION AND EXPERIENCE • Any combination equivalent to a Bachelor's degree and one year of experience or an Associate's and three years of experience in Human Resources Technology including data entry, mining, queries, and analysis; customer service and assisting end users on a variety of software and web based systems. KNOWLEDGE AND ABILITIES • Knowledge of: Basic Human Resources and payroll procedures and processes; applicable federal, state, and local regulations and procedures related to HRIS preparation of complex reports; telephone techniques and etiquette; database management techniques; operation of office machines, computer equipment and applicable software including word processing, spreadsheets, database management and email; correct English usage, grammar, spelling, punctuation and vocabulary; oral and written communication skills; interpersonal skills using tact, patience and courtesy. • Ability to: Enter and retrieve data with speed and accuracy; compile, analyze and summarize information and data; perform mathematical calculations quickly and accurately; use independent judgment, initiative and problem solving skills; read, understand and explain technical materials, policies and procedures; analyze and recommend improvements to systems, procedures and methods; meet schedules and time lines; answer telephones and greet the public courteously; analyze situations accurately and adopt an effective course of action; operate a variety of office machines including a computer and applicable software including word processing, spreadsheets, database management, and email; communicate effectively both orally and in writing; establish and maintain cooperative and effective working relationships with others; maintain confidentiality of business records; understand and follow oral and written instructions; work independently and confidentially with minimal direction; exercise tact and diplomacy in dealing with sensitive or confidential matters; sit for extended periods of time; bend at the waist, kneel or crouch. EMPLOYMENT STATUS EMPLOYMENT STATUS: • https://www.collegeofthedesert.edu/faculty-staff/human-resources/bargaining-unit-contracts.php • https://www.collegeofthedesert.edu/faculty-staff/human-resources/salary-schedules.php • Retirement System: https://www.calpers.ca.gov/ (upon meeting eligibility criteria) • Salary placement is contingent on education, experience, and department budget. • This posting is for 1 current vacancy and to establish a 6-month eligibility list for current and future Human Resources Technology Specialist openings. WORKING CONDITIONS: • Environment: Office environment. Constant interruptions. SCHEDULE & LOCATION: • This position is scheduled 40 hours per week, 12 months per year. • The schedule is Monday - Friday from 8:00 a.m. - 5:00 p.m. • The primary location is Palm Desert Campus. • The schedule and location are subject to change based on District need. REQUIRED APPLICATION AND REQUIRED UPLOADED DOCUMENTS: To be considered a candidate for this position, the following materials must be electronically uploaded: • Online Application: All sections of the College of the Desert District online application must be completed including education and experience. • Resume: Must include length of employment (month/year start and end dates) for each employer. • Cover Letter: Please address how you meet the minimum requirements for this position and any special qualifications you possess. REQUIRED IN YOUR APPLICATION: • List of References: References should include at least two supervisors and one colleague. Please include name, title, email and current phone numbers. Letters of reference will not be accepted in lieu of the required List of References. OPTIONAL UPLOADED DOCUMENTS: • College Transcripts: If you would like your applicable education to be considered in the review of qualifications and/or salary placement, then you must provide unofficial academic transcripts of all college level coursework showing date degree awarded from an accredited institution. For consideration, degree(s) must be awarded at the time of application. Unofficial transcripts are acceptable at time of application. Successful candidate must provide official transcripts upon hire. Non-U.S. transcripts must include a certified U.S. evaluation (i.e., NACES agency: www.naces.org) at the time of application. Diplomas will not be accepted in lieu of the required transcripts. IMPORTANT INFORMATION FOR APPLICANTS: • Applicants must be authorized to work for any employer in the U.S. • College of the Desert does not offer sponsorship nor take over sponsorship for an employment VISA. • Employment is contingent on residence in California. • Incomplete application packages will not be considered. • All submitted materials become the property of College of the Desert Community College District and will not be returned or copied and will be considered for this position only. • Salary placement will be contingent on all materials submitted for this position. • Applicant bears the sole responsibility for ensuring that the application package is complete when submitted. • All travel arrangements will be at applicant's expense. • Application materials must be received by the deadline. Application materials received after the closing deadline will not be accepted. • For online application, information, and instructions, visit the College of the Desert job opportunities website at https:// http://www.collegeofthedesert.edu/faculty-staff/human-resources/career-opportunities.php or call (760) 773-2529. • FAQs: For additional information, click here: https://www.collegeofthedesert.edu/faculty-staff/human-resources/career/frequently-asked-questions.php. TIMELINES: • For consideration, please apply by Sunday, June 7, 2026. Late submissions will not be accepted. • First-level Interviews are tentatively scheduled in-person on Thursday, July 9, 2026. • Finalist Interviews are tentatively scheduled in-person on Thursday, July 16, 2026. • Tentative schedule is subject to change based on District need. Notice to all Candidates for Employment: DISTRICT RIGHTS: College of the Desert reserves the right to re-open, re-advertise, delay, or cancel filling this position. The SELECTED CANDIDATE is required to complete the following prior to employment: • Provide a Certificate of Tuberculosis Exam for initial appointment (Note: The certificate must be renewed every 4 years as a condition of continuing employment). • Have fingerprints taken by a Live Scan computer at the candidate's expense (Clearance must be received prior to the first day of employment). • Present original documents for proof of eligibility to work in the United States(Note: We are unable to sponsor or take over sponsorship of an employment Visa at this time.) A Social Security Card will be required for payroll processing. • Participate in a new hire onboarding, completing all required tasks and forms. • May be required to complete a fitness for duty physical exam based on the job description, as applicable. The Immigration Reform and Control Act of 1986, Public Law 99-603, requires that employers obtain documentation from every new employee which authorizes that individual to accept employment in this country. The Desert Community College District (DCCD) will not sponsor any VISA applications nor take over any VISA. Employees must reside in California while employed with the Desert Community College District (DCCD). California Public Employees Retirement System and California State Teachers Retirement System: A California Public Employees Retirement System (CalPERS) retiree may not accept employment until after the first 180 days of retirement. Anyone retired from CalPERS accepting permanent employment with the DCCD will be required to reinstate as an active CalPERS member. Please contact CalPERS for additional information regarding your retirement status. Any active vested member of California State Teachers Retirement System (CalSTRS), who accepts employment with the DCCD to perform service that requires membership in CalPERS, is eligible to elect to continue retirement system coverage under CalSTRS Disability Accommodations: If you require special accommodations in the application and/or evaluation process, please notify Human Resources at least two (2) business days prior to the job posting close or initial screening date, by either calling (760) 773 -2529 or sending an e-mail to mailto:ffrausto@collegeofthedesert.edu. Attendance Requirement: All DCCD employees are required to report to work on a regular and consistent basis, as scheduled, to assigned job. Campus Crime and Safety Awareness: Information regarding campus crime and safety awareness can be found at https://www.collegeofthedesert.edu/students/public-safety/. Non-Discrimination Notice: The DCCD provides access to its services, classes, and programs without regard to national origin, immigration status, religion, age, gender, gender identity, gender expression, race, ethnicity, color, medical condition, military and veteran status, genetic information, ancestry, sexual orientation, marital status, physical or mental disability, pregnancy, or because they are perceived to have one or more of the foregoing characteristics, or based on association with a person or group with one or more of these actual or perceived characteristics. California Fair Chance Act: The DCCD will consider qualified applicants with a criminal history pursuant to the California Fair Chance Act. You do not need to disclose your criminal history or participate in a background check until a conditional job offer is made to you. After making a conditional offer and running a background check, if the DCCD is concerned about a conviction that is directly related to the job, you will be given the chance to explain the circumstances surrounding the conviction, provide mitigating evidence, or challenge the accuracy of the background report. Diversity, Equity, Inclusion and Equal Employment Opportunity: The DCCD is committed to creating an academic and work environment that fosters diversity, equity, and inclusion (DEI) and equal employment opportunity (EEO) for all, and ensures that students, faculty, staff, and managers of all backgrounds feel welcome, included, supported, and safe. Our culture of belonging, openness, and inclusion, makes the DCCD a unique and special place for individuals of all backgrounds. The DCCD is looking for equity and inclusion-minded applicants who represent the full diversity of California and who demonstrate a sensitivity to the understanding of diverse academic, socioeconomic, cultural, disability, gender identity, sexual orientation, and ethnic backgrounds present within our community. When you join the DCCD, you can expect to be part of an exciting, thriving, equity-focused, and inclusive community that approaches higher education with the lens of social justice and collaboration among students, faculty, staff, managers, and community partners. In deciding whether to apply for a position at the DCCD, you are strongly encouraged to consider whether your values align with the DCCD's mission and goals for DEIA and EEO. Additional Resources • https://www.ada.gov/ • California Department of Fair Employment and Housing (FEHA) • https://www.dfeh.ca.gov/peoplewithdisabilities/ • https://www.dfeh.ca.gov/accommodation/#:~:text=The%20California%20Fair%20Employment%20and,would%20cause%20an%20undue%20hardship • https://askjan.org/ • https://www.collegeofthedesert.edu/_web-items/documents/pdf-files/board-of-trustees/administrative-procedures/ap-7100-commitment-to-diversity.pdf https://get.adobe.com/reader/ • https://www.collegeofthedesert.edu/_web-items/documents/pdf-files/human-resources/cod_equal_employment_opportunity_plan-final_06202024.pdf https://get.adobe.com/reader/ • https://cod.peopleadmin.com/hr/job_applications/54840 THE DCCD IS AN EQUAL OPPORTUNITY EMPLOYER To apply, visit: https://apptrkr.com/7161712

Minimum Qualifications Bachelor's degree in business administration, public administration, human resources administration or related field and three years of professional human resources experience of which two years must be supervisory experience; or five years of professional responsible human resources experience; or any equivalent combination of related training and experience. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status. Successful completion of a pre-employment drug screen and successful completion of all applicable background checks pre-hire and ongoing are required. Bachelor degree (4) + 3 years professional HR experience (2 yrs of the 3 years supervisory experience) 7 years total or Bachelor degree (4) + 5 years professional responsible HR experience 9 years total (without supervisory experience) or Associate degree (2) + 5 years professional HR experience (2 of the 5 supervisory) 7 years total or Associate degree (2) + (7) years of professional responsible HR experience 9 years total (without supervisory experience) or HS Diploma/equivalent + 7 years of professional HR experience (2 of 7 supervisory) 7 years total or HS Diploma/equivalent + 9 years of professional responsible HR experience 9 years total (without supervisory experience).   Position Summary This is highly responsible professional and supervisory work in the Alachua County Human Resources Department. An employee assigned to this classification is responsible for reviewing and improving existing Human Resources programs, developing new programs and systems, completing special projects, and supervising the day-to-day functions of the Human Resources Department. Work is performed under the direction of a higher-level supervisor and is reviewed through conferences, reports and observation of results obtained. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes   a positive customer service focus.   Advocates building organizational culture through aligning decisions with the County's core values. Supervises and coordinates the activities of subordinate employees including determining work procedures and schedules; issuing instructions and assigning duties; reviewing work; recommending personnel actions; conducting performance reviews; and conducting departmental training and orientation. Develops and implements comprehensive recruitment and workforce planning strategies to attract and retain qualified candidates. Directs recruitment operations, including job postings, pre-employment and hiring processes, applicant screening, assessments, and selection procedures. Ensures compliance with Equal Employment Opportunity (EEO), Veterans’ Preference, FLSA, and other applicable employment laws. Advises hiring managers on recruitment strategies, workforce planning, and labor market trends. Supervises the development, implementation, and maintenance of the classification and compensation plan. Oversees job analysis, job description development, position audits, and classification and reclassification reviews to ensure internal equity and external competitiveness. Administers the County’s performance evaluation process to ensure consistency, transparency, accountability, and alignment with organizational goals. Builds partnerships with educational institutions, professional organizations, and community groups, and promotes the County as an employer of choice through participation in career fairs and recruitment events. Supports the other HR managers in coordinating training and addressing employee relations matters. Manages the County’s internship partnerships with colleges and universities, ensuring effective program development, coordination, and evaluation. Oversees the County’s volunteer program, including program administration, policy compliance, reporting, and management of the volunteer tracking and management software system. Consults with Department Directors and Constitutional Officers to assess Human Resources program needs, operational requirements, and strategic objectives. Provides guidance and consultation to Department Directors and supervisors regarding the interpretation, application, and consistent implementation of policies and procedures. Evaluates existing Human Resources programs, procedures, and systems, and analyzes alternative approaches to enhance service delivery, efficiency, and effectiveness. Conducts research and benchmarking with public- and private-sector agencies and professional organizations to identify and implement innovative Human Resources strategies, practices, and methodologies. Leads and/or participates in special projects and drives continuous improvement of Human Resources processes and systems. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. Regular attendance is a requirement for success in this position. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. 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 the position. KNOWLEDGE, SKILLS, AND ABILITIES Considerable knowledge of standard practices, principles, and techniques of Human Resources Management. Considerable knowledge of management information systems design.  Knowledge of organizational development and behavior. Skill in managing multiple projects and priorities simultaneously. Ability to effectively supervise and coordinate the activities of subordinate employees. Ability to plan, schedule, and coordinate projects and programs. Ability to collect data and analyze facts and statistical information as it relates to Human Resources Administration. Ability to interpret policies and procedures. Ability to work independently to solve problems and make sound decisions based on available information. Ability to communicate effectively, both orally and in writing. Ability to maintain confidentiality, exercise sound judgement when handling sensitive personnel information, and make sound decisions based on information at hand. Ability  to  prepare  memoranda,  detailed  analyses,  statisticalreports  and audio/visual presentations. Ability to establish and maintain effective working relationships with other County departments, outside agencies and the general public as well as supervisors, co-workers, and subordinates. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee regularly sits, communicates verbally or audibly, and uses hands and fingers to handle or operate office equipment. The employee occasionally stands, walks, or moves about as required. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, distance vision, and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is primarily performed in an indoor, climate-controlled office environment.  The noise level in the work environment is usually moderate. Supplemental Information Confidential Position:  Certain personal information for employees (and specific family members) in this job position is exempt from public records pursuant to Chapter 119 of the Florida Statutes. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

Minimum Qualifications Position Summary Questions? Contact Sharmell Beckford-Richardson, HR Coordinator at sbeckford-richardson@acpafl.org or at 352-338-3223 Examples of Duties Questions? Contact Sharmell Beckford-Richardson, HR Coordinator at sbeckford-richardson@acpafl.org or at 352-338-3223 There are no benefits associated with this classification.

Minimum Qualifications Associate degree and three (3) years of experience in managing and administering Learning Management Systems, or any equivalent combination of related training and experience. Applicants within six months of meeting the education/experience requirement may be considered for trainee status. Successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is professional, technical and creative work overseeing online learning content and software for Organizational Development and Training in the Human Resources Department. An employee assigned to this classification performs a variety of tasks relating to the management of online learning content, support resources and testing. This position provides technical expertise to support County departments and/or work functions by providing ongoing customer service and communications with both the LMS vendor and Alachua County Board of County Commissioners (BoCC) employees. This position will maintain LMS software updates and enhancements and assist in the implementation and communication of such updates. Work is performed under the direction of a higher-level supervisor and is reviewed through conferences, reports, and observation of results obtained. Examples of Duties This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values.   Understands organizational goals and objectives and is able to strategically link them to appropriate online learning interventions to promote greater organizational e?ectiveness. Provides administrative support for Organizational Development and Training (ODT), including booking classrooms, managing class registrations, coordinating meetings with vendors, assisting with Outlook calendar management, and performing other related administrative tasks. Acts as the main point of contact for the Learning Management System (LMS) for all support needs. Actively identifies and manages stakeholder learning and development needs through assessments, employee interviews, field observations, and other means to optimize the learning experience for learners, supervisors, administrators and content developers. Oversees the administration, maintenance, and continuous improvement of Organization Development Training’s LMS. Setting up courses, inputs training completion records. Creates standard and ad-hoc system-level reports for management and employees, when needed. Maintains appropriate categorization and visibility of all courses in course catalog. Ensures Cornerstone ribbons, emails and registration notifications, and other advertising materials stay up to date. Modifies user interface and existing programs to produce information and reports in response to user needs. Assigns Cornerstone online compliance course requirements for employees and maintains criteria datasets to ensure timely and efficient communication of compliance training assignments to employees  Designs and develops online learning plans and paths aligned with in-house organizational development goals. Participates in vendor enhancement webinars, conferences, etc. and determines if Alachua County BoCC should enable enhancements - implements and tests enhancements. Networks with other LMS Administrators to learn new features/best practices of the approved LMS. Develops and maintains knowledge of the departments' online course authoring software utilized by the County. Supports the development and delivery of in-person, instructor-led programs as needed and may occasionally be required to be on-site for trainings. Performs quality assurance testing during the development life cycle of training programs, products and materials. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency.  NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. 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 the position.  KNOWLEDGE, SKILLS AND ABILITIES  Considerable knowledge of Microsoft and LMS software. Skill in developing and uploading Sharable Content Object Reference Model (SCORM)-compliant custom content courses to LMS. Using Easygenerator. Proficient computer skills with the ability to use current software and learn new software that supports the facilitation of online learning and development of e-courses, presentations and quizzes.   Strong communicator with superior writing and editing skills and the ability to verbally communicate effectively with staff at all levels of the organization.   Ability to be highly motivated, learn quickly, and work independently while managing uncertainty, complexity, and evolving responsibilities. Well-organized with the ability to prioritize and organize work, meet tight and/or adapt to shifting deadlines, and successfully function within a collaborative working environment. Ability to accurately assess performance problems and use sound judgment to recommend appropriate online approaches.  Ability to work as part of a high-functioning, creative, and established team.  Ability to convey an interest in education and represent its value to colleagues. Ability to demonstrate proficient technical skills necessary to use software and platforms to communicate effectively.     PHYSICAL DEMANDS : The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   While performing the duties of this job, the employee is frequently required to talk or hear. The employee is occasionally required to stand; walk; sit; reach with hands and arms; and use hands to finger, handle or feel. The employee must occasionally lift and/or move up to 10 pounds. Specific vision abilities required by this job include close vision, color vision, and the ability to adjust focus.     WORK ENVIRONMENT : The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is performed in an office environment.    The noise level in the work environment is usually moderate. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

We’re Hiring! Associate Director, Recruitment & Onboarding   Location of Position: Marin Headlands, Sausalito, California  Reports to : Senior Director, People & Culture Position Classification & Expected Hours of Work, and Travel: This is a full-time position. Regular onsite work is required. Days and hours of work may vary according to the needs of The Marine Mammal Center. Evening, weekend, and holiday work is required as job duties demand. Travel within California is expected for this position.   Compensation Range: $93,600 - $109,738 annual   Benefits:   Holidays Sick Time Vacation Medical, Dental, and Vision Life Insurance Long Term Disability Insurance 401k Retirement Plan Employee Assistance Program   Job Summary: The Associate Director, Recruitment & Onboarding serves as the senior operational lead and is the architect for staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement at The Marine Mammal Center. This role provides strategic input, architectural design, and operational leadership to ensure recruitment and onboarding practices are consistent, equitable, compliant, and aligned with the Center’s mission and strategic priorities. The Associate Director, Recruitment & Onboarding translates organizational direction, workforce and volunteer priorities, and operational needs into scalable recruitment and onboarding frameworks, tools, and practices. This role oversees and develops a multidisciplinary recruitment team, manages recruitment systems, and stewards the organization’s staff position description and volunteer role description libraries. This role is accountable for day-to-day staff hiring outcomes and volunteer placements. This position actively supports the Center’s mission by ensuring the organization attracts, selects, and onboards a diverse, skilled, and mission-aligned staff workforce and volunteer community.   Essential Functions:   Recruitment & Onboarding Strategy: 60% Serve as the senior operational lead and manage recruitment and onboarding frameworks that support staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement, aligned with organizational priorities established by the People & Culture department and Executive leadership Provide oversight of end-to-end processes for staff and volunteer recruitment and onboarding, ensuring consistent, equitable, and high-quality practices. Manage and administer all Applicant Tracking System (ATS) and onboarding platforms, ensuring appropriate configuration, data integrity, user access, and system performance. Provide operational leadership for ATS and onboarding platform reviews, assessing system effectiveness, alignment with organizational needs, compliance requirements, and user experience. Lead and support the development of Requests for Proposal (RFPs) for recruitment and onboarding systems as needed, including requirements gathering, evaluation criteria, and cross-functional coordination. Manage and facilitate recruitment and onboarding vendor evaluation and selection processes, including demonstrations, comparative analysis, and recommendation development in partnership with People & Culture leadership and other stakeholders as needed. Provide leadership and guidance for recruitment and onboarding system implementation, configuration, testing, and rollout, ensuring data integrity, minimal disruption, and alignment with recruitment and onboarding workflows as needed. Ensure background checks, motor vehicle checks, Form I-9, E-Verify, and other pre-boarding requirements for staff and volunteers are completed accurately, efficiently, and in compliance with all applicable requirements. Ensure recruitment and onboarding practices align with applicable federal, state, and local laws and regulations, funding requirements and budget constraints, and organizational policies. Develop and maintain dashboards and reports measuring staff time-to-fill, source of staff hire, volunteer pipeline health, placement timelines, compliance, candidate and volunteer experience, and outreach or event return on investment (ROI). Review recruitment and onboarding data to identify trends, risks, and gaps; implement corrective actions and provide recommendations to People & Culture leadership as needed. Lead continuous improvement of recruitment and onboarding frameworks, tools, and standards to strengthen effectiveness, experience, and outcomes. Design sourcing approaches that support organizational hiring priorities, including proactive pipeline development for hard-to-fill, technical, and mission-critical staff roles. Provide oversight of talent pipeline development for staff and volunteers, ensuring sustainable, mission-aligned candidate and volunteer pools are maintained. Serve as a visible talent brand ambassador for the Center, confidently articulating the organization’s mission, impact, culture, and opportunities to candidates and prospective volunteers. Engage directly in sourcing and outreach activities for staff and volunteer roles when positions are senior-level, highly specialized, strategically critical, or present unique recruitment challenges. Establish standards and expectations for candidate and volunteer experience across recruitment stages, ensuring timely communication, structured interviews, and consistent offer or placement practices. Manage and steward the Center’s staff position description library and role description library, ensuring consistency, accuracy, and alignment with organizational structure, position and role levels, equitable classification practices, workforce planning, and operational needs. Maintain established templates, standards, and review processes for the creation, updating, and approval of staff position descriptions and volunteer role descriptions. Provide oversight and guidance to management during the development or revision of a position or role description using established protocols. Conduct regular and periodic reviews of position and volunteer role descriptions to ensure ongoing relevance, clarity, and organizational alignment. Ensure position description and role description libraries are integrated with recruitment and onboarding systems and workflows.   Leadership & Management: 25 % Hire, train, mentor, and manage staff, ensuring individual and team development, alignment with goals, and adherence to policies and best practices. Provide direct supervision and coaching to strengthen communication capacity across departments, building a culture of clear, consistent, and mission-driven storytelling. Meet with direct reports to identify and resolve problems; perform personnel actions, such as approving timesheets and evaluating performance. Monitor workload distribution and team capacity to ensure sustainable operations and effective service delivery. Coach and train direct reports to build sourcing and outreach capabilities across the Recruitment & Onboarding team for position and role levels, ensuring sustainability and high-quality recruitment practices. Foster a collaborative, service-oriented, and mission-aligned team culture grounded in professionalism, confidentiality, and continuous improvement. Partner with hiring managers and organizational leaders to clarify staffing and volunteer needs, define hiring and onboarding criteria, and set expectations for recruitment and onboarding timelines. Review hiring and volunteer placement outcomes and intervene when barriers, delays, or risks arise. Serve as the primary escalation point for staff recruitment, hiring, and onboarding and volunteer recruitment, onboarding, and placement issues, resolving most challenges and elevating matters to People & Culture leadership when issues involve policy interpretation, legal or compliance risk, and/or cross-departmental impact. Supports the development of the Recruitment & Onboarding budget in collaboration with the Senior Director, Human Resources; tracks results to ensure alignment with key financial targets for expenses and/or revenue in collaboration with management; approves and monitors team expenditures within established parameters. Organizational Impact:  10% Actively contribute as a core member of the Center’s DEI committee, providing insight, data analysis, and recommendations related to recruitment, onboarding, risk mitigation, and data analytics to inform innovative practices to enhance organizational culture. Lead the implementation of DEI initiatives aligned with organizational priorities for recruitment and onboarding of staff and volunteers. Support and prioritize the Center’s DEI objectives and integrate as opportunities arise. May actively serve on various organizational wide committees as assigned. Other Duties as Assigned:  5% Perform special projects and research as assigned. Perform other duties as assigned.   Supervisory Responsibility: - Human Resources Specialist - Volunteer Recruitment & Onboarding Coordinator 1 - Volunteer Recruitment & Onboarding Manager   Knowledge, Skills, and Abilities: Strong commitment to the mission and strategic priorities of The Marine Mammal Center. Ability to understand strategic organizational issues and influence change. Strong knowledge of human resources practices, policies, and procedures, with demonstrated judgment and discretion in application Demonstrated knowledge of current recruitment, onboarding, talent acquisition tools, strategies, processes, and best practices. Experience serving as a system administrator/super user for a complex Applicant Tracking System (ATS), including requisitions, job postings, candidate communications, interview scheduling, offer management, onboarding workflows, and advanced analytics/reporting. Experience implementing, optimizing, and maintaining platforms, including workflow design, change management, documentation, and end-user training. Experience managing vendor relationships, contracts, and service delivery for recruiting systems and related tools. Experience with employer branding and recruitment-related marketing strategies to support candidate attraction and engagement. Strong, current knowledge of applicable state and federal laws and regulations related to recruiting and hiring. Demonstrated ability to develop, interpret, and leverage data and analytics to inform strategy, drive continuous improvement, and improve outcomes. Customer-focused approach with the ability to understand stakeholder needs, set clear expectations, and consistently deliver high-quality service. Strong leadership and team building skills, with the ability to motivate team members, balance workloads, set priorities, monitor performance, and mentor, coach and develop talent. Ability to quickly establish professional rapport with internal customers; approachable and able to engage with sensitivity, patience, and professionalism in addressing interpersonal concerns. Demonstrated professionalism and confidentiality in handling sensitive and confidential information. Excellent written, verbal, active listening, presentation, and facilitation skills, with the ability to communicate clearly, concisely, and timely. Comfort participating in group presentations and negotiations, representing the function effectively with internal and external stakeholders. Ability to work collaboratively and maintain open communication in a team environment, partnering effectively across functions and levels. Ability to work independently to manage projects, priorities, commitments, and deadlines. Strong organization skills including attention to detail, effective problem-solving, multitasking, and time management. Ability to solve complex problems efficiently and effectively, applying sound judgment and making timely decisions Demonstrated ability to take initiative, prioritize competing demands, resolve conflicts, and follow through to completion Adapts to and learns from change, challenges, and feedback; demonstrates flexibility in approach and supports others in adopting new processes and expectations. Proficiency with Microsoft Office applications (Excel, Outlook, PowerPoint, SharePoint, Word) and virtual collaboration tools (Asana, Slack, Teams, Zoom). Ability to build and sustain effective working relationships with people from diverse backgrounds while demonstrating self-awareness, respect, and professionalism. Willingness to support and participate in the Center’s diversity, equity, and inclusion programs.   Qualifications and Experience: Professional HR certification such as SHRM-SCP or SPHR preferred. Valid driver license with acceptable motor vehicle record to maintain standards of insurability. (Must be 21+ years old as frequently driving company vehicles is required for this position.) This position requires a combination of education and/or experience equivalent to a bachelor’s degree in human resources or related field; and 7 years of experience directly related in recruitment and onboarding operations, with at least 5 years in a leadership/people management capacity.   Work Environment & Physical Requirements: This position operates in a professional office, laboratory, and hospital environment both indoors and outdoors with access to other parts of the facilities via outdoor pathways. Routinely uses standard office equipment, which may involve repetitive motion. This role involves extended periods of desk work and computer use. Job responsibilities may include physical tasks requiring manual dexterity, coordination, and mobility, including lifting or moving up to 25 pounds. Exposure to odors associated with animals and the care of animals. Limited exposure to allergens and zoonotic diseases.   OUR COMMITMENT TO DIVERSITY The Marine Mammal Center actively engages individuals from all backgrounds. We are committed to embracing diversity within our organization because we firmly believe that diverse employee teams help us to achieve our best organizational outcomes and provide the most effective support to the communities we serve. We are deeply dedicated to creating and maintaining an inclusive, equitable and supportive work environment.  We strongly encourage people from underrepresented groups to apply. The Marine Mammal Center believes in growth and supporting our employees as best we can so they can become their best selves in and outside of work. We believe that a healthy work environment means building an inclusive culture where people can thrive together and feel supported and empowered. We believe in stretch versus constraint.   OUR MISSION The Marine Mammal Center advances ocean health through marine mammal rescue and rehabilitation, research, and education.   ABOUT THE MARINE MAMMAL CENTER For more information, please visit our “About Us” page at   www.marinemammalcenter.org   To Apply: Please submit a cover letter and resume and provide a brief description about how your experience aligns with the role.   Note that applications without a cover letter will not be considered.   In your cover letter, please feel free to note which pronouns you use (For example – she/her/hers, he/him/his, they/them/theirs, etc).   We strongly encourage people of color, lesbian, gay, bisexual, transgender, queer and non-binary people, veterans, parents, and individuals with disabilities to apply. The Center is an equal opportunity employer and welcomes everyone to our team. If you need reasonable accommodation at any point in the application or interview process, please let us know.

Minimum Qualifications Two years of professional level experience in Human Resources.  Bachelor's degree in business administration or related field in human resources management or related field; or any equivalent combination of related training and experience. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status. Successful completion of a pre-employment drug screen and successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is specialized professional work in the Alachua County Human Resources Department. An employee assigned to this classification is responsible for performing a variety of personnel management functions, as well as assisting with special projects and assignments. Work is performed under the direction of a higher-level supervisor and is reviewed through conferences, reports, and observation of results obtained. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values. Advises applicants of job opportunities and requirements; evaluates applicant qualifications; refers qualified candidates; and provides guidance to directors, managers, and supervisors throughout the interviewing and hiring process.  May participate, coordinate, or assist with interviews. Interprets and applies policies, rules, and regulations; collaborates with managers to ensure compliance; and participates in the development, revision, and implementation of policies and procedures. Maintains compliance with federal and state regulations concerning employment. Participates in person in new employee orientation presentations to ensure a positive onboarding experience and promote a successful transition into the organization. Identifies and pursues new recruitment strategies, including advertising opportunities; attending in-person and virtual job and career fairs; developing recruitment open position flyers; promoting employee referral programs; and building relationships with organizations and educational institutions, to expand employment opportunities. Coordinates pre-employment requirements, including but not limited to background checks, drug screenings, credential verification, and onboarding documentation, ensuring timely completion. Reviews and approves employee action forms to ensure accuracy, resolves any issues, and confirms actions are within established guidelines. Participates in a range of Human Resources program activities, including in-service training, internship programs, and classification and compensation studies. Serves as the primary contact for County volunteer programs, provides oversight and guidance to departments to ensure policy compliance, record maintenance, and reporting. Maintains personnel and payroll information within the enterprise resource planning (ERP) system. Administers the applicant tracking system and acts as the primary point of contact for questions, issues, or training in the system. Assists the Emergency Management Department with Emergency duties in the event of disaster activation. Serves as lead for Emergency Support Function (ESF) 15 Volunteers and Donations and will assist with staffing shelters. Prepares correspondence in response to requests and inquiries from citizens and employees. Completes research projects and statistical reports as needed. May process documentation for new hires and personnel changes for current employees. Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency. NOTE: These examples are intended only as illustrations of the various kinds of work performed in positions allocated to this class. 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 the position. KNOWLEDGE, SKILLS, AND ABILITIES Knowledge of standard principles, practices, and techniques of Human Resources Administration. Knowledge of the operations of County Government; knowledge of the functions of all County Departments. Knowledge of applicable employment laws and related regulations. Knowledge of applicant tracking systems, enterprise resource planning (ERP) systems, and HR/payroll recordkeeping. Knowledge of volunteer program administration and coordination. Knowledge of emergency management support functions, particularly volunteer and donation coordination. Skill in evaluating applicant qualifications, interpreting job requirements, and supporting effective hiring decisions. Skill in interpreting and applying policies, rules, and regulations consistently and accurately. Skill in administering HR systems, including applicant tracking and ERP systems, and providing user support or training. Skill in recruitment outreach, including advertising, job fairs, partnerships, and social media strategies. Ability to maintain confidentiality, exercise sound judgment when handling sensitive personnel information, and make sound decisions based on information at hand. Ability to collaborate with departments to ensure policy compliance and effective HR service delivery. Ability to adapt to changing priorities and respond effectively during emergency activations. Ability to lead and coordinate volunteer efforts during emergencies or disaster situations. Ability to write, review, and interpret policies and procedures.  Ability to write memoranda and prepare detailed reports. Ability to communicate e?ectively, both orally and in writing.  Ability to conduct research and prepare statistical analysis. Ability to manage and organize work in an e?cient manner. Ability to establish and maintain e?ective working relationships with Department Directors, County employees, outside agencies, the general public, and co-workers. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this position, the employee regularly sits, communicates verbally or audibly, and uses hands and fingers to handle or operate office equipment. The employee occasionally stands, walks, or moves about as required. Speci?c vision abilities required by this job include close vision, distance vision, and the ability to adjust focus. WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is primarily performed in an indoor, climate-controlled office environment.  The noise level in the work environment is usually moderate. Supplemental Information Confidential Position:  Certain personal information for employees (and specific family members) in this job position is exempt from public records pursuant to Chapter 119 of the Florida Statutes. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

Minimum Qualifications Bachelor's degree in human resources, business administration, or related field and two years of progressively responsible professional human resource experience; or any equivalent combination of related training and experience in Human Resources. Applicants within six months of meeting the minimum education/experience requirement may be considered for trainee status.   Bachelor degree + 2 years of professional HR experience or Associate degree + 4 years of professional HR experience or High School degree or equivalent + 8 years of professional HR experience Successful completion of a pre-employment drug screen and successful completion of all applicable background checks pre-hire and ongoing are required. Position Summary This is highly responsible professional human resources work within the Fire Rescue department to provide support in reaching the department's goals. An employee assigned to this classification is responsible for providing departmental analysis of current hiring strategies, recommending modifications as necessary throughout all Human Resources disciplines. The HR Specialist position is responsible for aligning business objectives with employees and management in the designated department. The position serves as a consultant to management on strategic human resource-related issues.  Work requires a thorough understanding and application of human resources management theories, principles, methods, and practices.   Work is performed under the limited supervision of a higher-level supervisor, where work assignments are subject to established procedures, practices, precedents, or well-defined policies; work is generally reviewed upon completion for accuracy, acceptability of results, quality, and timeliness. Examples of Duties ESSENTIAL JOB FUNCTIONS This is an emergency essential classification. Upon declaration of a disaster and/or emergency, all employees in this classification are required to work. Exudes a positive customer service focus. Advocates building organizational culture through aligning decisions with the County's core values. Understands the business plan of the department; creates a productive partnership with Fire Rescue to offer HR solutions to effectively achieve the strategic goals and objectives in the hiring process, retention of employees, and in general HR consultations. Assists the department in achieving their goals and objectives by ensuring top talent is recruited, hired, retained, and developed. Participates in a variety of special projects in diverse disciplines of human resources. Coaches managers/supervisors on individual and team issues. Reviews, researches, and provides consultation for a variety of human resources actions; advises departments of recommended disposition and/or necessary action. Maintains effective working relationships with managers to ensure internal equity and market-appropriate decisions are made in the promotion and salary processes. May assist with developing and revising job specifications as required. May conduct and respond to salary surveys and analyze data obtained as required. Conducts and reviews compensation-related issues as required. May recommend revisions to human resources programs, systems, policies, guidelines, rules, regulations, methods, techniques, and procedures. Prepares correspondence, detailed analysis reports, policies and procedures, spreadsheets, graphs, and statistical analysis. Analyzes trends and metrics that can improve the job functions of the organization's departments.  Performs the duties listed, as well as those assigned, with professionalism and a sense of urgency.  Knowledge Skills and Abilities Knowledge of human resources management theories, principles, methods, and practices.  Knowledge of human resources policies, procedures, systems, processes, and laws and regulations. Knowledge of principles of government organization and administration. Knowledge of principles of customer service. Skill in the application of auditing, research, and statistical techniques to human resources functions. Ability to research, analyze, interpret, and apply laws, rules, regulations, policies, procedures, and guidelines. Ability to develop, recommend, and administer human resources programs and systems. Ability to compile and analyze data using quantitative and statistical analysis techniques. Ability to read, understand, interpret, analyze, apply, and administer provisions of collective bargaining agreements, Personnel Rules and Regulations, and employment laws and regulations. Ability to operate a computer using word-processing, spreadsheet, database, and related software applications. Ability to perform mathematical calculations. Ability to communicate effectively, with all levels of the organization. Ability to establish and maintain effective working relationships. Ability to perform independently a wide variety of assigned tasks.  PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   While performing the duties of this job, the employee is regularly required to sit, and talk or hear. The employee is frequently required to use hands to finger, handle or feel.  Specific vision abilities required by this job include close vision.  WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.   The noise level in the work environment is usually moderate. An organization is only as good as the people it employs. To attract and retain the best team possible, the Alachua County Board of County Commissioners offers a competitive benefit program. We believe that if we expect our employees to support the County, we must first support the health and financial well-being of our employees and their families, now and as they plan for their future. BoCC-Contributed Benefits Medical/Health Insurance   Employee Life Insurance   Florida Retirement System   Employee Assistance Program Optional Benefits Dental Insurance   Vision Insurance Supplemental & Dependent Life Insurance Deferred Retirement Program Flexible Spending Accounts Roth IRA Tuition Assistance Program   NOTE: For detailed information regarding available benefits click here. You may also view Frequently Asked Questions (FAQs) regarding benefits.  FLORIDA RETIREMENT SYSTEM (FRS) The Florida Retirement System is a retirement plan designed to provide an income to a vested employee and his/her family when the employee retires, becomes partially or totally disabled, or dies prior to retirement.  A defined benefit or defined contribution option may be chosen by the employee. TUITION ASSISTANCE PROGRAM Permanent, full-time employees are eligible for educational assistance funds. Contact the Human Resources Office for program details. HOLIDAYS Holidays are as follows:  New Years Day   Martin Luther King Day   Memorial Day   Juneteenth Independence Day   Labor Day   Veterans' Day   Thanksgiving Day   Friday following Thanksgiving   Christmas Eve (IAFF*)   Christmas Day   Additional Christmas Holiday (All non-IAFF employees)   2 Floating Holidays  (All non- IAFF employees) *IAFF – International Association of Firefighters Pay periods are every two weeks, Monday through Sunday. Payday is Friday. International Association of Firefighters follow the General Contract 7k regarding holidays. Vacation Leave – Generous vacation accrual rates with payout of unused accrued leave, with some restrictions. For more detailed information regarding vacation leave refer to Employee Policy Manual, Section 7-2 . Sick leave is earned at a rate of 4 hours per pay period by all permanent, full-time employees*. At the end of each fiscal year, eligible employees can convert up to 10 days of accrued sick leave to vacation leave on a 2:1 basis. For more detailed information regarding sick leave refer to Employee Policy Manual, Section 7-3   *Accruals slightly different for IAFF employee.

Minimum Qualifications There are no benefits associated with this classification.

Minimum Qualifications There are no benefits associated with this classification.

Minimum Qualifications There are no benefits associated with this classification.