HUMAN RESOURCES DIRECTOR

DEADLINE TO APPLY: MARCH 20, 2026

SALARY: $56,276 - $78,458

Class Title of Each Position Reporting Directly to This Position

Personnel Specialist

Role and Responsibilities

Under limited supervision, performs responsible supervisory and personnel administration work in directing and carrying out County policies and procedures relating to all phases of personnel programs and activities. Work involves developing and/or coordinating programs and policies in such personnel components as recruitment, selection, position classification, compensation, employee relations, and employee benefits, including administering workers' compensation claims. Employee is also responsible for interpreting existing or writing new personnel ordinances, policies and procedures, addressing employee complaints or concerns. Work also involves supervising clerical staff, including performing routine personnel administration functions. Reports to the County Administrator.

Essential Job Functions

Conducts studies concerning the development and administration of personnel policies, programs, rules, and procedures; recommends amendments to existing policies or writes new policies, as appropriate, and submits recommendations for the consideration and approval of the County Administrator and/or County Board of Commissioners; interprets personnel rules and regulations for Department Heads and employees in group sessions and on an individual basis, as requested.

Administers and monitors compliance with such policies or legal requirements as Fair Labor Standards, EEOC guidelines, grievance procedures, the classification plan, personnel policy manual, and applicable local, state and federal policies; prepares and submits records and reports as required by federal and/or state governing agencies.

Develops recruitment program to develop sources of qualified applicants for vacant County positions; prepares advertisements of job openings for publication; screens and interviews applicants; investigates applicants' references and backgrounds; oversees orientation sessions for new employees; conducts exit interviews.

Serves as custodian of County personnel records, developing forms, procedures and record-keeping methods and procedures.

Analyzes compensable factors of jobs to determine proper classification of County positions; develops job descriptions for new and changing positions, or oversees development of job descriptions through outside service vendors.

Researches, recommends and administers compensation program; conducts pay and benefit surveys through correspondence or telephone contact; recommends salary and grade assignments for new positions as dictated by labor market; reviews performance appraisals of County employees to ensure fairness and equity.

Enrolls employees in benefit programs; reconciles monthly medical insurance bills; terminates coverage for individuals leaving County employment, advising of continued coverage rights.

Administers workers' compensation claims, including preparing incident reports, processing medical bills; maintains reports of claims filed, ensuring completion of wage statements for wage-loss benefits.

Prepares annual budget proposal for Department; administers approved budget, ensuring expenditures do not exceed budgeted funds.

Receives and investigates employee complaints and/or grievances, interviewing various parties and reviewing reports, and preparing verbal and/or written responses and recommendations, as appropriate; prepares reports for Department Heads and/or County Administrator, as requested or otherwise deemed appropriate.

Serves as Risk Manager, processes and tracks all liability, automobile, and property claims.

Assigns, directs and supervises activities of clerical staff, ensuring adherence to established laws, regulations, policies and procedures; assists and advises subordinates, as necessary, resolving problems as non-routine situations arise.

Administers or makes recommendations for routine personnel matters affecting subordinates, including recruiting, interviewing, hiring, training, assigning, scheduling, granting leave, appraising and disciplining, etc., submitting such records and reports as required by County management.

These essential job functions are not to be construed as a complete statement of all duties performed. Employees will be required to perform other job-related duties as required.

(The above information on this description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties or requirements of this position.)

Qualifications and Education Requirements

Bachelor's degree in personnel management, business or public administration, or a related field, and 3 to 5 years of experience in personnel administration, preferably in a local governmental setting; or any equivalent combination of training and experience which provides the required skills, knowledge and abilities. Must have a valid driver's license prior to employment.

Knowledge, Skills, and Abilities

Knowledge of the principles, procedures and practices of public personnel administration.

Knowledge of federal, state and local laws

Knowledge of the policies, procedures, methods, and practices of filing insurance and worker's compensation.

Knowledge of the County's organization and operational policies and procedures.

Knowledge of ethical guidelines applicable to the position as outlined by professional standards and/or federal, state and local laws, rules and regulations.

Knowledge of personnel and management principles, practices and techniques as they relate to the administration of manpower resources and planning, position management, staff development and training, policy development and administration, employee relations, and related personnel and management functions and services.

Knowledge of organization, functions and programs of county government.

Knowledge of the current literature, trends, and supervisory practices and techniques involved in directing personnel management programs and services.

Ability to use common office machines, including popular computer-driven word processing, spreadsheet and file maintenance programs.

Ability to provide leadership and to supervise the planning, development and establishment of new, modified and/or improved personnel programs, services and activities.

Ability to organize and supervise effective personnel management programs and services, and to promote personnel management practices as a part of the total management process.

Ability to communicate effectively orally and in writing.

Ability to exercise considerable tact and courtesy in frequent contact with employees, outside service vendors or agency representatives, and the general public.

Ability to exercise tact and discretion in handling confidential personnel matters.

Ability to establish and maintain effective working relationships as necessitated by work assignments.

Additional Requirements

Physical Requirements: Must be physically able to operate a variety of automated office machines including computers, typewriters, copiers, facsimile machines, etc. Must be physically able to operate a motor vehicle in a safe manner. Must be able to exert up to 20 pounds of force occasionally, and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects. Physical demand requirements are in excess of those for Sedentary Work. Light Work usually requires walking or standing to a significant degree. However, if the use of arm and/or leg controls requires exertion of forces greater than that for Sedentary Work and the worker sits most of the time, the job is rated for Light Work.

Data Conception: Requires the ability to compare and/or judge the readily observable, functional, structural or compositional characteristic (whether similar to or divergent from obvious standards) of documentation of policies and procedure.

Interpersonal Communication: Requires the ability to speak and/or signal people to convey or exchange information. Includes receiving instructions, assignments and/or directions from superiors.

Language Ability: Requires the ability to read a variety of correspondence, reports, forms, manual, invoices, surveys, etc. Requires the ability to prepare correspondence, reports, forms, meeting minutes, news releases, purchase orders, etc., using prescribed formats and conforming to all rules of punctuation, grammar diction, and style. Requires the ability to speak to people with poise, voice control and confidence.

Intelligence: Requires the ability to apply rational systems to solve practical problems and deal with a variety of concrete variables in situations where only limited standardized exists; to interpret a variety of instructions furnished in written, oral diagrammatic, or schedule form.

Verbal Aptitude: Requires the ability to record and deliver information, to explain procedures, to follow oral and written instructions. Must be able to communicate effectively and efficiently in standard English.

Numerical Aptitude: Requires the ability to utilize mathematical formulas; to add and subtract totals; to multiply and divide; to determine percentages and decimals; to interpret graphs; and to compute discounts, interest, profit and loss, and ratios and proportions.

Form/Spatial Aptitude: Requires the ability to inspect items for proper length, width, and shape.

Motor Coordination: Requires the ability to coordinate hands and eyes rapidly and accurately in using automated office equipment.

Manual Dexterity: Requires the ability to handle a variety of items, office equipment, control knobs, switches, etc. Must have minimal levels of eye/hand/foot coordination.

Color Discrimination: Requires the ability to differentiate between colors and shades of color.

Interpersonal Temperament: Requires the ability to deal with people beyond giving and receiving instructions. Must be adaptable to performing under stress and when confronted with persons acting under stress.

Physical Communication: Requires the ability to talk and/or hear: (talking: expressing ideas by means of spoken words; hearing - perceiving nature of sounds by ear). Must be able to communicate via telephone.

(Reasonable accommodations will be made in accordance with existing ADA requirements for otherwise qualified individuals with a disability.)

This job description is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills, or working conditions associated with the position. While it is intended to accurately reflect the position activities and requirements, management reserves the right to modify, add, or remove duties and assign other duties as necessary. This job description does not constitute a written or implied contract of employment.