Human Resources Director

The HR Director is responsible for strategic human resources leadership, including developing policies, managing compensation and benefits, overseeing recruitment and retention, ensuring legal and data privacy compliance, and managing departmental budgets. Key duties include strategic planning, employee relations, professional development, safety programs, and compliance with state laws like the Minnesota Government Data Practices Act.

 Essential Duties and Responsibilities

• Strategic Planning: Develop and implement HR strategies to align with the county's goals, including talent acquisition, performance management, and professional development. 
• Policy Development: Create, update, and administer county-wide HR policies and ensure compliance with state and federal employment laws. 
• Compensation and Benefits: Manage employee benefits, compensation structures, and administer programs like workers' compensation and unemployment insurance. 
• Employee Relations and Compliance: Handle employee relations, including conflict resolution, investigations, and matters related to the ADA, FMLA, and equal opportunity. 
• Data Practices Compliance: Serve as the Data Practices Compliance Official for HR Data, ensuring the county's compliance with the Minnesota Government Data Practices Act, which includes managing access to and privacy of government information. 
• Training and Development: Oversee programs for employee training and professional development to support staff growth and retention. 
• Budget Management: Develop and manage the human resources department's budget. 
• Safety and Wellness: Implement and oversee safety and wellness programs for county employees. 

Qualifications and Knowledge, Skills and Abilities

Minimum Qualifications

• Bachelor’s degree in human resources management or related field and four years human resources experience; or any equivalent combination of education and experience to successfully perform the essential duties of the job as listed above.
• Valid driver’s

Knowledge, Skills and Abilities

• Benefits management: Oversee employee benefit programs, including health, dental, life, and disability insurance, as well as retirement plans and flexible spending accounts.
• Compensation and classification: Administer the county's compensation system, conduct salary and benefit surveys, and maintain the pay equity program in compliance with state law.

• Contract administration: Interpret and administer labor agreements and personnel policies, advising managers and elected officials on employee relations and policy adherence.
• Dispute resolution: Investigate and resolve employee complaints and grievances, ensuring consistent and fair treatment. 

• Talent acquisition: Oversee the entire recruitment and selection process for county employees, from drafting job descriptions to onboarding new hires.
• Performance management: Direct and implement performance evaluation processes and training to support employee development and accountability.
• Organizational planning: Assist County leadership with organizational vision, goals, and succession planning. 

• Legal compliance: Ensure that all HR practices and policies adhere to federal, state, and local employment laws and reporting requirements.
• Policy development: Research, develop, and implement personnel policies and procedures for the County. 

• Departmental oversight: Supervise HR department staff, manage the department's budget, and develop departmental goals.
• Consultation and advice: Serve as a primary consultant to county leadership on human resource matters, providing expert guidance on complex personnel issues.

Preferred Qualifications

• Demonstrated success in employee development and retention.
• Familiarity with HRIS systems especially UKG.

Physical Requirements

Sedentary Work: Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally, and all other sedentary criteria are met.

 

Note (Management Right)

The above position description is intended to represent only the key areas of responsibilities; specific position assignments will vary depending on the business needs of the department. Regular attendance on the job and the performance of other duties as assigned are required. The County retains the discretion to add or change the contents of this position description at any time.