Human Resource Director

Salary: $105,955.62 - $143,040.09 Annually
Location : New Berlin City Hall, WI
Job Type: Full-time
Job Number: 202600038
Department: Human Resources Department
Division: HUMAN RESOURCES
Opening Date: 09/16/2026
Closing Date: 10/2/2026 4:30 PM Central


POSITION SUMMARY


Responsible for providing leadership in formulating, implementing and directing operations for the City's Human Resource Department. The HR Director is responsible for advanced supervisory and advanced professional work involving the administration of employment services, labor relations, employee benefits, human resources, information systems, and training functions.

ESSENTIAL DUTIES

• Directs and administers City recruitment, selection, and employment functions.
• Directs and administers City classification and compensation systems; and evaluates, recommends, and implements program changes.
• Directs and administers the employee benefits function including the design, development, implementation, and evaluation of new and existing benefits.
• Administers, applies, and interprets policies, procedures, collective bargaining agreements, and federal and state human resource and labor statutes, rules, and regulations.
• Directs the City's collective bargaining function; develops and recommends parameters and strategies; leads the City's Bargaining Committee.
• Advises department heads, managers, and supervisors of appropriate practices, legal requirements, and the application and interpretation of collective bargaining agreements and City policies and procedures.
• Creates, maintains and analyzes the yearly Human Resource budget. Prepares and administers departmental financial plans and resources.
• Participates in the efforts of the Mayor's management team.
• Oversees the City's risk management liability programs, to include property, liability and worker's compensation functions.
• Oversees requests for new positions and makes appropriate recommendations to requesting departments, Finance and Mayor.
• Directs the city's litigation proceedings in conjunction with legal counsel including appeals, grievances, arbitration, discrimination charges, worker's compensation hearings and unemployment compensation hearings.
• Liaison to the Police and Fire Commission.
• Oversees the administration of the City's Safety and Wellness Program
• Serves as the City's EEO and ADA Coordinator for compliance with federal and state equal employment laws and regulations and the Americans with Disabilities Act; advises department heads, managers, and supervisors of their obligations; responds to complaints; and facilitates efforts to correct areas of non-compliance.
• Selects, trains, assigns, and reviews work, evaluates employees and handles any personnel problems of the staff as required.
• Performs all other professional Human Resource duties as assigned or required.

KNOWLEDGE, SKILLS AND ABILITIES

• Thorough knowledge of the modern principles and practices used in Human Resources administration and leadership.
• Thorough knowledge of principles of recruitment, selection, onboarding, engagement, employee retention including interviewing, test development, validity, and job-relatedness.
• Thorough knowledge of the principles and procedures used in conducting job analysis and classification and compensation studies.
• Thorough knowledge of compensation and performance management systems.
• Thorough knowledge of principles and practices of labor relations, employee relations, and human resources management.
• Thorough knowledge of modern principles and practices of employee benefits and insurance programs and emerging trends.
• Thorough knowledge of federal and state labor and human resources laws and regulations and of recent legal developments.
• Thorough knowledge of City Human Resource policies and procedures.
• Comprehensive knowledge of federal and state laws, and administrative regulations and procedures regarding the development and administration of employee benefit and insurance programs.
• Comprehensive knowledge of the various duties, responsibilities, requirements, and qualifications of various levels of job classifications.
• Comprehensive knowledge of management and supervisory practices and principles.
• Ability to direct human resource programs, provide effective leadership to human resources staff, and handle complex administrative situations.
• Ability to research and analyze complex information; objectively evaluate alternatives; and make appropriate recommendations.
• Ability to plan and manage projects and to plan, organize and direct the work of others.
• Ability to analyze benefit systems and develop benefit policies and practices that are competitive in the marketplace.
• Ability to keep accurate and detailed records and prepare and present comprehensive reports and recommendations.
• Ability to plan, organize, and prioritize multiple work assignments and projects.
• Ability to establish and maintain effective working relationships with employees, departments, union representatives, elected officials, committees, commissions, attorneys, other governmental agencies, and the public.
• Ability to communicate effectively both verbally and in writing, and to present ideas and concepts to individuals, boards, and committees.

QUALIFICATIONS

• Graduation from a recognized college or university with a bachelor's degree in business or public administration, industrial or labor relations, human resources management, or a closely related field.
• Five (5) years of progressively responsible professional work experience in human resource or labor relations administration, preferably in the public sector.
• Master's degree from a recognized college or university in an area listed above may be substituted for one (1) year of work experience.

PREFERRED QUALIFICATIONS

• Master's degree in business or public administration, industrial or labor relations, human resources management, or a closely related field.
• Experience in a Municipal Human Resource Department
• SHRM and/or SPHR Certifications

FULL-TIME EMPLOYEE
BENEFITS 2026
**Please note that these descriptions are general statements, and all benefits will be determined by the applicable plan documents in effect. Benefits are subject to change and may not be enrolled in without meeting qualifying event deadlines and necessary eligibility.
HEALTH INSURANCE
Employees have the option of enrolling in a High Deductible Health plan offered by the City with a $2,000 single deductible and a $4,000 family deductible. The effective date of coverage is the employee's start date.

Employee Monthly Cost Single $141.08 Family $366.78
HEALTH SAVINGS ACCOUNT
The city's health insurance is an HSA plan. The city contributes to the employee's Health Savings Account with a total of $300/year for those on an individual plan and $600/year for those on a family plan.


HERO Program
The City offers a voluntary spousal health reimbursement program for employees who are currently enrolled in another group health plan.


DENTAL INSURANCE
Employees have the option of enrolling in Delta Dental with employee premiums paid entirely by the City. Employees can choose to purchase coverage for Spouse or Dependents at the listed rates. Dental coverage would be effective the 1st of the month following the date of hire.
Employee Monthly Cost Employee $0 Employee + 1$37.84 Family $100.32
VISION INSURANCE
Employees have the option of enrolling in Delta Vision/Eyemed Network with employee premiums paid entirely by the City. Employees can choose to purchase coverage for Spouse or Dependents at the listed rates. Vision coverage would be effective the 1st of the month following the date of hire.
Employee Monthly Cost Employee $0 Employee + 1$4.80 Family $10.54
LIMITED PURPOSE FLEXIBLE SPENDING ACCOUNTS
This plan allows you to make pre-tax payroll contributions to use for the reimbursement of qualified out-of-pocket dental and vision expenses. The 2026 contribution limit is $3,400. Coverage begins on the first of the month following the date of hire.

DEPENDENT CARE FLEXIBLE SPENDING ACCOUNTS
This plan allows you to make pre-taxed payroll contributions to use for reimbursement of your dependent care expenses. The IRS allows you to contribute up to $7,500 per year from your paycheck for child and/or elder care. Coverage begins on the first of the month following the date of hire.


LIFE INSURANCE
Life Insurance is provided to each City employee at no cost. Coverage is one times the annual salary rounded up to the next thousand with double indemnity for accidental death. Life insurance policies go into effect on the first of the month following the date of hire.


SUPPLEMENTAL LIFE INSURANCE
You may choose to elect dependent life insurance for your spouse and/or eligible dependents. Employees pay the full premium cost for dependent life insurance. Coverage will begin the first of the month following the date of hire.

VOLUNTARY WORKSITE BENEFITS
City of New Berlin offers supportive voluntary benefit options for Accident Insurance and Critical Illness Insurance. These benefits help pay for unexpected medical costs and other expenses. Each offering is ala carte so you can select the plan that is right for you and your family. Payroll deductions for the Voluntary Supportive benefits are only offered as after-tax deductions, so any benefits received under these plans are tax-free.

WISCONSIN RETIREMENT SYSTEM (WRS)
As a full-time employee, you will automatically be enrolled in the Wisconsin Retirement System. This pension is administered by the State of Wisconsin Department of Employee Trust Funds.
You will be required to pay the employee's share of contributions to the fund, while City of New Berlin contributes the employer's share. Employees are vested in their portion of contributions immediately and after five years of creditable service for the employer contribution.

DEFERRED COMPENSATION (Section 457 Plan)
The City of New Berlin offers access to a 457 Deferred Compensation program that allows you to save and invest for retirement through payroll deduction. This completely employee funded. Participation is voluntary and employees can enroll at any time. Employees may contribute on a pre-tax or Roth basis.

FREE RECPASS
City of New Berlin employees are able to receive a complimentary Gym and Track RecPASS! RecPASS is a membership that allows for unlimited visits to any drop-in programs at the New Berlin Activity and Recreation Center. Drop-in programs currently include the walking track, open gym, open pickleball, open volleyball and cardio & strength equipment.

ELECTRONIC DIRECT DEPOSIT
Employees will be required to have their paychecks electronically deposited into the financial institution and account of their choice. Participants will receive a statement of earnings each payday as opposed to a payroll check.

WORKER'S COMPENSATION
As an employee of City of New Berlin, you are protected under the Worker's Compensation Act, which provides for hospital, medical, surgical care, and income loss payments for work-related injuries and illnesses.

JURY DUTY
In the event you are subpoenaed for jury duty you will be eligible for paid leave.

EMPLOYEE ASSISTANCE PROGRAM (EAP)
City of New Berlin offers access to a free confidential Employee Assistance Program for all employees and members of their household. The program provides a helping hand with such problems as stress, family & relationship concerns, alcohol or drug dependency, workplace conflicts, work life balance, depression and anxiety, parenting concerns, grief or loss, crisis situations, child or elder care resources, and convenience resources. Participants can receive up to six (6) visits in person or telephonically with an EAP Provider per clinical issue per 12 months at no cost.
HOLIDAYS
If a holiday falls on a Sunday, following Monday is observed as a day off. If a holiday falls on a Saturday, the preceding Friday is observed as a day off.
New Year's DayThanksgiving DayGood FridayDay after ThanksgivingMemorial DayChristmas EveIndependence DayChristmas DayLabor DayNew Year's Eve

VACATION
Regular Full-time eligible employees are allocated vacation "up-front" calculated on a fiscal year basis (January 1 - December 31). Employees will earn vacation on the first full month of employment and then on 1/1 of each year thereafter. Vacation will be prorated based on the first day of work for the first year. After one (1) year of employment12 daysAfter three (3) years of employment13 daysAfter five (5) years of employment15 daysAfter seven (7) years of employment17 daysAfter ten (10) years of employment20 daysAfter fourteen (14) years of employment23 daysAfter fifteen (15) years of employment24 daysAfter nineteen (19) years of employment27 daysAfter twenty (20) years of employment29 days

SICK TIME
An employee will earn 8 hours of sick time per month assuming they work the majority of the workdays in that month.

FLEX TIME
Individual departments may use a flex time work schedule subject to the conditions outlined in the FLSA policy.

COMP TIME
Comp time may be accrued per FLSA Policy.

BEREAVEMENT LEAVE
Employees may attend funerals with pay for the following:
Immediate family: Up to 5 days with pay (includes spouse, child, stepchild, parent, brother, sister, mother-in-law, father-in-law)
Close Family: Up to 3 days with pay (includes grandparent, grandchild, stepbrother/stepsister)
Relative: 1 day with pay (includes brother-in-law, sister-in-law, uncle/aunt)