Human Resources Manager - Training & Development

Are you passionate about developing people and building stronger organizations? Do you thrive on turning ideas into meaningful learning and development opportunities? Are you ready to shape the future of employee development across an entire organization?

The City of Napa is seeking a Human Resources Manager – Training & Development to lead the development, implementation, and continuous improvement of a comprehensive employee training and professional development program. This is an exciting opportunity for a strategic Human Resources professional who understands that investing in employees is an investment in the organization’s success.

The Human Resources Manager – Training & Development will serve as the City's centralized leader for employee learning, professional development, and organizational development. This position will develop and oversee training programs that are aligned with the City's mission, values, strategic priorities, and workforce needs. The position will work collaboratively with departments and leaders across the organization to identify development needs, establish effective learning strategies, and ensure employees have access to meaningful opportunities to grow and succeed in their careers.

The ideal candidate will bring a combination of strategic vision, creativity, collaboration, and strong Human Resources expertise to the role. The position will have the opportunity to evaluate existing training practices, identify opportunities for improvement, establish consistent training standards, and develop programs that produce measurable improvements in employee performance, engagement, satisfaction, and retention.

The position will also ensure training programs and practices remain consistent with applicable laws, regulations, policies, and organizational requirements, including required compliance training. The Human Resources Manager will monitor emerging trends and best practices in learning and development, organizational development, and Human Resources and recommend innovative approaches that strengthen the City's workforce.

• Technical Knowledge and Skill - Expertise in utilizing competency based methods for recruitment and selection, classification, employee development, performance management and workforce planning. 
• Coaching and Developing Others - providing feedback, instruction, and development guidance to help others excel in their current or future job responsibilities; planning and supporting the development of individual skills and abilities.
• Planning & Organizing - Establishing HR action plans to complete work efficiently and on time by setting priorities, establishing timelines and leveraging resources.
• Political Acumen - Exhibiting confidence and professional diplomacy while effectively relating to people at all levels internally and externally.
• Adaptability - Maintaining effectiveness when experiencing major changes in work responsibilities or environment; adjusting effectively to work within new work structures, processes, requirements, or cultures. Adapting quickly to change and easily considering new approaches.
• Managing Relationships - Developing and leveraging relationships within and across work groups to achieve results.
• Customer Focus - Commitment to public service to provide an experience that satisfies both internal and external customers. 
• Critical Analysis - Collecting information from a variety of sources and validating, organizing, and/or analyzing data to determine progress, anticipating needs, or making necessary adjustments to processes.

MISSION STATEMENT for the City of Napa
Rooted in public service, our mission is to grow a vibrant, sustainable community for all who live in, work in, and visit the City of Napa, through thoughtful leadership and dedication to excellence. 

CORE VALUES for the City of Napa

• Integrity - Consistently demonstrating the highest level of ethical conduct with accountability and pride.

• Service - Engaging in meaningful work to care for our community through resourceful dedication and humble actions.

• Inclusion - Creating a sense of ease and belonging through respect, acceptance, and mindfulness of our collective diversity.

• Collaboration - Working together with a shared purpose while respectfully considering all voices to achieve common goals, solutions, and greater outcomes.

***NOTE:  CITY OF NAPA EMPLOYEES SHOULD USE A PERSONAL EMAIL ADDRESS DURING THE APPLICATION PROCESS***

• We will review your application and all supplemental materials to select the best qualified applicants to continue in the selection process. Application appraisal includes a review of qualifications, education, training, and experience related to the job, as well as supplemental questions if applicable.
• Applicants moving forward in the selection process may be asked to participate in any combination of the following (at any phase of the selection process): online assessment, written examination, job-related exercise, phone interview, and panel interview. These testing steps may be conducted on a pass/fail basis, and/or percentage-based scoring methodology. 
• Based on the City Charter, the final phase of the selection process is the Probationary Period, which in most cases is six (6) months but may be twelve (12) months depending on the classification.  
• When three or fewer candidates are available, the testing procedures outlined in the Job Announcement may be waived by the Human Resources Department.

• If you need assistance with the recruitment and selection process in Spanish, contact us at 707-257-9505. These request will be assessed on a case-by-case basis. 
• Si necesita ayuda con el proceso de reclutamiento y selección en español, contáctenos al 707-257-9505. Estas solicitudes se evaluarán caso por caso.