Assistant Human Resources Director

Salary: $112,444.80 - $122,428.80 Annually
Location : Courthouse, 51 S. Main St., Janesville, WI
Job Type: Full Time
Job Number: RC-0805340
Department: Human Resources
Opening Date: 10/14/2026
Closing Date: 10/23/2026 5:00 PM Central


Position Summary and Job Duties


This position assists with the administrative oversight, strategic direction, leadership, planning, and coordination of the Human Resources Department. The Assistant Human Resources Director supports the administration and implementation of a comprehensive range of human resource management functions County-wide, including labor and employee relations, recruitment and staffing, compensation, policy and procedure development, training and professional development, performance management, personnel records, and regulatory compliance.

40% Counsels, coaches, mentors and provides guidance to employees, department heads and supervisors regarding employee relation problems, and employee rights. -Interprets the County rules and regulations governing human resource management and labor relations.
-Conducts internal investigations of employees misconduct, preparing written findings and recommended action.
-Act as advisor and resource person to County management regarding all areas of human resource management practices; evaluate work-related problems and determines remediation techniques such as training, intervention etc. develop and conduct training for managers, workers and supervisors regarding supervisory skills, conflict resolution skills, and communication skills
-Provides guidance and interpretation to the collective bargaining agreements. Researches and prepares background information for contract negotiations.
-Assumes responsibility for the director of the Department in the absence of the Director.
30% Assist in the administration of Human Resources programs.


Classification and Compensation -Provide recommendations when requested regarding the administration of Countywide classification system; ensure internal and external equity of the system; ensures consistency with legal and County requirements and guidelines; and evaluates, recommends, and implements program changes. Performance Management -Assists with the Countywide performance evaluation system including evaluating usage by departments, recommendations to modifications, and development of training for employees and management staff. Training Administration - -Researches, develops, coordinates, and conducts training for employees and organizational development opportunities for employees, supervisors, managers, and department heads. Benefit Administration--Provide assistance with administering assigned benefits plans

20% Recruits, screens and assists with the hiring of new employees for assigned Departments and Offices. -Prepare recruitment postings and announcements
-Interviews prospective employees
-Completes reference checks, necessary screenings, etc.
-Internal movement memos, letter, etc
-Uploads and approves position descriptions into internal systems.
-Creates tests for knowledge, skills and abilities.
-Reviews applications using the NEO-GOV System.
-Negotiate wages for new and existing employees
-Writes the offer letter and letter of hire, providing information regarding County employment.
- Works with departments guiding through the recruitment and on boarding process

10% Performs other special projects, and other duties as assigned or required during and after regular business hours. Examples could include:


-Investigates unemployment compensation claims, and coordinates County representation for unemployment compensation hearings, when assigned.
-HR Representation on assigned Committees
-Represents the Human Resources Department and the County, as needed, at conferences and professional meetings

Success Factors (KSA's)


-Comprehensive knowledge of the modern principles and practices used human resources administration, labor relations, human resources information systems, applicant tracking systems, and learning management systems.
-Comprehensive knowledge of the modern principles and practices used in the development and presentation of employee training and organizational development programs.
-Comprehensive knowledge of adult learning theory and of curriculum development.
-Comprehensive knowledge of principles of recruitment and selection including interviewing, test development, validity, and job-relatedness; onboarding; employee engagement and retention.
-Comprehensive knowledge of the various duties, responsibilities, requirements, and qualifications of various levels of job classification.
-Comprehensive knowledge of organizational classification and compensation systems, theories, and practices.
-Considerable knowledge of research methods, practices, and sources of information.
-Considerable knowledge of federal and state laws and regulations.
-Considerable knowledge of the concepts, principles, and practices associated with Lean, Continuous Improvement, and strategic planning.
-Considerable knowledge of e-learning resources, systems, tools, and software.
-Considerable knowledge of technology, social media, presentation, spreadsheets, and word processing programs.
-Ability to research and analyze information; evaluate alternatives and solutions; make appropriate recommendations.
-Ability to plan, organize, and effectively carry out a variety of assignments.
-Ability to interview, evaluate, and make recommendations for selection.
-Ability to coordinate, develop, and implement policies, procedures, and recommendations.
-Ability to conduct thorough investigations and take appropriate action based on the circumstances of the situation.
-Ability to participate in and/or lead work groups.
-Ability to establish and maintain effective working relationships with employees, departments, union representatives, County Executive, County Board, attorneys, other governmental agencies, and the public.
-Ability to effectively interact with sensitivity with persons from diverse cultural, socioeconomic, educational, racial, ethnic, and professional backgrounds, and persons of all ages and lifestyles.
-Ability to conduct comprehensive training needs assessment and program evaluations.
-Ability to research, develop, and present training programs and materials and other learning activities.
-Ability to prepare clear, concise, and creative written materials for communication and training purposes.
-Ability to communicate effectively both verbally and in writing, and to make presentations to groups.



Job Requirements, Education, Training & Experience


-Bachelor's degree from an accredited college or university in Human Resources Management, Business Administration, Public Administration, Organizational Development, Industrial/Organizational Psychology, or a closely related field..


-Seven (7) years of progressively responsible professional human resources experience, including significant experience in multiple HR disciplines such as employee and labor relations, recruitment and staffing, compensation, performance management, policy development, training and development, and HR compliance.


-Three (3) years of experience in a supervisory, management, or leadership capacity, preferably with responsibility for professional HR staff and/or significant HR programs preferred.


-Possession of, or ability to obtain a valid Wisconsin's driver's license.


-Ability to work varied hours as necessary.


Preferred Qualifications


-Advanced Certification through IPMA, SHRM-SCP, SHRM-CP, SPHR or PHR

Essential Job Functions (physical elements, equipment and working conditions)

Physical elements
- This work requires the occasional exertion of up to 25 pounds of force; work regularly requires sitting, frequently requires standing, speaking or hearing, using hands to finger, handle or feel and repetitive motions and occasionally requires walking, stooping, kneeling, crouching or crawling and reaching with hands and arms.
-Work as standard vision requirements
-Vocal communication is required for expressing or exchanging ideas by means of spoken word.
-Hearing is required to perceive information at normal spoken word levels.
-Work requires preparing and analyzing written or computer data and observing general surrounds and activities.


Equipment use
- Telephone and office equipment continuously
- Adept with computer programs - word, excel, power point, etc.


Working conditions
- Almost all indoor work
- Ability to be able to attend meetings at various buildings located throughout the County
-Ability to attend meetings outside of standard work hours
Signature:
Date Signed:
Rock County Employee
Facts and Benefits Highlights

• Rock County historic and cultural attractions: Rock County is in south Central Wisconsin along the Illinois border. The County has a population of 161,188 making it the ninth largest County in Wisconsin. Janesville, Wisconsin (pop. 64,009) is the county seat. Janesville is located on the I39/90 corridor, forty miles south of Madison, seventy-six miles west of Milwaukee and about two hours from Chicago.

Rock County's many historic and cultural attractions include the City of Evansville historic district, Beloit College (an acclaimed liberal arts institution located in the City of Beloit) and the City of Janesville's Rotary Botanical Gardens and Tallman House (an exceptional example of Italian villa style architecture from the mid 1850's).
The Cities of Janesville and Beloit have a combined symphony orchestra, as well as individual performing arts centers. The Rock County Fair and Riverfest are regional cultural celebrations held every summer in the Cities of Janesville and Beloit respectively. These Cities both have extensive park and open space networks, including portions of the Ice Age National Scenic Trail, a Statewide trail commemorating the State's geologic history. Additionally, the Rock River runs through these Cities, offering many recreational opportunities.

• Salary:

Rock County has updated their pay grid in 2023 and it has 14 steps for every classification. Below is the link to locate the compensation grid and see each of the classifications that Rock County has to offer.
Employees are paid every two weeks on Friday (26 checks in a year). Paychecks are directly deposited in the employee's bank account. There is a two-week delay between the pay period worked and the payday. New employees generally wait four weeks before they receive their first check, which is a live paper check. Direct deposit is a requirement of employment.

• Holidays (Ordinance 18.501):

The following holidays are observed by the County and shall be granted to regular employees with pay and to temporary employees without pay, unless such employees are required to be on scheduled work:
(a) New Year's Day
(b) Martin Luther King Jr. Day
(c) Spring Holiday to be observed the Friday immediately preceding Easter
(d) Memorial Day
(f) July 4th
(g) Labor Day
(h) Thanksgiving Day
(i) Friday following Thanksgiving
(j) Day before Christmas
(k) Christmas Day
(l) One Floating Holiday
(m) Any additional holiday granted by the County Board.
(n) The County Administrator may designate additional holidays in unusual circumstances with the approval of the County Board Chair and/or Vice Chair.
For employees working the standard work schedule, when a holiday falls on Saturday, it shall be observed on the preceding Friday. When a holiday falls on a Sunday, the following Monday shall be observed.

For employees not working the standard work schedule see the HR Policies and Procedures.

• Vacation (Policy & Procedure Manual 5.47):

Employees (.4 FTE or greater) hired on or after April 10, 2023, shall earn vacation according to the following schedule:

• Health Insurance including our Wellness component:

Rock County offers a dual choice point of service plan. Employees will have a choice to elect coverage with either Dean Health Care or Mercy Health Care. Employees can enroll within the first 30 days of employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. The County will pay 90% of the premium for health insurance and the Employee may earn the remaining 10% of the premium, based on the terms of participation of the Healthy Employee Incentive Program.

• Sick Leave (Policy 5.39):

Sick leave pay shall commence on the first day of any period of illness due to accident, injury, or disease.


All full-time employees shall earn one sick leave day per month of continuous employment. All part-time employees whose regular workweek is sixteen hours or more shall earn one sick leave day on a prorated basis directly in relation to the normal full time employment period. All part-time employees, who work less than sixteen hours per week, shall not earn sick leave. Temporary and seasonal employees are not eligible for sick leave. Sick leave shall accrue to a maximum of one hundred thirty days.

• Dental Plan:

The County offers a dental plan through Delta Dental and will pay 60% of the applicable
premium for the lowest cost plan. Employees can enroll within the first 30 days of
employment, after that there is an annual open enrollment period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made. Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Vision Plan:

The County offers a vision plan which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. In the case of a qualifying event (birth, marriage, FTE increase, loss of coverage, etc.), the employee will also have 30 days to enroll or make changes. No exceptions will be made.
Newly enrolled employees will likely see a double deduction on their first paycheck; premiums are paid one month in advance.

• Life Insurance:

The County provides term life insurance through the State of Wisconsin Plan. Employees can purchase insurance in increments based on their salary, up to five times their salary. The County will contribute 20% of the cost for the first increment only - one times the employee's salary. Employees can also purchase coverage for their spouse and/or children.
*Eligibility for this benefit is tied to whether the employee is eligible for retirement benefits. (You must be expected to work for at least 12 months and 1200 hours, or have previously qualified for the WRS)

• Voluntary Benefits:

The County offers voluntary benefits which employees can enroll in at their own cost. Employees
can enroll within the first 30 days of employment, after that there is an annual open enrollment
period in the fall. Voluntary benefits may include: Disability, Hospital indemnity, Supplemental Life, Critical Illness, and Accident Insurance. Employees are responsible for 100% of the premiums for any voluntary benefits elected. Deductions are taken post tax. Please visit the Human Resources intranet page for more information.

• Deferred Compensation:

Employees can participate in one of the identified deferred compensation plans (Nationwide, Wisconsin Deferred Comp, and Security Benefits) at their own cost.

• Flexible Spending Account (Medical and Dependent Care):

Employees can elect to put an annually IRS established amount into a flexible spending account through (EBC) to pay for their own non-reimbursed medical care expenses. Employees can also put in up to $5,000 for dependent care accounts.
If you leave County employment, you have ninety (90) days to submit expenses incurred prior to your last day.

• Retirement:

Rock County participates in the Wisconsin Retirement System (WRS). Eligible employees are required to participate. What an employee receives at retirement is dependent upon several factors - age, length of service, salary.


Rock County and the employee make equal contributions to the Wisconsin Retirement System on behalf of the employer. The contribution rate is addressed in the employment letter.

Employees in protective status have the percentage contributions defined in their respective collective bargaining units.

Employees who have questions about their retirement benefits should contact WRS.

• Bereavement Leave (Policy 5.04):

In the event of a death an employee may be excused from work without loss of pay for up to a maximum of thirty-two (32) hours annually for the purpose of attending a person's wake, visitation, memorial service, funeral, or make necessary arrangements regarding the person's death, within a reasonable time after the occurrence. Reasonable time after the occurrence is defined as within six (6) months from the date of death.

No more than (32) hours can be used for the same decedent.


If additional time is required beyond the thirty-two (32) hours annually, an employee may request to use accumulated vacation, holiday, or comp-time. Sick leave can be used for a parent, spouse, or child only.


Bereavement leave cannot be accrued from one year to the next.
Bereavement leave can be used in increments of quarter hours.

A second or third shift employee may be excused from work the scheduled shift before or after the event, provided the shift begins or ends on the same calendar date of the event.
All leaves under this section shall be prorated based upon the employee's FTE.

• EAP:

The County provides an Employee Assistance Program (EAP) for employees to use for all kinds of personal and professional assistance. In the case of counseling, professional counselors are available 24 hours a day, 7 days a week. An employee can establish a relationship with a counselor over the phone or set up an in-person appointment with a counselor in the area. As of March 1, 2022, the EAP program will pay for up to six visits.

• Parking:

The County provides free parking at all its facilities.

• Workplace Attire (Policy & Procedures 5.53):

All Rock County employees are expected to present a professional, businesslike image to clients, visitors, customers, and the public. Acceptable personal appearance, like proper maintenance of work areas, is an ongoing requirement of employment with the County. Supervisors should communicate any department-specific workplace attire and grooming guidelines to staff members during new-hire orientation and evaluation periods. Any questions about the department's guidelines for attire should be discussed with the immediate supervisor.

• Employee Identification Badge (Policy & Procedure 5.08)

All Rock County employees shall have and display, an identification badge while conducting official County business. Minimal exceptions, for safety reasons, may be approved by Department Heads.

• Smoking:

All County buildings are smoke free. By County Ordinance anyone visiting or working in any County building is prohibited from smoking closer than 30 feet from any building entrance. The Ordinance also makes the entire Rock Haven Nursing Home a smoke free "campus."
Prior to new hire orientation, please access policy documents here:

Active Employees: For full policy documents, please visit the Human Resources Intranet page, "Personnel Ordinance" and "Policy & Procedure Manual".

Please note, you may also be subject to department specific work rules.

Still have questions? Call us! Human Resources: View phone number on click.appcast.io