The City Human Resource Management Office is the city government's arm in implementing its personnel management and development programs in focus for a more responsive and pro-active service delivery to the public and its constituents. The City Human Resource Management Office is now composed of two (2) divisions as a result of the recently concluded reorganization jointly maximizing its efforts to accomplish the organization's goals and objectivesThe City Human Resource Management Office is the city government's arm in implementing its personnel management and development programs in focus for a more responsive and pro-active service delivery to the public and its constituents. The City Human Resource Management Office is now composed of two (2) divisions as a result of the recently concluded reorganization jointly maximizing its efforts to accomplish the organization's goals and objectives.

To acquire, motivate, maintain and develop the city government's human resources in line with their personal, professional and technical knowledge, skills, needs and values in accordance with the administration's vision and mission

• To source and recruit qualified talents for the city government manpower requirements;
• To create the best possible means for the employees to meet their individual needs and goals as members of the agency's workforce;
• To provide sound and continuing career and personnel development programs for all levels of the work force;
• To effectively implement Civil Service rules and policies relative to employee discipline and personnel actions;
• To introduce new methods/system through periodic research that is vital in responding and coping to the changing needs of the agency.

• Provides  assistance to the Local Chief Executive in the formulation and execution of policies, rules and regulations in all areas of personnel management in accordance with the Civil Service Law and Rules;
• Implementation of comprehensive and balanced personnel development programs designed to raise the level of efficiency, effectiveness and morale of the personnel in the city government and informs the Local Chief Executive and the Civil Service Commission of activities and developments in these areas;
• Establishment of a sound recruitment and selection system within the organization;
• Administer the position classification and compensation system (as prescribed by the DBM) and other employee welfare programs such as and other employee welfare programs such as medical and hospitalization benefits, health and safety standards, insurance, disability, retirement and other benefits as prescribed by law;
• Implementation of the Performance Evaluation System as prescribed by the Civil Service Commission and employees' recognition program;
• Conduct employee counselling and interview for those employees retiring, resigning, transferring and separating to get feedbacks on how to improve organizational productivity and performance;
• Establishment of Civil Service Personnel Mechanism such as PRAISE, Grievance Machinery, Performance Evaluation System and Merit Selection Plan;
• Maintenance of a complete and up-to-date personnel information system; and
• Leave administration