What are the responsibilities and job description for the Human Resources Director position at Vensure Employer Solutions?
Position Title~ Human Resources Director
Accountable To (Title)~ County Commissioners
Status~ Full-Time Non-Exempt
Salary~ $82,947-$131,109
Revision Date~ August 2026
Job Summary~
Under general direction, the Human Resources Director is responsible for overseeing all Human Resource functions within the County, ensuring compliance with HR requirements, managing recruitment and hiring processes, administering benefits and wage programs, fostering employee relations, conducting investigations into employee grievances and complaints, and coordinating safety and injury response initiatives. This leadership role requires strategic thinking, interpretive judgment and extensive knowledge of HR processes within established standards and procedures.
A hybrid work schedule may be negotiated.
Essential Duties, Responsibilities and Expectations~
Compliance~
Maintain accurate and up-to-date personnel files and HRIS system information for current and past employees.
Manage confidential notification and scheduling of drug and alcohol testing, maintaining separate files for each employee.
Ensure job descriptions, salary ranges, and the County Handbook and policies are updated according to employment law.
Administer Drug and Alcohol Testing Programs and maintain compliance with safety, discrimination, workers' compensation, and prevailing wage requirements.
Assist Elected Officials and Department Heads with compliance and federal/state/county posting requirements.
Recruitment and Hiring~
Recruit, interview, and facilitate the hiring of qualified applicants in collaboration with Elected Officials and Department Heads.
Conduct background checks, pre-employment drug testing, and eligibility verifications.
Communicate with applicants regarding their application status.
Coordinate and facilitate new employee orientation.
Benefits and Wage Administration~
Collaborate on payroll processes as needed and offboard employees from benefit systems.
Prepare annual salary/benefit estimates for the Board of Commissioners.
Monitor continuing education programs and certifications.
Employee Relations, Retention, and Off-Boarding~
Advise employees on benefits and handle employment-related inquiries.
Oversee employee performance evaluations.
Assist departments with personnel functions and provide management training.
Recommend employee recognition and wellness programs.
Cultivate a healthy, cohesive, inclusive, and supportive workplace culture.
Review and investigate grievances and employee complaints.
Document, attend, and provide advice in disciplinary meetings and terminations.
Administer offboarding processes for terminated employees and maintain employee retention programs.
Prepare reports and maintain frequent contact with staff and the public.
Conduct labor negotiations and review Unfair Labor Practice claims and grievances.
Safety and Injury Response~
Develop policies for injury prevention, follow-up, and workers' compensation compliance.
Review accident and hazard reports, ensuring appropriate follow-up actions are taken.
Supervision~
Supervise an administrative assistant.
Knowledge, Skills and Abilities~
Requires frequent contact with the public and fellow employees where tact, diplomacy, and confidentiality are essential.
Knowledge of County policies and agreements is required.
Knowledge of labor negotiations and business practices as they related to the public sector.
Strong organizational skills with the ability to maintain complex records and prioritize competing tasks.
Thorough knowledge of principles and practices of personnel management.
Ability to analyze and resolve personnel management problems.
Ability to negotiate and resolve conflicts effectively.
Excellent interpersonal and communication skills with a strong commitment to public service.
Proficiency in Microsoft Office Suite (Word, Excel, Outlook) and County software systems.
Ability to implement digital interface efficiencies for HR operations.
Minimum Qualifications (Experience/Education)~
Bachelor’s degree in Human Resources, Business Administration, or related field plus a minimum of eight (8) years of Human Resource Management experience, or equivalent combination of education and experience to fully meet the requirements of the position.
HRCI or SHRM certification desired.
Must possess a valid Montana driver’s license and be an insurable driver.
Must successfully pass a Pre-Employment Criminal Background Check and Drug Screen.
Physical Demands & Working Conditions~
The work environment and physical demands described below are representative of those an employee encounters while performing the essential functions of this job~
The position may require prolonged periods of sitting, using a computer, and communicating with employees and the public.
Work is typically performed in an office environment, with occasional visits to other county departments or facilities.
May require occasional lifting or moving files, office supplies, or equipment up to 35 pounds.
Employee Benefits~
Paid health insurance~ Full-time employees may choose from six health plans at no cost to employee. Three plans are high deductible plans with potential County contributions to a Health Savings Account. Affordable Vision and Dental plans.
Retirement~ Montana Public Employee Retirement plan.
Paid vacation and sick leave~ New employees earn paid vacation leave (15 leave days per year available 6 months after first day of employment) and sick leave (1 day earned per month available after 90 days of employment).
Life insurance~ $25,000 of Life Insurance (at no cost to the employee) and affordable, voluntary, supplemental Life and AD&D insurance up to $100,000 upon health insurance enrollment.
Free Wellness Screenings.
Discounted Gym Membership.
10-11 paid Holidays per year.
Big Horn County is an Equal Opportunity Employer. Big Horn County does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
🎁 Benefits Highlights
🏥 Health & Wellness
100% County-paid health insurance for full-time employees
Choice of 6 health plans
3 High-Deductible Health Plans that may include County contributions to an HSA
Affordable Dental & Vision coverage
Free Wellness Screenings
Discounted Gym Membership
💵 Retirement
Participation in the Montana Public Employee Retirement System (PERS)
🌴 Paid Time Off
15 vacation days annually (available after 6 months)
1 sick day earned per month (available after 90 days)
🎉 Holidays
10-11 paid holidays per year
❤️ Life Insurance
$25,000 Life Insurance paid by the County
Optional Supplemental Life & AD&D coverage up to $100,000
Montana, US
#HireFinder
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Accountable To (Title)~ County Commissioners
Status~ Full-Time Non-Exempt
Salary~ $82,947-$131,109
Revision Date~ August 2026
Job Summary~
Under general direction, the Human Resources Director is responsible for overseeing all Human Resource functions within the County, ensuring compliance with HR requirements, managing recruitment and hiring processes, administering benefits and wage programs, fostering employee relations, conducting investigations into employee grievances and complaints, and coordinating safety and injury response initiatives. This leadership role requires strategic thinking, interpretive judgment and extensive knowledge of HR processes within established standards and procedures.
A hybrid work schedule may be negotiated.
Essential Duties, Responsibilities and Expectations~
Compliance~
Maintain accurate and up-to-date personnel files and HRIS system information for current and past employees.
Manage confidential notification and scheduling of drug and alcohol testing, maintaining separate files for each employee.
Ensure job descriptions, salary ranges, and the County Handbook and policies are updated according to employment law.
Administer Drug and Alcohol Testing Programs and maintain compliance with safety, discrimination, workers' compensation, and prevailing wage requirements.
Assist Elected Officials and Department Heads with compliance and federal/state/county posting requirements.
Recruitment and Hiring~
Recruit, interview, and facilitate the hiring of qualified applicants in collaboration with Elected Officials and Department Heads.
Conduct background checks, pre-employment drug testing, and eligibility verifications.
Communicate with applicants regarding their application status.
Coordinate and facilitate new employee orientation.
Benefits and Wage Administration~
Collaborate on payroll processes as needed and offboard employees from benefit systems.
Prepare annual salary/benefit estimates for the Board of Commissioners.
Monitor continuing education programs and certifications.
Employee Relations, Retention, and Off-Boarding~
Advise employees on benefits and handle employment-related inquiries.
Oversee employee performance evaluations.
Assist departments with personnel functions and provide management training.
Recommend employee recognition and wellness programs.
Cultivate a healthy, cohesive, inclusive, and supportive workplace culture.
Review and investigate grievances and employee complaints.
Document, attend, and provide advice in disciplinary meetings and terminations.
Administer offboarding processes for terminated employees and maintain employee retention programs.
Prepare reports and maintain frequent contact with staff and the public.
Conduct labor negotiations and review Unfair Labor Practice claims and grievances.
Safety and Injury Response~
Develop policies for injury prevention, follow-up, and workers' compensation compliance.
Review accident and hazard reports, ensuring appropriate follow-up actions are taken.
Supervision~
Supervise an administrative assistant.
Knowledge, Skills and Abilities~
Requires frequent contact with the public and fellow employees where tact, diplomacy, and confidentiality are essential.
Knowledge of County policies and agreements is required.
Knowledge of labor negotiations and business practices as they related to the public sector.
Strong organizational skills with the ability to maintain complex records and prioritize competing tasks.
Thorough knowledge of principles and practices of personnel management.
Ability to analyze and resolve personnel management problems.
Ability to negotiate and resolve conflicts effectively.
Excellent interpersonal and communication skills with a strong commitment to public service.
Proficiency in Microsoft Office Suite (Word, Excel, Outlook) and County software systems.
Ability to implement digital interface efficiencies for HR operations.
Minimum Qualifications (Experience/Education)~
Bachelor’s degree in Human Resources, Business Administration, or related field plus a minimum of eight (8) years of Human Resource Management experience, or equivalent combination of education and experience to fully meet the requirements of the position.
HRCI or SHRM certification desired.
Must possess a valid Montana driver’s license and be an insurable driver.
Must successfully pass a Pre-Employment Criminal Background Check and Drug Screen.
Physical Demands & Working Conditions~
The work environment and physical demands described below are representative of those an employee encounters while performing the essential functions of this job~
The position may require prolonged periods of sitting, using a computer, and communicating with employees and the public.
Work is typically performed in an office environment, with occasional visits to other county departments or facilities.
May require occasional lifting or moving files, office supplies, or equipment up to 35 pounds.
Employee Benefits~
Paid health insurance~ Full-time employees may choose from six health plans at no cost to employee. Three plans are high deductible plans with potential County contributions to a Health Savings Account. Affordable Vision and Dental plans.
Retirement~ Montana Public Employee Retirement plan.
Paid vacation and sick leave~ New employees earn paid vacation leave (15 leave days per year available 6 months after first day of employment) and sick leave (1 day earned per month available after 90 days of employment).
Life insurance~ $25,000 of Life Insurance (at no cost to the employee) and affordable, voluntary, supplemental Life and AD&D insurance up to $100,000 upon health insurance enrollment.
Free Wellness Screenings.
Discounted Gym Membership.
10-11 paid Holidays per year.
Big Horn County is an Equal Opportunity Employer. Big Horn County does not discriminate on the basis of race, religion, color, sex, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, national origin, veteran status or any other basis covered by appropriate law. All employment is decided on the basis of qualifications, merit, and business need.
🎁 Benefits Highlights
🏥 Health & Wellness
100% County-paid health insurance for full-time employees
Choice of 6 health plans
3 High-Deductible Health Plans that may include County contributions to an HSA
Affordable Dental & Vision coverage
Free Wellness Screenings
Discounted Gym Membership
💵 Retirement
Participation in the Montana Public Employee Retirement System (PERS)
🌴 Paid Time Off
15 vacation days annually (available after 6 months)
1 sick day earned per month (available after 90 days)
🎉 Holidays
10-11 paid holidays per year
❤️ Life Insurance
$25,000 Life Insurance paid by the County
Optional Supplemental Life & AD&D coverage up to $100,000
Montana, US
#HireFinder
We may use artificial intelligence (AI) tools to support parts of the hiring process, such as reviewing applications, analyzing resumes, or assessing responses and identifying potential inconsistencies or verification signals in application materials based on available information. These tools assist our recruitment team but do not replace human judgment. Final hiring decisions are ultimately made by humans. If you would like more information about how your data is processed, please contact us.
Salary : $82,947 - $131,109