Program Manager (Confidential)

Job Description

Definition and Class Characteristics

FIRST ROUND INTERVIEWS 11/12/2026

Nevada County is seeking a highly skilled and forward-thinking HR Program Manager to lead the planning, implementation, optimization, and ongoing support, and daily operations of the Countywide Enterprise Resource Planning (ERP) system. This is a pivotal leadership role responsible for ensuring that our Workday HCM system effectively supports the HR, payroll, and operational functions across all departments. The ideal candidate brings deep knowledge of HR business processes and technical ERP systems.

This position provides full management responsibility for the ERP Support Governance and plays a critical role in aligning HR technology capabilities with Countywide business needs. The role is uniquely situated at the intersection of Human Resources, the Auditor-Controller’s Office, and Information Systems, requiring both functional application expertise and experienced knowledge of human resource operational business processes.

The HR Program Manager receives administrative direction from the Director of Human Resources and supervises lower-level management, professional, technical, and support personnel.

Why Nevada County? Our leadership values employee development and engagement, promotes open and visible communication, strives to be a hard-working organization, and recognizes personal contributions and growth. Nevada County Environmental Health Department is a small but mighty department in protecting public health and collaborating with our Industry Partners.

We are an equal opportunity employer. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided with reasonable accommodation to participate in the job application or interview process, to perform essential job functions, and to receive other benefits and privileges of employment. Please contact us to request accommodation.

Nevada County is a qualifying employer for the Public Service Loan Forgiveness (PSLF) program through the Department of Education.

To view the entire job description, please click here.

Examples of Duties

Typical duties include the following:

• Lead the planning, procurement, implementation, maintenance, and daily operations of the Countywide ERP system, ensuring stable and efficient service delivery.
• Develop and implement the goals, policies, and procedures of the ERP Support Division.
• Evaluate and recommend enhancements to ERP functionality, including configuration changes, integrations, reports, and business process improvements.
• Build collaborative relationships with internal departments, external partners, and service providers to ensure successful project and operational outcomes.
• Oversee and participate in the creation of the division work plan, including project assignments, workload monitoring, and evaluation of work products.
• Prepare and manage the ERP support budget, including forecasting and administration of staffing and technology needs.
• Manage personnel activities, including hiring, training, evaluation, and disciplinary actions.
• Lead strategic and operational planning efforts related to ERP functionality in partnership with departmental business process owners.
• Review and approve application business rules, ensuring alignment with policy and operational requirements.
• Ensure successful communication, coordination, and completion of ERP projects across County departments.
• Participate in ERP-related committees and task forces; identify or escalate system issues and support implementation of solutions.
• Collaborate with County IT to evaluate system integrity, recoverability, security, and expansion opportunities.
• Establish standards for ERP use, data quality, performance, and system access.
• Provide expert functional guidance through subordinate analysts to ensure effective end-user support.
• Oversee testing activities, including scenarios, scripts, and acceptance criteria for system changes.
• Manage ERP-related contracts and prepare reports, correspondence, business cases, and project updates for executives and governance committees.

Knowledge and Skills Required

The ideal candidate brings deep knowledge of:

• ERP systems that support HR, payroll, finance, and enterprise operations
  
• SaaS and cloud-based applications, including customer/vendor responsibilities
  
• ERP implementation methodology, functionality, and enterprise architecture
  
• Major business processes within HR, financial, and operational systems
  
• Application integration principles and data structures
  
• ERP-related accounting concepts (GAAP)
  
• Project management, system development lifecycle, and change management
  
• Internal controls, software change control, quality assurance, and risk management
  
• Policy development, organizational analysis, budgeting, supervision, and personnel management
  
• Local, State, and Federal regulations relevant to ERP operations and HR functions
  

Education and Experience Required

Bachelor's degree from an accredited college or university in environmental health, a physical science, business, social services, sociology, psychology, or field related to one of the previously mentioned, and three years of experience in the program field at the advanced journey level, preferably in a community-based organization involving program development.

OR

Master's degree from an accredited college or university in environmental health, a physical science, public health, health services administration, business or public administration, social sciences, psychology, counseling, social work or field related to one of the previously mentioned, or as required for any required licensure, certification, or registration, AND two years of experience in the program area at the advanced journey level, preferably in a community-based organization involving program development.

Benefits Guide

The Benefits Guide is a comprehensive document for employees of the County of Nevada. Information contained in this summary of benefits is not a binding document. Refer to specific unit summaries and agreements (MOUs) for additional benefit information.
Health Insurance
The County sponsored plan is the PERS Gold PPO, but you can also choose plans from providers such as Anthem, Blue Shield, and PORAC (if you are a member) to suit your needs.
Health Insurance Plans

• Anthem Blue Cross Select HMO
• Anthem Blue Cross Traditional HMO
• Blue Shield CalPERS Access+ HMO
• Blue Shield Trio HMO
• Kaiser HMO
• PERS Gold PPO (County sponsored plan)
• PERS Platinum PPO
• PORAC (Available to PORAC members only)

Flexible Spending Accounts
The County offers employees the option to contribute to a pre-tax medical FSA and dependent Care FSA.
Life Insurance
Voya is the County's life insurance provider. We offer the following products through Voya:

• Basic Accidental Death and Dismemberment
• Basic Term Life
• Optional Accidental Death and Dismemberment plans
• Optional Dependent Term Life
• Optional Term Life

Dental & Vision Insurance
Nevada County employees can opt to receive dental and vision insurance without opting for health insurance coverage as well. This will give employees more flexibility to match their choice of insurance plans to their specific needs. Ameritas Dental is the dental provider offered through Nevada County and Ameritas VSP Vision Care is our vision care provider.
Retirement
The County is a member of the CalPERS retirement system and also provides the opportunity for voluntary contributions to a 457 deferred compensation account through Nationwide by way of pre-tax and Roth payroll deductions.

CalPERS Miscellaneous Tiers: Tier 1 (Classic-former employee originally hired on or before 12/13/12 and are returning to Nevada County) 2.7% @ 55 Tier 2 (Hired by a CalPERS employer between 12/14/12-12/31/12 and coming to Nevada County with less than 6 months between separation from former CalPERS employer and hire date with Nevada County) 2%@60 Tier 3 (Hired by first CalPERS employer on or after 1/1/13 or having a break in service of more than six months between another CalPERS employer and Nevada County) 2%@62

CalPERS Safety tiers: Tier 1 (Classic-former employees originally hired on or before 12/13/12 and are returning to Nevada County) 3% @ 50. Tier 2 (Hired by a CalPERS employer between 7/2411-12/31/12 and coming to Nevada County with less than 6-months between separation from former CalPERS employer and hire date with Nevada County) 3% @ 55. Tier 3 (Hired by any CalPERS employer on or after 1/1/13) 2.7% @ 57. We encourage you to visit the CalPERS home page, www.calpers.ca.gov , to search related information about the retirement plans noted here so that you fully understand what your retirement formula means to you.

NEVADA COUNTY IS AN EQUAL OPPORTUNITY EMPLOYER

Any information on this page or documents and links are subject to change without notice.

Nevada County Human Resources Department

950 Maidu Avenue, Nevada City, CA 95959 (530) 265-7010 option 2

Human.resources@nevadacountyca.gov

www.nevadacountyca.gov

Closing Date/Time: 11/6/2026 5:00 PM Pacific