HUMAN RESOURCES DIRECTOR

JOB DESCRIPTION

JOB TITLE: HUMAN RESOURCES DIRECTOR ORIGIN DATE: MAY 1995
REPORTS TO: BOARD OF COUNTY COMMISSIONERS REVISON DATE: JUNE 2023
DEPARTMENT: HUMAN RESOURCES DEPARTMENT NO: 10-09
CLASSIFICATON: ADMINISTRATIVEEXEMPT JOB ZONE: 7.0 to < 8.0

I. JOB SUMMARY: This is an FLSA exempt position*. The Human Resources Director manages the

Human Resources functions and performs non-manual work directly related to the
management and /or general business operations of Lyon County, Kansas and their customers.
Primary duty is to exercise discretion and independent judgment with respect to matters of
significance. Human Resource activities, such as employment, compensation, labor relations,
benefits, training and, employee services by performing the following duties personally or
through subordinates. The human resources director is responsible for administering human
resource policies, programs and practices and determining the strategies and customization
requirements to support Lyon County goals and objectives through utilization and maximization
of human resources initiatives. The director of human resources is also responsible for
providing advice and counsel on personnel issues, directing recruitment, leadership
interviewing and selection strategies and processes, maintaining a market-based pay structure,
administering classification programs and maintaining position descriptions, conducting needs
assessments for training and development, participating in the development and maintenance
of wellness initiatives, directing the administration and enhancement of cost effective benefit
programs, overseeing the design and maintenance of personnel records, and HR records
retention, worker’s compensation and all leave benefits handling and tracking, developing and
maintaining HR department and annual budget, supervising employees, serves as the privacy
officer, plans and organizes Employee Task Force meetings, and provides leadership of key HR
initiatives to reflect the mission, values, strategic direction and culture of Lyon County, Kansas.

The roles, responsibilities, job functions, knowledge, skills and abilities set forth herein may be revised from
time-to-time in order to comply with federal and state laws, departmental needs and the changing
requirements for this position.

II. ESSENTIAL FUNCTIONS:
a. Human Resources Policies and Procedures:

i. Administer and manage the policies, programs and practices of the personnel
policies manual and department head procedures manual.

ii. Understand all the personnel policies and provide interpretations as necessary.
iii. As needed, research best practices, keep current on new and changing

employment law, and employee benefit legislation, and make compliance
updates, coordinate employee task force agenda and meetings and department
head meetings, and prepare policies for final approval by the Board of County
Commissioners (BoCC).

HUMAN RESOURCES DIRECTOR

iv. Be available to employees with questions or problems.
v. Communicate policy changes or other pertinent information to the employees.

vi. Provide advice and counsel on personnel issues.
vii. Conduct needs assessments for training and development in regard to policies

and procedures.
viii. Present to BoCC and department heads anything impacting employee success,

recruiting and retention, changes in policy or activities regarding compliance
with all applicable laws.

ix. Oversee design and maintenance of personnel records and HR records retention.
b. Recruitment and Selection:

i. Direct recruitment, interviewing as needed, and selection strategies and
processes.

ii. Review and complete pre-employment background checks, and offer letters for
new employees.

iii. Assess recruiting strategies and options such as association websites, social
media and print media. Review, candidates with job descriptions and forward to
department heads or hiring managers.

iv. Collaborate with department heads or hiring managers on staffing needs.
v. Compile, and manage rejection of candidate letters templates, processes and

procedures.
c. Compensation and Classification:

i. Conduct or participate in appropriate wage surveys.
ii. Administer classification programs and maintains position descriptions.

iii. Maintain appropriate market-based pay structure.
iv. Direct the administering and enhancement of cost-effective benefit programs.
v. Assist consultants in various compensation surveys, by completing checklists,

answering questionnaires, meeting with the task force, and department heads,
and assisting with benchmarking salary information and assessing data to
determine recommendations to keep pay and total compensation plan equitable
and competitive.

vi. Oversee new and open enrollment for employees. Monitor plan activity and
assist employees with enrollments and changes.

vii. Assist employees with questions regarding KPERS benefits.
viii. Monitor the labor market and be aware of changes that would affect the

County’s wage structure.
ix. Make recommendations to the BoCC when needed.
x. Record and maintain wage studies for KPERS retirees.

xi. Prepare annual personnel projections to aid departments in annual budgeting
process when needed.

d. Department Responsibilities:
i. Supervise employees and carry out supervisory related tasks.
ii. Approve department leave requests and review timesheets.

iii. Submit receipts for VISA card purchases, review and approve VISA bill.
iv. Submit requisitions for human resources related bills.

HUMAN RESOURCES DIRECTOR

v. Develop and maintain HR department annual budget. Review financial reports
sent by Finance.

vi. Complete department inventory for the County Clerk’s office.
vii. Direct processing of workers compensation FMLA and other leave handling and

tracking.
viii. Prepare and maintain human resources departmental budget.

e. Human resource related records & Misc.:
i. Ensure that all medical/benefit, I-9, personnel and payroll records are current

and accurate in their paper files and their electronic files.
ii. Maintain the confidentiality of employee personnel records.

iii. Serve as the privacy officer by overseeing all ongoing activities related to the
development, implementation, maintenance of, and adherence to the
organization’s policies and procedures covering the privacy of, and access to, all
employee protected health information in compliance with the federal and state
laws and the county’s information privacy practices.

f. Separation of employment:
i. Conduct exit interviews and provide necessary information to terminated

employees regarding continuation of insurance rights, flexible benefits plans,
KPERS contributions, etc.

ii. Serves as the facilitator or the observer of crucial conversations throughout the
disciplinary process up to and including separation when needed.

g. HR Culture:
i. Duty to maintain a positive work atmosphere by acting and communicating in a

manner so that employee gets along with customers, citizens, coworkers and
management.

ii. Being pleasant, respectful and civil with others on the job and displaying a good-
natured, cooperative attitude.

iii. Maintaining composure, keeping emotions in check, controlling anger, and avoiding
aggressive behavior, even in very difficult situations.

iv. Obligation to be reliable, responsible, dependable, and fulfill duties.
v. Must show up for work on a regular and predictable basis as scheduled.

III. MARGINAL FUNCTIONS:

a. Serve in Human Resource capacity on county and department councils.
b. Member of SHRM, KS SHRM and/or HRPAGE.
c. Attend 20 hours of educational and/or training courses annually or as required.

d. Additional duties as assigned by the BoCC.

IV. QUALIFICATIONS:

a. Must have a valid Class C driver’s license
b. Education: High School Diploma, GED or equivalent is required. A minimum of a

bachelor’s degree or equivalent extensive experience (i.e., experience = 1-year,
considerable experience = 3 years, extensive experience = 5-8 years) in Human

HUMAN RESOURCES DIRECTOR

Resources or a related field is required. Master’s degree in Human Resources or related
field is desired. Five to ten years’ experience in progressive supervisory role is desired.
Society of Human Resources Management certification (i.e., IPMA, PHR, SHRM-CP,
SPHR, or SHRM-SCP) preferred.

c. Knowledge:
i. Personnel and Human Resources: Knowledge of principles and procedures for

personnel recruitment, selection, training, compensation and benefits, labor
relations and negotiation, and personnel information systems.

ii. English Language: Must have the ability to receive, interpret, and follow verbal
and written instructions. Required to read, write, and speak English. The ability
to speak a foreign language is helpful.

iii. Computer Software: Programs such as MS Office, social media and HRIS
d. Skills:

i. Active Listening: Giving full attention to what other people are saying, taking
time to understand the points being made, asking questions as appropriate, and
not interrupting at inappropriate times.

ii. Judgment and Decision Making: Considering the relative costs and benefits of
potential actions to choose the most appropriate choice.

iii. Complex Problem Solving: Identifying complex problems and reviewing related
information to develop and evaluate options and implement solutions.

iv. Negotiation: Bringing others together and trying to reconcile differences.
v. Social Perceptiveness: Being aware of others’ reactions and understanding why

they react as they do.
vi. Active Learning: Understanding the implications of new information for both

current and future problem-solving and diction making.
vii. Critical Thinking: Using logic and reasoning to identify the strengths and

weaknesses of alternative solutions, conclusions, or approaches to problems.
viii. Persuasion: Persuading others to change their minds or behavior.

ix. Time Management: Managing one’s own time and the time of others.
x. Service Orientation: Actively looking for ways to help people.

e. Work Values/Styles:
i. Integrity: Job requires being honest and ethical.

ii. Stress Tolerance: Job requires accepting criticism and dealing calmly and
effectively with high-stress situations.

iii. Persistence: Job requires persistence in the face of obstacles.
iv. Adaptability/Flexibility: Job requires being open to change (positive or

negative) and to considerable variety in the workplace.
v. Job Ownership, Accountability & Reliability: Follow-up on and meet

commitments; can be depended upon to be willing to work, do it properly, and
complete it on time. Takes pride in the job and ownership for work and
possesses a strong ability to stay focused on individual, department, and County
results. Faithfulness in coming to work daily and conforming to scheduled work
hours.

HUMAN RESOURCES DIRECTOR

vi. Communication: Clearly and effectively expresses ideas, instructions and
thoughts (verbally and in writing) so they are clearly understood. Demonstrates a
level of listening skill such that customer and co-worker needs are understood
and resolved. Communicates respect for and recognition of the contributions of
individuals at all levels of the organization.

vii. Customer Focus & Public Relations: Build positive internal and external
customer relationships; is committed to customer satisfaction; assumes
responsibility for solving customer problems and ensures commitments to
customers are met.

viii. Initiative: Independently acts to resolve problems and provide solutions; seeks
out new responsibilities; generates new ideas; practices self-development. Able
to follow through on assignments and take appropriate action with the
appropriate amount of supervision for this position.

ix. Organizational Compliance & Safety: Complies with external regulations and
internal policies, rules and procedures to helpprotect the organization from
fraud, waste, abuse, discrimination and other practices that disrupt operations
and/or put the County at risk. Understands, supports and follows safety
standards as required by the job; keeps the workplace clean and safe.
Demonstrates appropriate use of and respect for County property and
equipment.

x. Teamwork: Encourages and facilitates cooperation, pride, and trust among the
team; fosters commitment and team spirit; works cooperatively with others to
achieve overall goals. Readiness to respond positively to instructions/
procedures.

xi. Confidentiality, Discretion & Judgment: Maintain confidentiality regarding
personal information, medical/health information, customer/contact data, etc.
when necessary. Makes timely, sound decisions by careful study of available
facts/options. Exhibits appropriate levels of autonomy in judgment and decision
making. Exercises good judgment underconditions of uncertainty and limited
information.

f. Supervisory/Leadership Competencies:
i. People Management: Clearly defines subordinate roles and responsibilities;

motivates employees to perform and delegates work effectively; applies
consistent performance standards and handles performance problems decisively
and objectively; leads by example.

ii. Operations Management: Directs and guides operations in alignment with the
County’s and department’s overall goals and objectives; ensures the execution of
efficient processes to maximize the County’s and department’s resources;
utilizes operational knowledge to make sound decisions.

iii. Strategic Leadership: Determines the strategic direction of the team or
department in alignment with overall County goals; effectively communicates
strategies internally and externally; creates a culture to support strategies and
providesmechanisms to implement theme; fosters buy-in and enthusiasm with
employees.

HUMAN RESOURCES DIRECTOR

g. Work Environment and Physical Demands: The work environment characteristics and
physical demands described here are representative of those that must be met by an
employee to successfully perform the essential functions of this job. Reasonable
accommodations may be made to enable individuals with disabilities to perform the
essential functions.

i. Requires sufficient visual acuity to be able to read, write, and operate equipment
common to this position. Requires sufficient hearing level to be able to
effectively communicate with people directly or by telephone, required to lift
items weighing up to 25 pounds.

ii. Work location(s) of the job:
iii. Indoors – Constantly; Usually well lit, heated and/or air-conditioned indoor

office setting with adequate ventilation
iv. Outdoors – Occasionally

b. Objectionable condition(s) found on the job:
i. Computer Use – Constantly

ii. Driving/Travel – Occasional local travel, which may involve exposure to extreme
weather conditions.

iii. Stressful situations may occur when dealing with the public.
c. Undesirable health and safety condition(s) under which employee must perform:

i. Cold or hot during outside events
d. Machines, Tools and/or Equipment Used:

i. Basic office equipment to include computer, copy machine, fax machine, printer,
telephone system.

e. Physical characteristics/requirements of the job:
i. Sit/Stand/Walk – Regularly

ii. Kneeling – Occasionally
iii. Crouching – Occasionally
iv. Using Fingers/hands – Frequently required to use hands to finger, handle, or

feel; reach with hands and arms.
v. Talking – Frequently

vi. Hearing – Frequently; noise level is usually moderate.
vii. Seeing – Constantly

viii. Vision Abilities – close and distance vision, color vision, peripheral vision, depth
perception, and ability to adjust focus.

ix. Lifting/Moving – Occasionally; seldom lifting/moving a maximum weight of 20
pounds.

f. Personal contacts:
i. Departmental – Regularly

ii. Other departments – Provides information and data to employees in other
departments and to elected officials

iii. Outside the organization – Vendors, Candidates, Recruiting contacts

HUMAN RESOURCES DIRECTOR

Employees hired after August 1, 2018: Lyon County/City of Emporia (Company) understands that a job
analysis is being completed in compliance with the Americans with Disabilities Act (ADA). One of the
outcomes of the job analysis is the determination of one or more job specific tests that will either
qualify or disqualify the post-offer or post-employment (fit for duty) candidate for the position.
For the Classification Series of LYON COUNTY/CITY OF EMPORIA: OFFICE PERSONNEL: The Company
representative hereby acknowledges the following as valid physical requirements:

1. Employee lifts/carries 50 pounds occasionally (less than 33% of the time
or 1-100 times per day).

2. Employee lifts/carries 25 pounds frequently (34%-66% of the time or
100-500 times per day).

3. Employee lifts/carries 10 pounds constantly (67%-100% of the time or
over 500 times per day).

4. Employee’s position requires pushing a maximum force of 5 pounds.
5. Employee’s position requires pulling a maximum force of 5 pounds.

SAFE LIFTING CRITERIA:

6. Floor to knuckle: 45 lbs.
7. 12” to knuckle: 45lbs.
8. Knuckle to shoulder: 22.5 lbs.
9. Shoulder to overhead: 22.5 lbs.
10. Carry: 45 lbs.
11. Push: N/A
12. Pull: N/A

PHYSICAL DEMANDS: LIFT/CARRY:

Stand: O 10 lbs. or less: C

Walk: O 11-20 lbs.: F

Sit: N 21-50 lbs.: F

Handling: N 51-100: N

Reach Outward: O Over 100 lbs.: N

Reach above shoulder: O Push/Pull:

Climb: O 12 lbs. or less: C

Crawl: O 13-25 lbs.: F

Squat or kneel: O 26-40 lbs.: O

Bend: O 41-100 lbs.:N

N (Not Applicable) Activity is not applicable to this occupation.

O (Occasionally) Occupation requires this activity up to 33% of the time (0-2.5 hrs/day).

F (Frequently) Occupation requires this activity from 33% - 66% of the time (2.5-5.5 hrs/day).

C (Constantly) Occupation requires this activity more than 66% of the time (5.5 hrs. per day).

HUMAN RESOURCES DIRECTOR

This job description has been examined for compliance with the Americans with Disabilities Act (ADA)

and the Fair Labor Standards Act (FLSA). *The federal overtime provisions are contained in the Fair

Labor Standards Act (FLSA). Unless exempt, employees covered by the Act must receive overtime pay

for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of

pay.

Veterans Preference Eligible (VPE): Former military personnel or their spouse verified as a “veteran”
under K.S.A. 73-201 will receive an interview if they meet the minimum requirements of the position.
The veterans’ preference laws do not guarantee the veteran a job. Positions are filled with the best-
qualified candidate as determined by the hiring manager. Additional VPE information can be found at
https://admin.ks.gov/services/state-employment-center/sec-home/vp/

Please note this job description is not designed to cover or contain a comprehensive listing of activities,

duties or responsibilities that are required of the employee for this job. Duties, responsibilities and

activities may change at any time with or without notice.

REASONABLE ACCOMMODATION STATEMENT: To perform this job successfully, an individual must be

able to perform each essential duty satisfactorily. Reasonable accommodations may be made to

enable qualified individuals with disabilities to perform the essential functions.

Please note that this position is not currently eligible for remote work or telecommuting and must be
performed on-site at our physical location. However, requests for remote work may be considered on
a case-by-case basis, subject to a review of the role and relevant factors.

Acknowledgement:
This job description was reviewed with me, and I understand that nothing in this job description
restricts The County's right to assign, reassign or eliminate duties and responsibilities to this job at any
time. This job description reflects The County's assignment of essential functions; it does not prescribe
or restrict the tasks that may be assigned. Reasonable accommodations may be made to enable
individuals with disabilities to perform the essential functions. This job description is not intended as a
contract of employment, nor to be construed as a guarantee of employment for any specific period of
time or any specific type of work. I agree and acknowledge that my employment is “at will” and can be
terminated, with or without cause or notice, at any time by The County or myself.

____________________________ ____________________________ ____________________
Employee