Human Resources Director

Human Resources

Human Resources Director

Paygrade 31

$112,049.60 - $179,233.60 annual salary

** Internal candidates should apply via Polk One- Me Section **

Employee Benefits

• Direct Deposit, Bi-Weekly Pay Checks
• Medical, Dental, Vision
• Life Insurance
• FRS Retirement
• 10 Paid Holidays
• Paid Time Off
• Tuition Reimbursement
• Education Incentives
• Deferred Compensation Plan
• Wellness Incentives
• Employee Assistance Program (EAP)
• Free Employee Gym
• Free Employee Health Clinic

This position is exempt from appeals procedures. The successful applicant works at the pleasure of the County Manager. 

Must possess the physical, developmental and mental ability to perform job tasks, responsibilities and duties of the job illustrated below:

MAJOR FUNCTION

Provides executive leadership and organizational strategy for all Human Resources (HR) functions countywide. This executive-level role is responsible for workforce planning, recruitment, compensation and classification, benefits and health administration, labor relations, employee engagement, Florida Retirement System (FRS) administration, training, development, and compliance. Collaborates with Risk Management and Clerk of Courts through the Benefits and Retirement Manager to ensure integration and administration of comprehensive benefits and wellness programs for employees of the Board of County Commissioners and Constitutional Officers.

ILLUSTRATIVE DUTIES

Leadership & Administration 

• Oversees the planning, development, implementation, and evaluation of all Human Resources programs, policies, and operations. 
• Provides strategic guidance to County leadership regarding personnel policies, organizational planning, labor relations, and compliance. 
• Develops and enforces Human Resources policies, procedures, and the County’s Personnel Rules and Regulations. 
• Reviews and updates the Division’s Strategic Plan and ensures alignment with broader County goals. 
• Reviews and approves the departmental budget, in collaboration with the Fiscal Analyst and HR Managers, and monitors expenditures and funding requests. 

Supervision & Staff Development 

• Directly supervises professional and administrative staff; provides direction, performance management, and developmental support. 
• Conducts performance evaluations, manages disciplinary actions, recommends salary adjustments, and ensures staff are effectively assigned and supported in their roles. 
• Ensures Division staff receive adequate training and development to maintain operational excellence. 

Recruitment, Compensation & Benefits 

• Oversees recruitment and selection processes to ensure fair hiring practices and regulatory compliance. 
• Directs classification and compensation programs; makes recommendations for adjustments to County leadership. 
• Oversees and monitors employee benefits programs including insurance, FRS retirement plans, and leave programs. 
• Partners with Risk Management to analyze trends and coordinate wellness initiatives. 

Labor Relations & Compliance 

• Serves as the lead or a key participant, in collective bargaining negotiations, contract administration, grievance resolution, and arbitration. 
• Oversees proactive labor-management relations, supports a culture of collaboration, and leads contract strategy in coordination with Legal and senior management. 
• Maintains up-to-date knowledge of, and ensures operational compliance with applicable federal, state, and local employment laws, including but not limited EEO, FMLA, ADA, FLSA. 
• Cultivates partnerships with educational institutions, workforce development agencies, and civic organizations to support recruitment pipelines and training collaborations. 
• Coordinates with Legal and external agencies regarding personnel investigations and policy violations. 

Engagement, Communication & Reporting 

• Acts as a liaison between County Management, employees, labor unions, and external stakeholders. 
• Presents personnel policy and HR matters to the County Manager, Deputy County Managers, County Attorney, Division Directors. 
• Oversees employee engagement diagnostics, including climate surveys, turnover analysis, and workforce experience metrics to inform strategic decision-making. 
• Leads digital transformation initiatives with HR, including process automation, employee self-service solutions, and AI-powered recruitment tools, to enhance operational efficiency and service delivery. 
• Develops and implements leadership development, mentoring, and internal mobility programs to cultivate future county leaders and reduce vacancy risk in critical positions. 
• Develops and submits required reports to County leadership and local, state, and federal agencies. 
• Establishes and maintains HR business continuity and emergency staffing protocols, including in remote work systems and essential role designations during unexpected disruptions or emergencies. 
• Reviews and approves division documentation including RFPs, policies, contracts, evaluations, agendas, and correspondence. 

Other Responsibilities 

• Oversees software and technology needs related to HR operations. 
• Participates in succession planning initiatives in coordination with the Organizational Training & Development (OTD) Manager. 
• Ensures the accuracy and confidentiality of personnel records and data systems. 
• Attend Commission and leadership meetings as required. 
• Performs other related duties as assigned. 

KNOWLEDGE, ABILITIES AND SKILLS

Strategic & Organizational Acumen 

• Deep understanding of modern human resources practices, labor relations, workforce development, and organizational design. 
• Ability to develop and implement long-term strategies that align HR initiatives with organizational goals. 
• Knowledge of public administration practices, governmental regulations, and compliance in a public-sector environment. 

Leadership & Interpersonal Effectiveness 

• Proven leadership capabilities, including the ability to lead complex teams and influence stakeholders at all levels. 
• Skilled in mentoring, coaching, and developing staff within a high-performance culture.
• Ability to maintain professionalism and objectivity when handling sensitive personnel matters or conflict resolution. 

Legal & Regulatory Expertise 

• In-depth knowledge of employment laws and regulations, including FLSA, FMLA, ADA, Title VII, and state/local labor laws. 
• Experience interpreting and applying legal and policy frameworks to ensure consistent, fair outcomes. 

Analytical & Decision-Making Skills 

• Leads the development of HR dashboards and analytics tools to monitor workforce trends, track metrics, and inform data-driven decision-making across the County. 
• Strong analytical thinking, with the ability to interpret complex data and translate insights into actionable plans. 
• Exercises sound judgment in decision-making, especially in politically sensitive or high-impact situations. 

Communication & Engagement 

• Exceptional verbal and written communication skills, with the ability to present to executive leadership and governing bodies. 
• Experience fostering employee engagement and managing labor relations in unionized environments. 

Technology & Innovation 

• Demonstrates familiarity with data governance principles as applied to Human Resources Information Systems (HRIS), including data quality, privacy, access control, and compliance requirements, and applies this knowledge across modern HR technologies such as Applicant Tracking Systems (ATS), Performance Management Systems (PMS), Learning Management Systems (LMS), Talent Management Systems (TMS) and AI-driven tools. 
• Ability to drive innovation in HR service delivery through automation, analytics, and intuitive employee self-service platforms. 

MINIMUM QUALIFICATIONS

• Graduate of an accredited four (4) year college or university with a bachelor’s degree in human resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related field.

• Seven (7) years of progressively responsible executive or senior management experience directing programs, operations, or organizational systems in the public or private sector.

• Demonstrated experience preparing reports, analyzing data, and presenting to executive leadership.

• A valid driver’s license is required; a Florida driver’s license must be obtained upon employment. The employee must maintain a clean driving record to operate an assigned county vehicle.

• Equivalent executive leadership experience may substitute for direct human resources experience when the applicant demonstrates the ability to provide strategic oversight of HR subject-matter experts and complex regulatory systems.

PREFERRED QUALIFICATIONS 

• Master’s or Doctoral degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, Management, or a related field.

• Professional certifications such as SHRM-SCP, HRCI-SPHR, CPM, or equivalent.

• Experience in human capital management or organizational development.

• Experience managing recruitment and retention programs, including online application platforms.

• Experience administering employee benefits, including FRS retirement plans.

• Experience handling labor relations or employee relations in a unionized environment.

• Experience leading organizational training and development initiatives.

• Experience implementing and managing Human Resources Information Systems (HRIS).

SPECIAL REQUIREMENTS

All employees will be required to work before, during, or after an emergency. During an emergency, employees may temporarily be assigned to work and perform duties outside the normal scope of their position, location and work schedule to fit the needs of the county and its residents.