Del Norte County Municipal Code § 2.11

There is in the county of Del Norte the Department of Human Resources and Risk Management. The county Human Resources and Risk Management Director shall be appointed by the board of supervisors.

(Ord. 2026-001 § 2, 2026)

The Human Resources and Risk Management Director shall serve at the will of the board of supervisors. He or she shall receive a salary that is fixed by the board of supervisors prior to appointment. The salary, benefits, and other conditions of employment of the Human Resources and Risk Management Director shall be set by the board of supervisors by resolution.

(Ord. 2026-001 § 2, 2026)

Subject to the control and direction of the board of supervisors, the Human Resources and Risk Management Director shall perform the following duties:

A. Coordinate, direct and administer personnel and risk management-related activities and operations of the county.

B. Administer the county's Human Resources management program in accordance with the current Human Resources policies and procedures.

C. Administer the County's human resource programs that include employment, health and welfare benefits, employment matters, labor relations as part of the negotiations team lead by the county administrative officer.

D. Administer the County's risk management programs that include claims analysis, safety program, loss prevention and insurance program management.

E. Recommend, develop, and implement county's personnel policies.

F. Review and approve personnel-related actions regarding county and grant employees.

G. Direct implementation of the county's affirmative action program.

H. As part of the negotiations team lead by the county administrative officer, negotiate and develop agreements and contracts with county labor groups and other organizations as directed by the board of supervisors.

I. Review personnel-related grievances and assist in development of effective resolutions.

J. Recommend and develop updating of county Human Resources Policies and Procedures.

K. Work closely with County Administration, County Counsel and other Department Directors to imagine, develop, and guide vision and strategy across functions and departments.

L. Work collaboratively with the County Administrative Officer on a variety of administrative, coordinative, analytical and liaison capacities.

M. Serve or designate as the Custodian of Records for the Department of Justice; monitor and maintain required records and documents.

N. Serve or designate as the County's Americans with Disabilities Act (ADA) and 504 Liaison Officer by coordinating County efforts to comply with Title II of the ADA and Title VI of the Civil Rights Act.

O. Serve or designate the County's CRD, HIPPA and Equal Employment Opportunity Compliance Officer; develop, maintain, and implement the Countywide EEO Program.

P. Oversee and direct implementation of occupational safety and health programs.

Q. Provide guidance to department managers in personnel matters that include, but not limited to disciplinary actions, on the job injury claims, employee grievances, work performance issues and interview/selection process.

R. Supervise and participate in the provision of the overall benefit program for county employees, serve as plan administrator for the health care benefit program and liaison with consultants and claims administrator(s).

S. Coordinate and develop, in conjunction with the County Administrative Officer, Assistant County Administrative Officer and Auditor-Controller, the analysis, review and determination of departmental staffing proposals as they pertain to the County's annual budget.

T. Coordinate with County Counsel regarding legal aspects of potential liability and claims litigation.

U. Participate in County labor negotiating activities.

V. Plan, organize, coordinate and administer comprehensive health and welfare benefits programs.

W. Develop and implement programs for employee training and development.

X. Organize and oversee the recruitment and selection for permanent and temporary County staff coordinating the activities to comply with employment laws, policies and procedures.

Y. Oversee and conduct analytical studies relative to position classification, organizational issues, health and welfare programs, employee insurance plans; develop reports of findings, alternatives and recommendations.

Z. Direct and oversee the preparation, processing and maintenance of human resources and risk management functions and records, ensuring all confidential information and data is secure.

AA. Direct, assign, supervise and evaluate the work of department and/or divisional staff engaged in human resource and risk management functions providing necessary training and development.

BB. Oversee and/or prepare responses to survey requests, routine correspondence, agenda items, and/or other departmental related materials.

CC. Act as an information source to inquiries from other agencies or the general public regarding general county information and/or human resource and risk management policies and procedures.

DD. Participate as a member of the County's budget development team as necessary.

EE. Monitor developments and legislation related to human resource and risk management matters, occupational health and safety, changes to employment law, and evaluate their impact upon County operations and recommend and implement policy and procedural improvements.

FF. Performs other administrative duties as directed by the board of supervisors.

(Ord. 2026-001 § 2, 2026)

No provision of this chapter shall be deemed or construed to grant any authority tot or impose any duty upon the Human Resources and Risk Management Director which is by law or ordinance imposed on any other officer, department, agency, commission or employee, nor to delegate to the Human Resources and Risk Management Director any duty or authority required to be performed or exercised by the board of supervisors.

(Ord. 2026-001 § 2, 2026)

The Department of Human Resources and Risk Management is responsible for administration, implementation and maintenance of the county's comprehensive human resources and risk management programs including recruitment and selection, classification and compensation, employee relations, employee transactions, employee benefits, employee training and development, insurance management, safety program, loss prevention, and labor relations as part of the negotiations team.

(Ord. 2026-001 § 2, 2026)

The Human Resources and Risk Management Director may be removed by a majority vote of the board of supervisors. The effective date of such removal shall be thirty days from the date of said majority vote by the board of supervisors.

(Ord. 2026-001 § 2, 2026)

To leave the county in good standing, the Human Resources and Risk Management Director shall give at least thirty days' advanced notice of his or her intention to resign.

(Ord. 2026-001 § 2, 2026)