MEMORANDUM
OFFICE OF ADMINISTRATIVE SERVICES
PALO VERDE COMMUNITY COLLEGE DISTRICT
JOB OPENING ANNOUNCEMENT
CHIEF HUMAN RESOURCES OFFICER
MINIMUM QUALIFICATIONS:
1. Bachelor’s degree from an accredited institution in a field related to the assignment and
college level course work in Management, Supervision, Public Administration or the
equivalent.
2. Three years of increasingly responsible leadership experience in human resources
management and/or supervision performing the essential duties of this job as described
under the Duties and Responsibilities section of this announcement.
DESIRED QUALIFICATIONS: Please see the full list on job description
All “desired qualifications” must be addressed with bullets in the cover letter stating how you
meet those desired qualification.
APPLICATION: Applications can be found on the PVC web site at www.paloverde.edu under
employment.
All application material MUST be typed and include the following:
Palo Verde College classified application and supplemental documents
Cover Letter including bullets for desired qualifications
Copies of transcripts (officials needed if hired)
References listed with e-mail address and complete phone numbers
INTERVIEWS:
Applications will be reviewed for minimum requirements. Those applicants
evidencing the best qualification will be invited for an interview. All
candidates will be notified in writing following final selection.
INQUIRES:
Daily from 7:30 a.m. to 5:00 p.m. Mon thru Thurs, and until 4:30 on Fridays.
Palo Verde Community College
One College Drive
Blythe Ca 92225
(760) 921-5507, Vicky Lujano, Human Resource Technician
APPLICATION
DEADLINE:
Thursday, January 8, 19, 2014 at 4:00 p.m.
Pursuant to Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964, Section
504 of the Rehabilitation Act of 1973, and amendments and other laws, orders, and regulations governing
discrimination, the Palo Verde Community College District is an equal opportunity employer. The policy
of the District is to encourage applications from ethnic and racial minorities, women, persons with
disabilities, and Vietnam-era veterans. No person shall be denied employment because of ethnicity or race,
color, sex, age, religion, marital status, disability, sexual orientation, national origin, medical conditions,
status as a Vietnam-era veteran, ancestry, or political or organizational affiliation.
Board Approved: 11/18/14
Page 1 of 5
PALO VERDE COMMUNITY COLLEGE DISTRICT
Chief Human Resources Officer
NATURE OF THE POSITION:
The Chief Human Resources Officer reports to the Superintendent/President and is responsible
for planning and directing the comprehensive operations of the Human Resources Department.
The incumbent serves on President’s Cabinet and other committees as assigned.
DUTIES AND RESPONSIBILITIES:
1. Plans and directs the operations of Human Resources including, but not limited to,
recruitment, selection, and employment processes; compensation and benefits; training and
professional development; compliance with applicable laws, rules and regulations;
employee relations; contract negotiations; dispute resolution; strategic and operational
direction to functional activities; strategic planning; policy development; and other related
duties as assigned.
2. Reviews and approves selection criteria, interview questions, applicant pool diversity,
interview pool diversity and EEO reports; coordinates recruiting efforts and job fair
participation; screens for minimum qualifications; facilitates the equivalency process;
trains selection committees.
3. Maintains classification/compensation system; researches and confers on placement for
new hires; conducts and responds to reclassification reviews and salary surveys; analyzes
information, provides reports and makes recommendations; develops job descriptions that
are accurate and current.
4. Directs and supervises the activities of the Human Resources staff in providing services to
faculty, staff, administrators, adjunct faculty and students in the areas of employment,
compensation, benefits, classification, training, and performance evaluation.
5. Serves as the District Equal Employment Opportunity Officer; develops and administers
the District Equal Employment Opportunity Plan and related policies and programs to
assure compliance with Federal, State and District regulations; monitors procedures and
practices for compliance with established hiring policies and Affirmative Action
guidelines; designs and implements training in equal employment opportunities,
discrimination, sexual harassment and multi-cultural awareness to faculty and staff;
prepares and interprets required Federal, State and District reports, including staff diversity
reports, Governing Board reports, Chancellor’s Office reports, contract documents and
other materials; updates District policies, procedures, forms, contracts and publications to
ensure compliance with applicable laws, regulations and executive orders.
6. Provides consultation and technical expertise to administrators, faculty, staff, and students
concerning the Human Resources operations and functions; monitors Human Resources
practices for compliance with Board policy and governmental regulations; ensures
adherence to collective bargaining agreements by providing direction to administrators and
managers regarding negotiated employer/employee agreements.
7. Verifies minimum qualifications of job applicants and initiates the equivalency process as
needed.
8. Coordinates benefit services for employees; facilitates benefits committees; administers
benefit contracts; facilitates and directs implementation of changes in benefits.
9. Participates in collective bargaining as directed.
10. Assists managers and administrators with employee complaints and disciplinary issues;
participates in grievance processes as directed and monitors disciplinary actions; discusses
Board Approved: 11/18/14
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situations with staff and attorneys; investigates as appropriate, prepares related reports and
maintains District official records of employer/employee proceedings; researches legal
matters and coordinates with legal counsel on personnel matters.
11. Prepares a variety of items for Board review and approval, including resolutions for the
Board agenda.
12. Administers and promotes the district-wide human resources development program,
including new employee orientation, training for managers and supervisors, performance
evaluations, employee assistance, faculty and staff diversity plan, and exit interviews.
13. Participates in developing annual and long-term plans in conjunction with budget
development and program management; has budget authority in assigned areas.
14. Directs employee evaluation processes.
15. Oversees employee personnel files as required by Federal, State and District regulations.
16. Assists in preparing strategic plans, program reviews, the Educational and Facilities
Master Plan, and other plans as directed.
17. Assists in the development and recommendation of personnel policies, procedures and
programs to meet the needs of the district, keeping abreast of legislation and court
decisions affecting community colleges and apprise others of the pending changes to
current practices; drafts suggested policy changes for cabinet and/or employee groups.
18. Oversees and directs voluntary deduction plans, payroll processes, and leave plans,
including FMLA and disability programs.
19. Develops, oversees and maintains the Human Resources computer needs; incorporates
the use of technology and Microsoft Office in performing computerized presentations.
20. Ensures District compliance with Mandatory Sexual Harassment Training (AB 1875) and
FERPA training.
21. Attends trainings to remain current with changes in laws, rules, and regulations with
regard to all Human Resources processes and all assigned duties.
22. Participates with District executive staff members to identify goals and resources needed
to achieve the District’s mission, vision, and values, and to establish a basis for
accountability and responsibility in meeting the same.
23. Is sensitive to and understands the diverse academic, socioeconomic, cultural, disability
and ethnic backgrounds of community college students.
24. Other duties as assigned by Superintendent/President or designee.
MINIMUM QUALIFICATIONS:
1. Bachelor’s degree from an accredited institution in a field related to the assignment and college
level course work in Management, Supervision, Public Administration or the equivalent.
2. Three years of increasingly responsible leadership experience in human resources management
and/or supervision performing the essential duties of this job as described under the Duties and
Responsibilities section of this announcement.
DESIRED QUALIFICATIONS:
Knowledge of:
 Professional management practices, principals and trends related to human resources
management, labor relations, diversity programs, and staff development.
 Equal Employment Opportunity laws, California Education code, Title 5, relevant
collective bargaining unit contracts and HIPPA/FERPA regulations.
 Personnel training in human resources management.
 Personnel record keeping systems and requirements.
 Benefits program management.
Board Approved: 11/18/14
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



Wage and salary administration.
Recruitment procedures and practices.
Employment discrimination laws.
Investigative practices related to employment complaints.
Ability to:
 Plan, organize, and administer a variety of human resources projects and related matters.
 Make clear and concise oral presentations.
 Develop and maintain effective and harmonious working relationships with a diverse
population of students and personnel.
 Demonstrate consensus building skill.
 Evaluate department programs and functions for ongoing improvement.
 Establish goals and maintain timelines.
 Coordinate a District-wide training program for employees.
 Demonstrate effective analytical, organizational, and leadership skills.
 Establish and maintain effective relationships with those contacted in the course of work.
 Conduct informal and formal employment complaint investigations as required by law.
 Communicate effectively both verbally and in writing.
 Use independent judgment and take initiative in solving problems and making decisions.
 Carry out effective interpersonal communications, long-range planning, and human
resource program development.
 Assist in the collective bargaining negotiation process.
 Demonstrate understanding, sensitivity and commitment to meeting the needs of the
diverse ethnic, cultural, socioeconomic and disability backgrounds of students, faculty,
staff, and community.
 Lead, develop, supervise and evaluate personnel.
PHYSICAL DEMANDS AND WORK ENVIRONMENT
Physical Demands: The physical demands described are representative of those that must be met
by an employee to successfully perform the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
functions. While performing the duties of this job, the employee is regularly required to sit; use
hands to finger, handle, or feel; reach with hands and arms; talk; and hear. The employee is
frequently required to stand and walk. The employee is occasionally required to stoop, bend, kneel,
or crouch. The employee must regularly lift and/or move up to 10 pounds, frequently lift and/or
move 25 pounds and occasionally lift and/or move up to 50 pounds.
Work Environment: The work environment characteristics described here are representative of
those an employee encounters while performing the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the essential
functions. The work environment for this job is a typical administrative office with a nominal level
of noise and light as required for the performance of the duties of this job.
CLASSIFICATION

Row 6 of the Classified Administrators Salary Schedule
Board Approved: 11/18/14
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PALO VERDE COMMUNITY COLLEGE DISTRICT
AA/ADA/EEO
1.
To be considered a candidate for a position in the Palo Verde Community College District, the application and materials must
be on file no later than the filing deadline date.
2.
The screening procedure:
a.
b.
c.
A committee will screen all applications. Meeting the minimum qualifications for the position does not assure an
interview.
The committee will invite selected candidates to an interview held at Palo Verde College. From those candidates
interviewed, the committee will recommend selected persons to the Superintendent/ President who will also
interview the candidates.
The Superintendent/President will then make a recommendation to the Board of Trustees.
3.
Hopefully all interviews will be scheduled for the same day and evening.
4.
In the interview, consideration will be given to factors in addition to education and experience, including, but not limited to,
personal development, ability to work with others, initiative and sensitivity and commitment to meet student needs.
5.
Travel costs related to these initial interviews will be borne by the candidate.
6.
A second interview may be required for selected candidates.
7.
Candidates will be notified by letter of their status as the committee progresses through the hiring procedure.
8.
Candidates should not expect official notification of the status of their candidacy until the Board of Trustees has acted on the
Superintendent's recommendation for employment.
9.
The College reserves the right to contact the current or most recent employer of any candidate and to investigate past records.
10.
The College reserves the right to re-advertise the position or to delay indefinitely filling a position if it is deemed that applicants
for the position do not constitute an adequate applicant pool.
11.
The College does not return to the candidate materials submitted in application for a position.
12.
An optional form, "Affirmative Action Survey," is distributed with each application. Completing and returning this form is done
on a voluntary basis by the candidate. The voluntary form does not circulate through the screening procedure along with the
application.
13.
The Immigration and Naturalization Act requires the College to obtain documentation for every individual who is employed
which verifies identity and authorizes his/her right to work.
14.
All employees are required to sign the Oath of Allegiance and the Drug-Free Workplace policy form.
15.
The provisions of this bulletin do not constitute a contract expressed or implied, and any of the provisions contained herein may be
modified or revoked without notice.
PALO VERDE COMMUNITY COLLEGE DISTRICT
Pursuant to Title IX of the Education Amendments of 1972, Title VII of the Civil Rights Act of 1964,
Section 504 of the Rehabilitation Act of 1973, and amendments and other laws, orders, and
regulations governing discrimination, the Palo Verde Community College District is an equal
opportunity employer. The policy of the District is to encourage applications from ethnic and racial
minorities, women, persons with disabilities, and Vietnam-era veterans. No person shall be denied
employment because of ethnicity or race, color, sex, age, religion, marital status, disability, sexual
orientation, national origin, medical conditions, status as a Vietnam-era veteran, ancestry, or
political or organizational affiliation.
Board Approved: 11/18/14
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