Departmental Human Resources Manager – Public Works

The Opportunity

The County of San Mateo’s Department of Public Works seeks well-qualified candidates for the position of Departmental Human Resources Manager. This role serves as the primary HR partner for Public Works, supporting workforce strategy, labor relations, communication, equity, and acting as the key liaison to the County’s central Human Resources Department.

The Department of Public Works plans, designs, constructs, operates, and maintains facilities and equipment that are safe and accessible to the clients of County, the general public, and County employees. The Department advises the Board of Supervisors on all public works issues.

Public Works has a budget of approximately $200 million and is comprised of over 300 employees in five divisions: Administrative Services, Airports, Engineering and Resource Protection, Facility and Capital Projects, and Road Services.

Why This Role Matters

The Department of Public Works delivers essential services that residents rely on everyday – capital projects, utilities, roads, facilities, fleet, and environmental services. The Human Resources Manager ensures this workforce is supported through sound labor practices, accurate payroll and compliance processes, effective performance management, and programs that promote engagement, wellness, and organizational resilience.

This role is critical to:

• Maintaining stable labor-management relationships.
• Ensuring defensible employee relations practices.
• Translating County HR policy into practical, field-ready guidance.
• Providing clear communication and effective conflict resolution across diverse work environments.

What You Will Do

This position is responsible for administering and supporting key human resources functions for the Department of Public Works, including but not limited to:

Employee and Labor Relations

• Serve as the first point of contact for employee relations matters, including performance management, corrective action, investigations, and compliance documentation.
• Advise managers on progressive discipline, documentation standards, and risk-aware decision-making.
• Partner with labor organizations; participate in meet-and-confers and negotiations; interpret and apply MOUs and Civil Service Rules.

Payroll, Compliance, and HR Operations

• Provide oversight and guidance related to payroll processes, audits, and compliance requirements.
• Ensure adherence to County, State, and Federal laws, regulations, and labor agreements.
• Interpret and apply policies related to leave, benefits, workers’ compensation, and classification/compensation.

Workforce & Performance Management

• Coach managers and supervisors on effective performance evaluations, SMART goal setting, and employee development.
• Support workforce planning and recruitment strategies within Civil Service rules.
• Assist with onboarding, succession planning, and staff development initiatives.

Engagement, Wellness, and Organizational Development

• Champion employee engagement, wellness, appreciation initiatives tailored to the diverse workforce, and leading the department employee engagement committee.
• Conduct training needs assessments and identify systemic issues impacting morale, performance, or compliance.
• Help re-establish and strengthen training, mentoring, and development programs.

Strategic Partnerships and Communication

• Build strong relationships with department leadership, supervisors, frontline staff, and central HR partners.
• Prepare professional reports, policies, Board memos, executive summaries, and presentations.
• Represent the department in meetings with executive leadership, unions, vendors, and community partners.

Who Thrives Here

Successful candidates demonstrate both technical HR expertise and strong interpersonal judgement. The ideal candidate brings experience across employee and labor relations, employee engagement, performance management, and payroll or audit functions, and is comfortable navigating complex stakeholder environments. An ideal candidate will be:

• Experienced in Employee & Labor Relations. Demonstrated capability conducting defensible, unbiased investigations; advising on progressive, risk-aware corrective action; managing complex employee relations matters; and maintaining productive, transparent partnerships with labor organizations.
• Knowledge with Labor Agreements and Standards. Able to interpret and operationalize MOUs, Civil Service Rules, merit system principles, and local ordinances, ensuring consistent application and compliance across a unionized public-sector workforce.
• Strong in Operational HR Management. Proven ability to support workforce planning within civil service constraints, coach supervisors on performance management, and translate County policies into actionable, field-ready guidance for construction crews, maintenance teams, and office staff.
• Effective in Stakeholder Influence & Change Leadership. Skilled at enabling managers to navigate conflict, documentation, and performance issues, while supporting workforce stability during reorganizations, budget shifts, capital project ramps, and service delivery changes.
• Skilled in Communication & Conflict Resolution. Known for clear, de-escalating communication, effective mediation between employees, supervisors, and labor representatives, and sound judgment in high-visibility, high-stakes situations.
• Grounded in Cultural Stewardship & Equity Mindset. Integrates equity and inclusion into employee relations practices, promotes psychological safety, and ensures fair, consistent, and respectful treatment across diverse field and administrative environments.
• A Strategic Partner with County Leadership. Understands Public Works operations and applies a solutions-oriented, anticipatory approach while confidently managing complexity, political dynamics, and sensitive matters in partnership with County Departments.

Application/Examination

IMPORTANT: Applications for this position will only be accepted online. If you are currently on the County’s website, you may click the “Apply” button.If you are not on the County’s website, please go to https://jobs.smcgov.org/ to apply. Responses to the Supplemental Questionnaire must be submitted in addition to the standard County employment application form. A resume will not be accepted as a substitute for the required application materials. Online applications must be received by the Human Resources Department before midnight on the final filing date.

Tentative Recruitment Timeline:

Final Filing Date: Tuesday, February 10, 2026

Applicant Screening: Wednesday, February 11, 2026

Panel Interviews: Week of March 2, 2026