City of Claremont Interested applicants should appl y immediatel y ! About the City of Claremont: The City of Claremont is a suburb of Los Angeles that is unlike any community in Southern California. Sunset Ma g azine named Claremont "The Best Suburb in the West." Mone y Ma g azine listed Claremont as one of the "Best Places to Live." The City has won awards in environmental stewardship, municipal budgeting, urban planning, and recreational programming.
Being the best is a philosophy Claremont employees put into practice every day. The City has a reputation for being a premier city in California, with cutting edge programs and a dedication to the public engagement process. If you are considering working for the City of Claremont, ask yourself....
- Do you have the passion, drive, and commitment to succeed in a fast-paced, service-driven environment?
- The City of Claremont produces innovative programs that are setting the bar for municipalities across the country. Do you enjoy a challenging environment that will push you to be the best in your field?
If you answered YES to these questions, then consider applying to be our
Human Resources Manager! About the Department/Division: The Human Resources Manager is an integral member of the City’s Administrative Services Department in the Human Resources Division.
The Administrative Services Department is comprised of the City Manager's Office, City Clerk's Office, Human Resources, Information Technology Services, and Public Information.
The Administrative Services Department is responsible for the day-to-day operations of City government and implements the City Council policy direction. Furthermore, the Administrative Services Department is responsible for providing overall project supervision and promotes organizational stability through financial and human resources management.
The Human Resources Division oversees the hiring of all City employees; benefits administration; employee training and events; and compliance with labor laws and best practices. The Human Resources Division consists of the Human Resources Manager and a Human Resources Specialist.
Recruitment Timeline: The application filing period is continuous but may close at any time once a sufficient number of applications are received.
The initial anticipated application review date is planned for September 26, 2024. Please apply immediately!
The Position About the Position: Under general direction, the Human Resources Manager will plan, coordinate, and review the operations and activities of the Human Resources Division. The Human Resources Manager will assume responsibility for all activities relating to recruitment and selection, safety and training, classification and compensation administration, health and welfare benefits programs, deferred compensation and other City supplemental benefits, workers’ compensation, and Diversity, Equity, and Inclusion (DEI) programs.
Other duties will include, but are not limited to:
- advising managers and staff on personnel policies and procedures;
- employee relations;
- talent management and development;
- employee engagement and retention programs;
- preparing and administering the division budget;
- assisting with labor relations by gathering data as needed and by performing various duties associated with the negotiation process;
- developing, interpreting, and applying memoranda of understanding, and administering the classification and compensation program.
- directing the performance evaluation program;
- developing and implementing division goals, objectives, policies, and priorities;
- coordinating workers' compensation claims and reports with the City’s third-party administrator, including industrial disability retirements;
- developing and implementing Citywide training programs;
- health and welfare benefits programs administration, including the procurement and recommendation of providers and plans, coordinating annual health benefits open enrollment activities; and
- recordkeeping on service indicators, such as number of recruitments, applicants, new hires, terminations, and related data for both full and part-time employees.
The Human Resources Manager is a full-time, exempt position. The regular office hours for this position are 7:30 a.m. to 6:00 p.m., Monday through Thursday. Some evening hours will be required to attend City Council and/or other meetings and events.
Ideal Candidate Education and Experience: The Human Resources Manager will have five (5) years of progressively responsible professional experience in human resources/personnel, including at least one (1) year of supervisory experience. A bachelor’s degree from an accredited college or university in public administration, business administration, human resources/personnel, or a closely related field and a valid California Driver's License are required. A master’s degree is highly desirable.
Ke y Abilities: The City is looking for a Human Resources Manager who has extensive human resources experience, including benefits administration, recruitment and selection processes, classification and compensation administration, budget preparation and analysis, organizational development and succession planning, workplace safety, workers’ compensation, leave management, and employee training and development. They will have strong knowledge of federal and state laws affecting human resources policies, practices, and procedures. The Human Resources Manager will be able to communicate effectively and persuasively in both oral and written communications such as public reports which, includes presentations at City Council meetings.
The ideal candidate is a team-oriented professional with the organizational experience to be hands-on in performing a variety of human resources functions. They will serve as a resource to all City managers and departments and will be responsible for coordinating division activities with City staff as well as with staff from outside agencies. They must have the ability to establish, maintain, and foster positive and effective working relationships.
The Human Resources Manager shall be proficient in the use of a personal computer, laptop, and iPad, and peripherals, and must have the ability to successfully use them and related software programs in the course of their regular duties, including the preparation of agenda reports, PowerPoint presentations, and correspondence with staff, community members, outside agencies and other stakeholders.
Additional InformationCompensation and Benefits: The Personnel Services Manager offers a highly competitive salary with an attractive and competitive benefit package as outlined below. The starting salary for this position will be based on the competitive labor market and the successful candidate's qualifications and experience. Some of the benefits for this position include:
- 3% Negotiated Salary Increase effective 7/1/25 and 7/1/26
- 2% at 55 PERS retirement (Classic Members) and 2% at 62 PERS retirement (New Members)
- City paid contribution of $1,500 towards medical, dental, vision, and other ancillary benefits
- 96-160 hours of vacation based on years of service
- 10 paid holidays and 18.5 hours of floating holiday per calendar year
- 140 hours of administrative leave per calendar year
- 96 hours of sick leave per calendar year (you may also bring up to 200 hours of unused sick leave from your current employer)
- $350 Auto Allowance per month
- $75,000 life insurance coverage for employee and $10,000 life insurance coverage for each eligible dependent
- City-paid Employee Assistance Program (EAP)
Appl y Toda y ! If you are interested in this position, please submit your application online.
A resume and cover letter are re q uired. The resume and cover letter do not take the place of the application form. Please complete all sections of the application form thoroughly and completely.
The application review date is planned for September 26, 2024. This recruitment may close at any time once a sufficient number of applications are received.
Reasonable Accommodation: The City of Claremont is committed to providing reasonable accommodation to applicants as required by the Americans with Disability Act (ADA) and Fair Employment and Housing Act (FEHA). Individuals with qualified disabilities who need reasonable accommodation during the selection process or in the performance of their duties must specify the accommodations needed, in writing, at the time when the employment application is submitted.
Equal Opportunity Employer: The City of Claremont is an Equal Opportunity Employer, committed to supporting Diversity, Equity, and Inclusion initiatives to build and sustain an environment that values diversity, welcomes opportunities to engage and understand others, and fosters a sense of belonging.
Questions and In q uiries can be directed to: Heidi Tanner, Human Resources Specialist
E-mail: htanner@ci.claremont.ca.us
Telephone: (909) 399-5450
City of Claremont Employees in
CMA are entitled to the following benefits:
HEALTH, WELFARE, AND SAVINGS BENEFIT: The City shall contribute$1,500 per month towards any offered health plans, dental plans, and vision plans.
HEALTH INSURANCE: The City offers a number of health plans through KeenanInsurance.
DENTAL INSURANCE: The City offers a choice of two dental plans. One is an indemnity plan, which allows you to go to the dentist of your choice (no orthodontia coverage). The other is a direct service plan in which you must select and receive care at one of the dental offices or centers provided by the plan (orthodontia coverage).
VISION INSURANCE: The City also offers enrollment in a vision plan, which provides a vision examination each year and lenses and frames or contacts every year.
LIFE INSURANCE: Employees receive a life insurance policy of $75,000 for themselves and $10,000 for any dependents you elect to insure. There are also optional insurance programs which can be taken with an employee if they leave City service.
FLEXIBLE BENEFIT PLAN (SECTION 125): Claremont offers a flexible benefit plan which allows employees to pay for certain expenses (child care, unreimbursed medical expenses, and insurance premiums) with pre-tax dollars.
VACATION: Employees are entitled to a paid vacation of 96 hours following one year of employment. (employees may take accrued vacation after six months of employment). From the second year of employment until completion of the ninth year, employees are entitled to 120 hours of paid vacation. Beginning with the tenth year, and every year thereafter, employees are entitled to 160 hours of vacation. A one time, 80-hour longevity leave bonus is given to an employee on their service anniversary date at the 10th, 15th, 20th, 25th, 30th, 35th, etc. years of service.
SICK LEAVE: Employees shallaccrue eight hours of sick leave per month. New employees may bring with them up to 200 hours of accrued sick leave from their previous agency if their previous employer did not otherwise compensate them. New employees must provide documentation from their previous employer verifying their uncompensated sick leave hours.
ADMINISTRATIVE LEAVE: Employees receive 140hours of administrative leave per calendar year in recognition of the frequent requirement to work evenings, weekends and holidays in excess of 38 hours per week. Employees may receive cash compensation on the pay date closest to December 1st (or as soon thereafter) of each calendar year for up to 40 hours of unused administrative leave if they have used a minimum of 40 hours of administrative leave in the calendar year.
JURY LEAVE: Employees required to serve on a jury are entitled to their regular compensation for up to 76 hours.
HOLIDAYS/FLOATING HOLIDAY HOURS: All Unit employees shall receive 18.5 floating holiday hours each calendar year. In addition, employees shall be entitled to the following holidays with pay each calendar year. Each holiday shall be valued at 9.5 hours.
- New Year's Day (January 1)
- Martin Luther King's Birthday (The third Monday in January)
- Presidents' Birthday (The third Monday in February)
- Memorial Day (The last Monday in May)
- Juneteenth (June 19th)
- Independence Day (July 4th)
- Labor Day (The first Monday in September)
- Veteran's Day (November 11th)
- Thanksgiving Day
- Christmas Day (December 25th)
Employees shall receive additional floating holiday hours when any of the ten (10) holidyas fall on the employee's scheduled day off work. For example, with a Monday through Thursday schedule, any holiday that falls on a Friday, Saturday, or Sunday shall be converted from 9.5 holiday hours to 9.5 floating holiday hours.
RETIREMENT: Safety (Sworn) PERS Plan FormulaThe City shall provide the 3% @ 50 plan to all safety employees enrolled in the PERS plan prior to March 19, 2012. An employee who is hired by the City after March 19, 2012, from another Public Employees' Retirement (PERS) agency or agency with PERS reciprocity, or with a break in service of 6 months or less, shall receive the Second Tier PERS benefit formula of 3% @ 55. A returning Claremont City employee that was enrolled in PERS will receive the PERS benefit formula they received while previously employed with the City, irrespective of the break in service. An employee who is a new enrollment in PERS, is not coming from an agency with PERS reciprocity, or has a break in service greater than 6 months shall be enrolled in the Third Tier PERS benefit formula of 2.7% @ 57.
Miscellaneous (Non-Sworn) PERS Plan FormulaThe City shall provide the 2.5% @ 55 PERS contract option to current miscellaneous employees hired prior to March 19, 2012. An employee who is hired by the City after March 19, 2012, from another Public Employees' Retirement (PERS) agency or agency with PERS reciprocity, or with a break in service of 6 months or less, shall receive the Second Tier PERS benefit formula of 2% @ 55. A returning Claremont City employee that was enrolled in PERS will receive the PERS benefit formula they received while previously employed with the City, irrespective of the break in service. An employee who is a new enrollment in PERS, is not coming from an agency with PERS reciprocity, or has a break in service greater than 6 months shall be enrolled in the Third Tier PERS benefit formula of 2% @ 62.
Employee PERS ContributionSafety employees hired prior to March 19, 2012 and hired into the Two Tier of 3% @ 55 retirement plan shall contribute 9% towards their PERS member contributions. Safety employees hired in the Third Tier of 2.7% @ 57, shall contribute 13% or 50% of the total normal cost rate, whichever is greater, towards their PERS member contributions.
Miscellaneous employees hired prior to March 19, 2012 shall contribute 8% towards their PERS member contributions. Employees receiving the Second Tier PERS Benefit formula of 2% @ 55 shall contribute 7% towards their PERS member contributions. Employees receiving the Third Tier PERS benefit formula of 2% @ 62 shall contribute 6.5% or 50% of the total normal cost rate, whichever is greater, towards their PERS member contributions.
PERS Highest Pension Calculation Compensation Period - The City shall continue to provide the Single Highest One Year Final Compensation Pension calculation benefit to current miscellaneous employees hired prior to March 19, 2012. Employees hired after March 19, 2012 shall receive the Three Year Final Compensation calculation benefit.
The City shall provide miscellaneous and safety employees with the following benefits/provisions:
- Credit for unused sick leave (Government Code Section 20965).
- 1959 Survivor Benefit (Third Level benefits)
DEFERRED COMPENSATION PLAN: Employees have the opportunity to participate in a supplemental retirement savings plan offered through MissionSquare. Through tax-deferred payroll deductions, employees are eligible to deposit funds into their account, up to the maximum allowed by law.
Participation in this program:
- Shelters a portion of your salary from income taxes;
- Invests in high-performing funds yielding tax-deferred earnings;
- Provides a superior tool for retirement planning and savings.
DEFERRED COMPENSATION RETENTION INCENTIVE PROGRAM: This program was established to provide tenure and savings incentives for management employees. Beginning with the employee's third consecutive year of service, the City will match up to one percent of their base pay, payable into their deferred compensation account. This percentage increases to two percent at the beginning of their fifth year, three percent at the beginning of their sixth year, four percent at the beginning of their eighth year, and five percent at the beginning of their tenth year.
SEVERANCE: Employee shall receive 60 days notification in advance of layoff and up to six months severance in the event of involuntary separations.
LONG-TERM DISABILITY: The City provides a long-term disability plan. This benefit is in case an employee sustains a non-work-related illness or injury that results in their inability to work for a long period of time. In this event, an employee will receive 66.66% of their base pay after 60 days, and continued payment until they are medically able to return to work, or they reach the age of 65, whichever comes first (maximum of $8,000 per month).
TUITION REIMBURSEMENT: Employees may participate in the City's tuition reimbursement program. The amount of reimbursement will be up to $1,500 per fiscal year. Reimbursable items include registration, tuition, textbooks, and parking.
CREDIT UNION MEMBERSHIP: Employees are eligible for membership in the F & A Federal Credit Union. F & A offers a wide variety of services, including checking and savings accounts and all types of loans (automobile, vacation, personal, first and second home mortgages, and more!).
EMPLOYEE ASSISTANCE PROGRAM (EAP): The City cares about the emotional and physical well-being of its employees and their families and offers a City paid Employee Assistance Program.
AUTO ALLOWANCE: Department Heads and Division Heads who have a personal vehicle at the work site available for use and provide proof of automobile insurance to Personnel are eligible to receive a monthly auto allowance. Department Heads shall receive $450 per month and Division Heads shall receive $350 per month.
DIRECT DEPOSIT PAYROLL: Employees may authorize the automatic deposit of their paycheck into their checking, savings, or credit union account.
Revised: July 2024
Closing Date/Time: Continuous
