Human Resources Manager I - Public Safety

Salary Range $73,268.00 - $81,000.00

Position expires: 5/14/2026

General Description and Classification Standards:

Directs and manages the implementation and administration of Human Resources functions for assigned client groups across the City of Atlanta, which may include Public Safety operations and other municipal departments. This role is responsible for executing HR programs and overseeing day-to-day employee relations, investigations, disciplinary coordination, leave administration, and HRIS-related processes.

This role operates within structured and, at times, highly regulated environments, supporting a diverse workforce across assigned departments. The position ensures consistent application of City policies, Civil Service Rules, and applicable departmental procedures.

This position leads day-to-day HR operations, supervises HR Business Partners and Human Resources Representatives, and ensures consistent execution of HR services across assigned departments. The role emphasizes operational leadership, case management, and risk mitigation, while providing input into policy and strategic initiatives. Final decision-making authority for high-risk matters (e.g., discipline, complex employee relations, fitness-for-duty determinations) resides with senior HR leadership.

Classification is based on job content and supervisory responsibilities. 

Supervision Received:

Exercises independent judgment in managing daily HR operations, employee relations casework, and investigations within established policies and procedures. Escalates complex, sensitive, or high liability matters to senior HR leadership, as appropriate

Essential Duties and Responsibilities:

These are typical responsibilities for this position and should not be construed as exclusive or all inclusive.

• Executes HR programs and processes aligned with City and Department of Human Resources strategy; provides operational insight to leadership. 

• Manage day-to-day HR operations for assigned client groups in a dynamic, service-driven environment.

• Supervises and develops HR Business Partners; assigns caseloads, monitors performance, and ensures consistent service delivery. 

• Oversee and manage employee relations investigations, including allegations of misconduct, policy violations, and workplace concerns; ensures thorough documentation and defensible outcomes. 

• Coordinates and manages the disciplinary process in alignment with City Code, Civil Service Rules, and departmental standard operating procedures; prepares recommendations for review and approval. 

• Advises leadership on HR matters, ensuring alignment with policy, compliance, and risk mitigation practices.

• Oversees leave administration and fitness-for-duty coordination, ensuring compliance with applicable laws, timelines, and internal protocols; escalates complex determinations. 

• Ensure compliance with federal, state, and local employment laws and regulations.

• Coordinates hiring, promotions, and personnel transactions, ensuring accuracy, timeliness, and adherence to budget and policy. 

• Develops and maintains HR operational processes, reporting systems, and performance metrics. 

• Analyzes HR data and trends to inform decision-making and identify organizational risks. 

• Trains supervisors, command staff, and HR professionals on HR policies, disciplinary procedures, and employee relations best practices. 

• Supports organizational structure planning and workforce management within assigned departments. 

• Participates in budget development and monitors HR-related expenditures. 

• Prepares written communications for executive leadership, command staff, and employees. 

• Serves as liaison between assigned departments and the Department of Human Resources.

• Responds to employee and management inquiries and escalations. 

• Facilitates require training and attend leadership and HR governance meetings. 

• May perform other duties as assigned.

The above statements reflect the general duties, responsibilities and competencies considered necessary to perform the essential duties and responsibilities of the job and should not be considered as a detailed description of all the work requirements of the position. COA may change the specific job duties with or without prior notice based on the needs of the organization.

Knowledge Skills and Abilities:

This is a partial list of necessary knowledge, skills, and abilities required to perform the job successfully, it is not an exhaustive list.

• Knowledge of public safety HR practices, including sworn personnel considerations and disciplinary frameworks

• Working knowledge of employment laws and regulations (e.g., FLSA, FMLA, ADA)

•   Working knowledge of core Human Resources functions, including employee relations, compensation, benefits, HRIS, talent acquisition, organizational development, EEO/AA, and workplace safety

• Working knowledge of the City's organizational structure and how different departments interface.

• Knowledge of Civil Service systems and public sector HR operations

• Ability to navigate complex, sensitive, and high-liability situations with sound judgment

• Strong analytical, organizational, and problem-solving skills

• Effective written and verbal communication skills, including the ability to communicate with executive leadership

• Ability to manage multiple priorities in a fast-paced, operational environment

•     Strong experience in employee relations, case management and investigations

•     Demonstrated planning, organizational, presentation, and communication skills. 

•     Demonstrated Microsoft Office, HRIS database knowledge, and skills. 

•     Working knowledge of budget and financial management principles

•     Ability to develop and maintain spreadsheets and tracking tools

•     Ability to make recommendations to senior HR leadership on policies, processes, and employee 

    relations matters

•    Ability to manage high-volume, high-risk HR environments with competing priorities

•    Ability to effectively collaborate and communicate with employees, management, and stakeholders 

     across departments

Minimum Qualifications:

Education and Experience:

• Bachelor’s degree in human resources, Business Administration, or related field
  (Equivalent experience may substitute on an exceptional basis, with a minimum of nine (9) years of related HR experience) 

• Five (5) years of progressively responsible HR generalist experience 

• Experience in employee relations, investigations, or labor/employee discipline 

• Demonstrated leadership, supervisory, or project management experience 

• None required 

• PHR or SPHR preferred 

• Experience supporting complex, highly regulated, or operational work environments

• Experience working within structured or chain-of-command organizations

• Prior supervisory or management experience in HR 

• Experience in high-volume, high-risk employee relations environments

Licensures and Certifications:

Preferred Qualifications

Work Environment

Work Schedule: This position follows the City’s hybrid work schedule policy as assigned by the Department of Human Resources Commissioner and requires in-person work at City worksites/facilities at least four (4) days per week, with the option to work remotely one (1) day per week, based on eligibility, departmental needs, and supervisor approval. Due to operational demands, additional on-site presence, extended hours, or emergency response availability may be required, including nights, weekends, or critical incidents. The hybrid work schedule is subject to change at any time to five (5) days of in-person work.

The ability to travel to various City worksites as needed is required.

Required physical, lifting, and sensory capabilities are necessary to perform the essential functions of the job successfully. Typical environmental conditions associated with the position apply.

Lifting Requirements: 

Sedentary work: Exerting up to 10 pounds of force occasionally and/or negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body.

It is the policy of the City of Atlanta (“COA”) that qualified individuals with disabilities are not discriminated against because of their disabilities regarding job application procedures, hiring, and other terms and conditions of employment. It is further the policy of the COA to provide reasonable accommodation for qualified individuals with disabilities in all aspects of the employment process. The COA is prepared to modify or adjust the job application process or the job or work environment to make reasonable accommodations to the known physical or mental limitations of the applicant or employee to enable the applicant or employee to be considered for the position he or she desires, to perform the essential functions of the position in question, or to enjoy equal benefits and privileges of employment as are enjoyed by other similarly situated employees without disabilities, unless the accommodation will impose an undue hardship. If reasonable accommodation is needed, please contact the Human Resources Director for your department.

The City of Atlanta is an Equal Opportunity Employer and does not unlawfully discriminate on the basis of race, color, religion, age, disability, sex, sexual orientation, ender identity, marital status, veteran’s status or national origin, or any other basis prohibited by federal, state, or local law.  We value and encourage diversity in our workforce.