Human Resources Director

Under the City Manager’s strategic direction, the Director provides executive and operational leadership for the City’s Human Resources and Risk Management functions, including recruitment, employee and labor relations, compensation and classification, talent development, benefits, and HR operations while ensuring compliance with all federal, state, and local employment laws. The Director leads and develops Human Resources staff, establishes departmental priorities and accountability, and ensures consistent, professional, responsive, and confidential delivery of HR services throughout the City. The Director serves as a strategic advisor to the City Manager and City Leadership, and exercises substantial independent judgment and initiative to advance the City’s workforce and service delivery goals. Through frequent, proactive collaboration with department directors, City administration, employees, union representatives, and external stakeholders, the Director is accountable for the effectiveness, consistency, and continuous improvement of all municipal human resources functions. Departmental Leadership & Municipal Administration: Provides strategic direction and full management oversight for all Human Resources and Risk Management programs, services, and activities. Establishes departmental priorities, assigns responsibilities, monitors workload and service delivery, and supervises, coaches, trains, and evaluates staff to maintain a consistent, responsive, compliant, and service-focused HR department. Establishes clear expectations for accountability, professionalism, confidentiality, responsiveness and follow-through. Executive Liaison & Strategic Advice: Serves as the City’s principal Human Resources advisor to the City Manager, Assistant City Manager, department directors, and senior leadership on workforce planning, organizational structure, compensation, employee and labor relations, personnel policies, organizational effectiveness, and HR-related risk. Analyzes, and presents complex workforce data to support organizational planning, workforce modernization, and change management. Comprehensive HR Program Management: Leads and oversees the City’s full-service HR programs and operations, including recruitment, hiring, onboarding, retention, job classification, training, benefits and compensation administration, performance management, employee engagement, workforce planning, and leadership development. Maintains and improves the City’s Pay and Classification Plan, benefits plans, and employee recognition and engagement programs. Establishes priorities and standards, monitors program effectiveness and service delivery, and directs improvements as needed. Labor & Employee Relations: Leads the City’s labor and employee relations programs, including collective bargaining, contract administration, grievances, arbitrations, significant disciplinary matters, workplace investigations, and other complex or sensitive employee relations matters. Provides guidance to City leadership and management and coordinates with legal counsel as appropriate. Public & Internal Communications: Clearly communicates and interprets HR programs, policies, procedures, and HR-related information for City administrators, department directors, employees, union representatives, professional groups, governing bodies, and the public. Develops and presents recommendations, reports, and communications on significant workforce and HR matters. HR Operations & Process Improvement: Ensures effective administration of HR processes, systems, and workflows. Establishes clear ownership, controls and service expectations; identifies opportunities to streamline processes, reduce unnecessary manual work, improve data integrity, and make effective use of HR technology. HR Culture & Service Delivery: Establishes and models expectations for professionalism, confidentiality, consistency, responsiveness, impartiality, and appropriate communications within Human Resources and in the department’s service to the City. Builds effective working relationships with City departments and employees and promotes confidence in HR processes and services throughout the organization. Regulatory Compliance & EEO: Ensures compliance with federal, state, and local employment laws, civil service rules, and administrative regulations. Directs the City’s Equal Employment Opportunity (EEO) programs, including plan development, compliance monitoring, complaint investigations, and required recordkeeping. Civil Service Board Administrative Support: Supports implementation of the City’s Civil Service Board policies and decisions. Attends Board, committee, and subcommittee meetings and maintains official documents, agendas, and statistical data. Health Benefits Oversight: Provides leadership and oversight for the City’s group medical insurance and other benefit programs, including renewals, plan design, competitive bidding, vendor performance, plan administration, and wellness program(s). Risk Management & Workers’ Compensation: Provides leadership and oversight for the City’s risk management and workers’ compensation programs, including claims administration, loss prevention initiatives, vendor relationships, contracts, and risk management activities. Establishes appropriate procedures and controls for claims administration, confidentiality, and records related to risk management and workers’ compensation. Budgetary & Financial Control: Develops, presents, and manages the annual HR department budget and oversees HR-related contracts and vendor relationships to support responsible municipal spending and effective resource allocation. ADDITIONAL RESPONSIBILITIES ThispositionispartoftheCity’sEmergency Management Teamand,assuch,shall be expected to perform all duties that are assigned during an emergency management operation. Any additional compensation, above the normal weekly salary shall be outlinedby the City Managerinthe City’s Emergency Management Activation and Emergency Declaration. Failure to appear to perform emergency management assignment and to work assigned shifts as scheduled by the City’s Emergency Management Directororindividualsdesignatedbythe City Manager to assign such functions will result in disciplinary action up to and including termination. EDUCATION AND EXPERIENCE REQUIREMENT Graduation from an accredited four-year college with a bachelor’s degree in Human Resources, Public or Business Administration or a related field. Seven years of progressively responsible human resource management experience, including responsibility for the planning, organization, implementation, and supervision of varied human resource programs. Prior local government, municipal, or public-sector human resource experience, including labor relations and collective bargaining, is strongly preferred. CERTIFICATIONS Professional Human Resources certifications (SHRM-SCP, SHRM-CP, SPHR, PHR, or equivalent) preferred. KNOWLEDGE Thorough knowledge of the generally accepted principles and practices of public-sector human resources management and personnel administration. Thorough knowledge of federal, state, and local employment laws and regulations and their application in a municipal environment. Thorough knowledge of employee and labor relations, collective bargaining, grievance and disciplinary processes, and civil service requirements. Considerable knowledge of compensation and classification, employee benefits, risk management, workers’ compensation, performance management, and employee development practices. Considerable knowledge of organizational development, workforce planning, policy development, and effective human resources practices. Knowledge of municipal government operations, administrative practices, budgeting, and the role of Human Resources in supporting organizational and departmental objectives. Working knowledge of HR information systems, workforce data and reporting, records management, and technology used to support efficient and effective HR operations. SKILLS Strong leadership and management skills, including supervising and developing staff, setting clear expectations and priorities, delegating effectively, providing feedback, and holding employees accountable for performance and follow-through. Strong analytical, critical-thinking, problem-solving, and decision-making skills, including the ability to evaluate complex information, identify risks and alternatives, and develop practical recommendations. Excellent written, verbal, presentation, and interpersonal communication skills, with the ability to communicate clearly, professionally, and appropriately with employees at all levels of the organization. Strong employee relations, negotiation, conflict resolution, and facilitation skills, including the ability to address difficult or sensitive situations objectively and constructively. Strong organizational, planning, and project management skills, with demonstrated attention to detail, deadlines, documentation, and follow-through. Strong relationship-building and consultative skills, with the ability to provide credible, objective HR guidance while maintaining appropriate professional boundaries. Proficiency in HR information systems, Microsoft Office applications, data analysis and reporting tools, and other technology used to support HR operations. ABILITIES Ability to exercise sound independent judgment and make timely, well‑reasoned decisions in complex, sensitive, or high‑risk situations. Ability to lead and manage a Human Resources function with a high degree of professionalism, accountability, consistency, responsiveness, and service. Ability to establish clear expectations, address performance or conduct concerns promptly, and hold staff accountable for results. Ability to interpret and consistently apply laws, policies, procedures, collective bargaining agreements, civil service requirements, and established personnel practices. Ability to establish credibility and maintain effective working relationships with the City Manager, executive leadership, department directors, managers, employees, unions, elected officials, outside agencies, vendors, and the public. Ability to provide objective advice, appropriately challenge assumptions or recommendations, and communicate difficult information professionally and constructively. Ability to manage competing priorities and deadlines, delegate appropriately, monitor progress, and ensure commitments and assignments are completed. Ability to maintain confidentiality, exercise appropriate discretion and professional boundaries, and handle sensitive personnel information with integrity. Ability to adapt to changing organizational needs, lead through change, and identify opportunities to improve HR services, processes, and organizational effectiveness. #J-18808-Ljbffr