Assistant Human Resources Director

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.

• 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 can 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-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 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 coordinate, develop, and implement policies, procedures, and recommendations.
• 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.
• 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

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