Anadarko, Oklahoma
United States - Nationwide
Emporia, Kansas
Posted: 12-Mar-26
Location: Apple Valley, California
Type: Full Time
Salary: $132,800.00 - $185,920.00
Required Education:
Additional Information:
Overview of Role
The Human Resources Manager is the Agency’s senior HR leader and primary advisor to leadership, managers, and employees on employee relations, compliance, and human resources strategy. This is a hands-on, high-visibility role that balances day-to-day HR operations with strategic leadership, requiring sound judgment, discretion, and the ability to work independently in a small-agency environment.
The HR Manager is responsible for delivering compliant, consistent, and people-centered HR services while strengthening systems, processes, and manager capability across the organization.
Operating Context & Partnership Model
The Agency operates under a partnership-based HR service model. The HR Manager owns overall strategy and execution, while collaborating with:
Internal staff who provide administrative or systems support under the direction of the HR Manager
External employment counsel who provide legal guidance, leave eligibility determinations, and high-risk case consultation
External HR consultants who support organizational design, workforce planning, compensation studies, and large-scale change initiatives
Success in this role requires effective coordination across these partners while maintaining clear accountability and ownership of HR outcomes.
Qualifications
Core Responsibilities & Functional Competencies:
HR Operations (Benefits, Leaves, Classification & Compensation)
Advises employees on benefits enrollment, plan design, qualifying events, and complex benefits issues (e.g., COBRA, coordination of benefits).
Coordinates employee leave processes, including employee and manager communication, documentation flow, and return-to-work logistics, in partnership with employment counsel.
Maintains accurate, compliant, and market-aligned job classifications and descriptions; advises leadership on reclassification and position justification requests.
Administers compensation actions in accordance with approved salary schedules and policies.
Recruiting & Onboarding:
Manages full-cycle recruitment, partnering with hiring managers on position requirements, screening criteria, interview design, and selection decisions.
Participates in interviews and advises managers on candidate evaluation and equitable selection practices.
Oversees applicant communications, employment offers, and background check coordination.
Ensures recruitment and onboarding practices comply with applicable employment laws and best practices.
Delivers a welcoming, compliant onboarding experience and completes required employment verification (e.g., I-9).
Employee Relations:
Serves as the first point of contact for employee and manager HR inquiries.
Coaches managers on performance conversations, conflict resolution, and effective employee management.
Manages employee relations matters, including complaints, conflicts, and performance concerns; conducts or coordinates workplace investigations as appropriate.
Guides disciplinary actions and separations, ensuring consistency, documentation, legal compliance, and respectful execution.
Facilitates conflict resolution and promotes a culture of trust, accountability, and fairness.
Maintains accurate personnel files and confidential investigation records.
Compliance, Risk & Safety:
Maintains working knowledge of federal and California employment laws (e.g., FEHA, CFRA, FMLA, ADA, wage & hour), and applies requirements to real-world situations, consulting external counsel as needed.
Conducts internal HR compliance audits (e.g., I-9s, personnel files, wage & hour practices, postings).
Oversees required reporting (e.g., EEO-1, VETS-4212) and responds to government agency inquiries.
Manages workers’ compensation program and coordinates claims administration and return-to-work efforts.
Ensures required employee and manager training (e.g., harassment prevention, safety) is completed and tracked.
Identifies HR-related risk, escalates concerns as appropriate, and adapts Agency practices to regulatory changes.
HR Systems, Data & Process Improvement:
Defines HR system requirements and workflows to align with Agency policies, strategy, and legal requirements.
Ensures managers and employees are trained on HR systems and processes.
Uses HR data and reports to inform workforce planning and decision-making.
Oversees resolution of complex HR system issues and manages vendor relationships for HR platforms (e.g., NeoGov, Lattice, benefits systems).
Identifies and implements process improvements to enhance efficiency, accuracy, and service quality.
Performance Development & Organizational Effectiveness:
Manages performance development programs and annual review cycles.
Coaches managers on employee engagement, goal-setting, feedback, and development conversations.
Supports managers in differentiating performance and addressing performance challenges.
Advises on and supports performance improvement plans and difficult performance-related conversations.
Delivers or coordinates routine employee and manager training.
Advises leadership on organizational design, workforce planning, succession planning, and culture initiatives, partnering with external consultants as needed.
Behavioral Competencies
All Agency employees are expected to demonstrate the following behaviors. The HR Manager serves as a resource and role model, coaching managers and employees on demonstrating these behaviors and integrating them into HR programs and practices.
Competency
Communication
Expectations of All Staff:
Listens actively and asks clarifying questions.
Communicates clearly, concisely and respectfully to coworkers and customers.
Manages emotions constructively in routine and stressful situations.
Additional Expectations of People Managers:
Demonstrates empathy when listening and responding to staff.
Facilitates productive conversations, including feedback and difficult discussions.
Accountability
Expectations of All Staff:
Follows through on commitments and updates others when plans change.
Adheres to policies, safety standards, and procedures.
Owns mistakes and takes corrective action.
Additional Expectations of People Managers:
Sets clear expectations, responsibilities, and standards.
Holds self and others accountable, addressing performance and safety issues promptly.
Collaboration
Expectations of All Staff:
Shares information and resources proactively.
Recognizes and values others' expertise and responsibilities; seeks input when needed.
Offers and requests help during high-demand or cross-team tasks.
Additional Expectations of People Managers:
Leverages team strengths and resolves conflicts constructively.
Builds trust across the Agency and models cooperative behavior with other managers.
Continuous Improvement
Expectations of All Staff:
Adapts to new processes, technologies, and priorities.
Identifies, suggests and helps implement improvement opportunities.
Additional Expectations of People Managers:
Champions change by communicating the "why" and preparing staff.
Encourages and supports employee-driven improvement ideas.
Working Conditions
Typical working conditions and physical demands required to perform the essential functions of the job:
Work in an office setting, primarily sitting, occasionally standing and walking
Operate standard office equipment, including computer, keyboard, mouse, monitor
Occasionally lift materials up to 15 pounds
Occasionally travel between Agency office locations or to conferences.
Work Locations
This is a hybrid position, typically requiring 3 days per week in the Mojave Water Agency Office located at 13846 Conference Center Drive, Apple Valley, CA. Eligibility for remote work is determined consistent with the Mojave Water Agency Remote Work Policy and is subject to change.
Education
Bachelor’s degree from an accredited college or university in human resources, public administration, business administration, organizational development or related field required.
Master’s degree preferred.
Experience
Minimum of 5 years of progressively responsible professional HR experience required, including at least 2 years in a lead or sole HR role.
Public sector, special district, or municipal agency experience preferred.
Licenses and Certifications
SHRM-CP/SCP, PHR/SPHR, or IPMA-HR certification preferred.