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Human resources budget steady; councilors press for coordinated DEI training plan
Summary
Human resources director Anne Torregrosa presented a largely unremarkable HR budget that includes capacity to cover a potential long-time EAP provider reduction and funds a nonunion pay study; councilors pressed for a cohesive, citywide equity, diversity and inclusion training strategy.
The Finance Committee on May 8 reviewed the human resources department budget and heard about several personnel and program priorities, including maintaining the employee assistance program (EAP) and conducting a nonunion pay study.
Anne Torregrosa, director of Human Resources, told the committee the HR budget is “pretty unremarkable this year,” while highlighting personnel workload: the city added almost 100 net positions in the past year and onboarded more than 400 hires. Torregrosa said centralization efforts — a vacancy report, standardized employee orientation, and greater recruitment sophistication — have been priorities.
On program changes, Torregrosa said the department added part of an FTE to insure continuity for its long-serving EAP provider, who is considering reduced hours or retirement. The budget also includes funds to procure a consultant to perform a nonunion pay study; an RFP was closing the week of the presentation and any nonunion pay adjustments would be implemented in a subsequent fiscal year and require council approval.
Councilor Phillips pressed Torregrosa on training resources, specifically for equity, diversity and inclusion (DEI). Torregrosa said substantial training already happens across departments through a mix of vendors, conferences and grants (she cited the Alfond Fund agreement with SMCC as one resource), but acknowledged the city lacks a single, centralized DEI training curriculum overseen by HR. She said Missyna Gidi Brown (acting JDI director) is leading a culture audit and that HR will develop an actionable, citywide DEI plan before requesting additional training dollars.
Torregrosa said HR’s training line currently covers mostly HR staff and some citywide trainings; additional training funding was not included in the FY26 request because staff want a fully formed plan before asking for more resources. Councilors repeatedly asked for clarity and suggested quicker deployment of available trainings while HR completes planning.
No formal action was taken at the meeting. Torregrosa and councilors agreed to continue coordination between HR and the city’s DEI office on a citywide training and tracking plan.
