Definition

The Human Resources Manager reports directly to the Director of Human Resources & Risk Management with limited direction and provides both direct and indirect supervision to human resources staff. The incumbent is responsible for managing, overseeing, coordinating, and planning a full range of highly responsible complex, advanced and confidential professional human resources functions. These include the development, implementation, and administration of HR programs and services across multiple functional areas.

Key responsibilities include overseeing recruitment and selection, classification and compensation, salary administration, employee and labor relations, benefits administration, HRIS, performance management, employee engagement, and training and development. The Human Resources Manager also supervises technical and clerical personnel and serves as the office manager.

Position Snapshot/A Day in the Life:

The Human Resources Manager with the City of Fontana is fast-paced, hands-on, and central to keeping the organization running smoothly. Reporting directly to the Director of Human Resources & Risk Management, the HR Manager leads a wide range of advanced, confidential, and highly responsible HR functions while providing both direct and indirect supervision to the HR team.

Each day brings a balance of strategic planning and operational leadership. The HR Manager oversees recruitment and selection efforts, ensures classification and compensation systems remain competitive and equitable, and guides salary administration with consistency and accuracy. They work closely with employee and labor relations matters-interpreting MOUs, addressing workplace concerns, supporting supervisors, and ensuring due process is followed.

The HR Manager also leads benefits administration, partners in the management of HRIS functions, and supports performance management and employee engagement initiatives. Training and development needs are assessed and addressed through practical, forward-thinking solutions.

As the division's office manager, the HR Manager ensures the department's daily operations stay organized, efficient, and responsive. Throughout the day, they work in close partnership with the Risk Management team and provide steady, reliable support to the Director of Human Resources & Risk Management.

This role is suited for someone who can pivot with ease, lead with clarity, and uphold the City's standards of service while managing multiple high-level HR responsibilities.

Essential Functions

The following functions are typical for this classification. Incumbents may not perform all of the listed functions and/or may be required to perform additional or different functions from those set forth below to address business needs and changing business practices.

Participates in the development, implementation, and management of the Department's new or revised human resources programs, systems, procedures, and methods of operation.
Manages the administration of the employee and labor relations activities, discipline, and grievance processes.
Manages recruitments and selection, screens employment applications, and ensures applicants meet or exceed minimum qualifications; assess, interviews, and evaluates candidates according to qualifications and provides coordination for volunteers.
Develops, curates, and proctors written exams and technical interviews; improves testing methods utilized; collects, monitors, and analyzes testing results.
Manages, supervises, directs, supports, and evaluates clerical and technical staff; provides performance feedback and handles disciplinary actions and terminations.
Establishes and maintains effective working relationships with contractors, consultants, and vendors to support contract negotiation, implementation, and ongoing coordination, with guidance from leadership as needed.
Develops, curates, administers, and coordinates city-wide training programs.
Interprets, clarifies, and develops personnel policies and procedures; responds to requests for information and assistance from employees, management, outside agencies, and the public.
Coordinates assigned activities with those of other departments and outside agencies and organization; responds to requests for information and advises City departments, outside agencies, and the general public on City personnel rules and regulations.
Coordinates, manages, and administers a variety of special programs and departmental projects.
Communicates effectively, both orally and in writing.
Demonstrates initiative and independently manages workload to meet established deadlines with minimal supervision.
Establishes and maintains cooperative working relationships with those contacted in the course of work.
Maintains prompt and regular attendance.
Sound judgment and attention to detail.
Performs any other tasks or functions deemed necessary to the daily operations of the employer; employer reserves the right to modify this job description as necessary.

THE ABOVE LIST OF ESSENTIAL FUNCTIONS IS NOT EXHAUSTIVE AND MAY BE SUPPLEMENTED AS NECESSARY BY THE EMPLOYER.

WORKING CONDITIONS: Position requires prolonged sitting, standing, walking, reaching, twisting, turning, kneeling, bending, and stooping in the performance of daily activities. The position also requires grasping, repetitive hand movement and fine coordination in preparing reports using a computer keyboard. Additionally, the position requires near and far vision when preparing and reading written reports and other work-related documents. Acute hearing is also required when providing phone and counter assistance.

Experience and Training Guidelines

A combination of experience and training that would provide the required knowledge and abilities is qualifying. The incumbent must have knowledge and abilities of:

Knowledge of:

Principles, methods and procedures utilized in Human Resources management.
Applicable federal and state laws and regulations.
Principles and practices of public personnel administration.
Understanding of organizational policies, procedures, and best practices.
Principles of organization and management.
Statistical concepts and methods.
Principles and practices of budget administration.
Effective supervisory and personnel management practices and procedures.
Effective customer service techniques and principles.

Ability to:

Use a personal computer, telephone, and other electronic devices, to access information, complete documentation, and communicate effectively.
Understand and follow both oral and written instructions accurately.
Identify issues, evaluate data, and implement effective solutions (problem solving).
Manage multiple priorities and meet deadlines.
Work collaboratively with others in a team environment.
Make sound decisions in a timely manner.
Manage and resolve conflicts or disagreements constructively.
Supervise, motivate, and train members effectively.
Ability to perform tasks accurately and thoroughly, with a focus on quality.

EXPERIENCE AND EDUCATION:

A Bachelor's Degree from an accredited college or university in Human Resources Management, Public, or Business Administration or a closely related field AND seven (7) years of increasingly responsible relevant experience in human resources management, strategic planning, budgeting practices, including five (5) years of supervisory experience.

Experience in a public agency setting is highly desirable. Master's degree preferred.

LICENSES AND/OR CERTIFICATIONS

Possession of, and continuously throughout employment, a valid California Class \"C\" Driver's License or equivalent.

Supplemental Information

Incumbents are required to complete a Statement of Economic Interest Form (700 Form) annually and ethics training bi-annually, pursuant to AB 1234.

: The City of Fontana has a flexible benefits plan. This plan allows for employees to select benefits based upon their individual needs. Full-time and Classified Part-time employees are eligible for benefits.
Please to view our excellent employee benefit options.

What is your highest level of education?

High School graduate or equivalent

Some college

Trade School Graduate or Apprenticeship

Associate's Degree

Bachelor's Degree

Master's Degree

Doctorate

None of the Above

Please indicate the area of study for the education referenced above and list any specialized training or certificates you possess relevant to this position. If none, write \"none.\" Responses such as \"see resume\" or \"see above\" will not be considered and may result in disqualification.

How many years of increasingly responsible, relevant experience do you have in human resources management, strategic planning, and budgeting practices?

No experience.

Less than seven (7) years.

More than seven (7) years but less than nine (9) years.

More than nine (9) years but less than twelve (12) years.

Twelve (12) years or more.

How many years of human resources experience do you possess within local government (city, county, or special district) or other public or publicly governed organizations, such as higher education or public agencies?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Based on your response above, please list the public or publicly governed organizations where you gained this experience. For each organization, include the organization name, your job title, dates of employment, and a brief summary of your human resources responsibilities.

Based on your increasingly responsible experience in human resources management, strategic planning, and budgeting practices, how many years of supervisory experience do you possess?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Based on your response above, how many employees have you managed and/or supervised?

No managerial and/or supervisory experience.

Less than five (5) employees.

More than five (5) employees but less than ten (10) employees.

More than ten (10) employees but less than fifteen (15) employees.

Fifteen (15) employees or more.

Reflecting on your response to Question 6, which option best describes the nature and scope of your supervisory and/or managerial experience?

I do not have supervisory or managerial experience.

I have served as a lead or supervisor with limited formal authority (for example, assigning work, providing training, or giving input on performance, but not responsible for formal evaluations or discipline).

I have directly supervised employees and was responsible for day to day supervision, including work assignments, coaching, and performance feedback.

I have managed one or more functional areas and was responsible for full supervisory duties, including performance evaluations, discipline, hiring, and staff development.

I have managed managers or supervisors and had responsibility for multiple functions, programs, or operational areas, including strategic planning and high level personnel decisions.

How many years of experience do you possess as a CalPERS administrator?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Reflecting on your response to Question 9, which option best describes the nature of your experience as a CalPERS administrator?

I do not have experience as a CalPERS administrator.

I have performed basic CalPERS administration tasks under supervision, such as processing enrollments, terminations, or routine inquiries.

I have independently performed standard CalPERS administration duties, including handling member accounts, contributions, and basic benefit calculations.

I have managed complex CalPERS administration work, including troubleshooting, audits, or resolving escalated member or employer issues.

I have overseen CalPERS administration for multiple programs or departments, including policy interpretation, process improvement, and staff supervision.

How many years of experience do you possess of benefit administration?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Reflecting on your response to Question 11, which option best describes your experience in benefits administration?

I do not have experience in benefits administration.

I have performed basic benefits administration tasks under supervision, such as enrolling employees in plans, processing changes, or responding to routine inquiries.

I have independently administered standard benefits programs, including managing enrollments, terminations, leaves, and employee inquiries.

I have managed complex benefits programs, including resolving escalated issues, interpreting policies, and ensuring compliance with regulations.

I have overseen the administration of multiple benefits programs or an entire benefits division, including policy development, strategic planning, and supervising staff.

How many years of experience do you possess of recruitment and talent selection?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Reflecting on your response to Question 13, which option best describes your experience in recruitment and talent selection?

I do not have experience in recruitment or talent selection.

I have assisted with recruitment activities under supervision, such as posting job openings, screening applications, or coordinating interviews.

I have independently managed recruitment processes for positions, including screening candidates, conducting interviews, and making hiring recommendations.

I have managed complex recruitment programs, including developing strategies for hard-to-fill positions, ensuring compliance, and resolving escalated recruitment issues.

I have overseen recruitment and talent selection for multiple programs or an entire department, including policy development, strategic workforce planning, and supervising staff.

How many years of experience do you have working in labor relations or a labor environment?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Reflecting on your response to Question 15, which option best describes your experience in labor relations?

I do not have experience in labor relations.

I have assisted with labor relations activities under supervision, such as supporting contract interpretation, attending grievance meetings, or preparing documentation for negotiations or side letters.

I have independently handled standard labor relations tasks, including interpreting labor contracts, advising management on grievances, and participating in negotiations or side letter development.

I have managed complex labor relations matters, including leading negotiations, resolving escalated grievances, drafting side letters, and advising leadership on contract interpretation and labor strategy.

I have overseen labor relations for multiple programs or an entire department, including directing negotiations, resolving major disputes, developing labor strategies, supervising staff responsible for labor relations, and ensuring overall compliance with union contracts.

How many years of experience do you have addressing personnel matters in a unionized environment?

No experience.

Less than five (5) years.

More than five (5) years but less than eight (8) years.

More than eight (8) years but less than ten (10) years.

Ten (10) years or more.

Reflecting on your response to Question 17, which option best describes your experience addressing personnel matters in a unionized environment?

I do not have experience with personnel matters in a union environment.

I have assisted with personnel matters under supervision, such as supporting investigations, preparing documentation, or participating in disciplinary actions.

I have independently addressed standard personnel matters, including conducting investigations, administering discipline, and advising management on employee performance or conduct issues.

I have managed complex personnel matters, including overseeing investigations, participating in arbitrations, handling terminations, and ensuring compliance with labor contracts and organizational policies.

I have overseen personnel operations for multiple programs or an entire department in a union environment, including strategic planning, policy development, supervising staff, and managing high-level disciplinary and arbitration matters.

Required Question

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The Executive Assistant III provides advanced administrative, operational, and executive support to senior leadership within the Office of Communications and Marketing. This position supports the OCM leadership, including executive leadership, and exercises independent judgment in managing complex schedules, confidential matters, executive communications, and departmental priorities. The role functions as a primary administrative and communications hub for OCM, supporting operations, human resources coordination, financial and contract administration, and enterprise-wide engagement. The Executive Assistant III operates with a high degree of discretion, autonomy, and proactive thought.
Medical University Hospital Authority (MUHA)
Worker Type Employee
Worker Sub-Type Regular
Cost Center CC005227 SYS - Communications and Marketing Officer Administration
Pay Rate Type Salary
Pay Grade Health-28
Scheduled Weekly Hours 40
Work Shift
The Executive Assistant III performs senior-level administrative work requiring a quick understanding of departmental operations, MUSC enterprise policies, and executive protocols. Responsibilities include calendar management, meeting coordination, correspondence, travel, document preparation, relationship management, and project coordination for executive leaders.
This role interfaces regularly with MUSC leadership, the Board of Trustees, partners across the enterprise, and external stakeholders to ensure communications and activities are managed accurately, professionally, and in alignment with institutional policies.
Principal Accountabilities
Establishes, manages, and prioritizes the Chief's complex calendar; evaluates and routes meeting requests using independent judgment.
Initiates meetings and coordinates agendas, materials, and participants for executive and enterprise engagements.
Arranges and manages executive travel and meetings; prepares and submits expense reports in Workday.
Maintains confidential executive files, records, and documentation.
Coordinates with Finance and Budget Operations regarding service agreements, event agreements, contracts, invoicing, and payment logistics.
Directs and manages special projects as assigned by the Chief.
Provides scheduling, meeting coordination, and follow-up support for the Deputy Chief and the Executive Director team.
Assists with leadership travel arrangements and expense report submissions.
Coordinates leadership team meetings, retreats, and activities to ensure efficient execution.
Facilitates communication and information flow between the Chief and leadership team members.
Receives, screens, and responds to incoming correspondence, calls, and visitors; resolves inquiries or refers matters as appropriate.
Composes, edits, and maintains correspondence, meeting minutes, presentation preparation, reports, and official communications.
Manages administrative issues and inquiries requiring coordination across departments.
Plans and coordinates OCM-led events, including securing venues, catering, AV and event services, agendas, materials, and coordination with external speakers and guests.
Supports recruitment and workforce administration activities, including job postings, Classification & Compensation review coordination, Labor Committee approvals, onboarding, offboarding, and reclassifications.
Assists with planning departmental retreats, training events, and leadership development activities.
Maintains administrative systems, documentation, and operational tools supporting departmental effectiveness, including office technology, environment, and supplies.
Qualifications
Bachelor's degree or equivalent combination of education and progressively responsible administrative experience.
Demonstrated experience providing advanced administrative support to senior executive or C-suite leadership.
Proven ability to manage confidential information and sensitive communications.
Strong organizational, written, and verbal communication skills.
Proficiency with enterprise administrative, HR, scheduling, and financial systems.
Preferred
Experience in higher education, healthcare, or public-sector environments.
Experience supporting multiple executives in a complex organization.
Experience with Workday, Symplr, and enterprise financial systems.
Assists with timekeeping administration, personnel actions, and departmental communications.
Supports financial and administrative operations, including: Invoice and purchase order processing Vendor coordination and documentation Travel and reimbursement support Workday workforce and financial actions

","Executive Assistant III

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Newsday Media Group is a locally owned, independent media company grounded in journalistic excellence, integrity, and commitment to the communities it serves. With 19 Pulitzer Prizes and dozens of Emmy Awards, it's one of the most decorated news organizations in the country.

The company is in the middle of a significant transformation, expanding from its newspaper roots into a multimedia operation spanning digital, video, podcasts, live events, and data-driven civic engagement. NMG properties include the flagship Newsday and Newsday.com, NewsdayTV, the Newsday Live events series, and nextLI, a civic research and community forum platform funded by The Rauch Foundation.

A new 130,000-square-foot headquarters in Melville features a broadcast-quality TV studio and multimedia production space. Newsday Live produces a growing calendar of food and wine tastings, author talks, sports Q&As, concerts, and community events. Feed Me, the company's food and dining vertical, includes a web series, quarterly print magazine, and restaurant coverage. Brand 360, the in-house content studio, partners with advertisers across healthcare, education, energy, tourism, and retail.

Newsday's investigative unit has driven real-world change, from prompting schools to replace unsafe football helmets to contributing reporting that led to federal corruption convictions. Community programs include the Newsday Marching Band Festival, CheerFest, Scholar-Artist honors, and partnerships with local nonprofits focused on hunger, housing, youth education, and child welfare.

For people who care about local journalism, multimedia storytelling, and community impact, Newsday is doing the work at scale.

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