Director of Human Resources

Purpose of Classification:

The purpose of this position is to provide strategic leadership, direction, and oversight for all Human Resources operations and programs of the City of Fountain Inn. The Director of Human Resources acts as a strategic collaborator with the City Administrator, City Council, and Department Directors, driving policies and people strategies that align compliance, innovation, and culture with organizational goals. This position leads with a people-first mindset while ensuring alignment with federal, state, and local employment laws, fiscal priorities, and the City’s commitment to excellence in public service. This is a Senior Staff/Department Head role.

Essential Functions: 

The following duties are normal for this position. The omission of specific statements of the duties does not exclude them from the classification if the work is similar, related, or a logical assignment for this classification. Other duties may be required and assigned.

Directs, plans, and oversees all Human Resources functions, ensuring compliance with applicable employment laws, regulations, and City policies. Develops, reviews, and enforces personnel policies and procedures; manages investigations, grievances, and employee relations matters with fairness and transparency.

Anticipates and mitigates organizational risk by maintaining proactive compliance programs and monitoring federal, state, and local legislative changes. Partners with legal counsel, insurance trusts, and the Municipal Association of South Carolina on matters related to workers’ compensation, liability claims, and policy interpretation.

Guides citywide workforce planning, recruitment, and retention strategies that attract and retain high-performing employees across all departments. Oversees onboarding, orientation, training, and professional development programs that promote engagement and career growth.

Oversees performance management processes to ensure transparency, accountability, and meaningful feedback across all levels of the organization—promoting growth, consistency, and trust between leadership and employees. Provides data-driven insights to leadership on workforce trends, compensation, and employee metrics.

Directs and administers the City’s classification and compensation systems; conducts market and pay research to maintain competitiveness and equity.

Oversees payroll operations, benefits administration, and retirement programs in partnership with the Public Employee Benefit Authority (PEBA). Oversees annual open enrollment, benefits communications, and employee support related to FMLA leave, disability, and ADA accommodation requests.

Designs and implements citywide employee engagement, recognition, and wellness programs that foster inclusion, collaboration, and pride in service. Leads initiatives that strengthen internal communication, transparency, and trust across all departments.

Serves as a key partner in City risk management efforts, coordinating with SCMIT and SCMIRF to review worker’s compensation and any personnel related claims and reduce loss exposure. Leads the Health & Safety Committee, ensuring compliance with OSHA and other workplace safety standards.

Supports training and policy enforcement that reinforce a culture of safety, accountability, and prevention.

Prepares, manages, and monitors the City’s personnel budget lines that pertain to salary and benefits. Partners with Department heads to prepare growth projections, organizational changes and any other personnel impacts to their departments and/or City. Prepares, manages, and monitors the HR department budget; ensures fiscal responsibility in alignment with City priorities.

Provides reports, analyses, and recommendations to the City Administrator and Council to support data-driven decision-making. Oversees organizational chart management, position control, and turnover reporting.

Leads the review, revision, and implementation of the City’s Employee Handbook, ensuring policies remain current, equitable, and reflective of both legal standards and organizational values. Collaborates with Department Directors to develop, update, and maintain departmental Standard Operating Procedures (SOPs), ensuring consistency, compliance, and alignment with City-wide policy and HR best practices.

Serves as the primary point of contact for compliance audits, employee relations investigations, and legal or regulatory inquiries related to personnel matters. Partners with leadership and legal counsel to interpret policy, assess potential risk, and ensure decisions and practices align with City policy and employment law.

Regular Attendance: Consistent and reliable in-person attendance to ensure effective teamwork, collaboration, and communication with colleagues, clients, and community members. This includes but is not limited to attending scheduled City Council meetings, participating in on-site or off-site events, and being available during standard work hours. The City will attempt to accommodate any reasonable adjustments as outlined by the ADA.

Assigned Staff:

Assistant Director of Human Resources and other departmental administrative support as needed.

Additional Functions:

Performs other related duties as required. Serves as the City’s Title VI Designee for federal aid contracts.

Minimum Qualifications:

Professional HR Certification or Bachelor’s Degree in Human Resources, Public Administration, Organizational Development preferred; 5 to 7 years of progressive experience in Human Resources management, preferably in municipal or public sector environments; or any equivalent combination of education, training, and experience that provides the requisite knowledge, skills, and abilities for the position. 

Specific License or Certification Required: Must possess and maintain a valid South Carolina driver’s license.

Specific Knowledge, Skills, or Abilities: Must be able to demonstrate proficiency in performance of the essential functions and learn, comprehend, and apply all City or departmental policies, practices, and procedures necessary to function effectively in the position.

Performance Aptitudes:

Data Utilization: Ability to analyze complex HR data, reports, and systems to inform strategic planning and operational decisions. Requires the ability to analyze, manage, and synthesize information across multiple systems and data sources. Must be proficient in learning and applying various Human Resources Information Systems (HRIS), payroll, finance, and communication/marketing platforms to support reporting, compliance, and engagement functions. Demonstrates strong analytical and organizational skills to interpret data for strategic decision-making..

Human Interaction: Requires the ability to build effective partnerships, coach leaders, and manage sensitive employee relations matters with professionalism, empathy, and discretion. Must demonstrate adaptability in communicating complex information across departments and organizational levels.

Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment, machinery, tools, and/or materials used in performing essential functions.

Verbal Aptitude: Requires exceptional ability to communicate complex information clearly and persuasively, both in writing and verbally. Must be skilled in drafting policies, reports, presentations, and employee communications that are accurate, accessible, and aligned with City values. Demonstrates the ability to tailor communication for diverse audiences, including City leadership, employees, and the public, and to translate technical or regulatory content into practical guidance that fosters understanding and trust.

Mathematical Aptitude: Requires strong analytical and quantitative skills with the ability to interpret, calculate, and manage data related to compensation, benefits, payroll, and budgeting. Must be proficient in using HR and financial reporting tools to analyze trends, forecast impacts, and support data-driven recommendations. Demonstrates accuracy and attention to detail when preparing cost analyses, salary studies, and budget projections.

Functional Reasoning: Requires the ability to identify trends, assess operational needs, and develop solutions that balance people, compliance, and performance. Must apply sound judgment in dynamic situations and anticipate the downstream impact of HR decisions on organizational strategy.

Situational Reasoning: Requires the ability to exercise creativity, diplomacy, and critical thinking in managing evolving challenges and priorities. Must maintain composure and clarity in situations involving conflict resolution, change management, or competing demands.

ADA Compliance: 

Physical Ability: Tasks require the ability to exert moderate physical effort in light work, typically involving some combination of stooping, kneeling, crouching, and crawling, and which may involve some lifting, carrying, pushing and/or pulling of objects and materials of moderate weight (12-20 pounds). Tasks may involve extended periods of time at a keyboard or workstation. Tasks may involve extended periods of standing during events/programming.

Sensory Requirements: Some tasks require the ability to perceive and discriminate colors or shades of colors, sounds, and visual cues or signals. Some tasks require the ability to communicate orally.

Environmental Factors: Essential functions are regularly performed without exposure to adverse environmental conditions.

The City of Fountain Inn is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

The City reserves the right to revise this position description at any time.