Human Resources Director
Location: Human Resources
Status: Full-Time
Salary Grade: R12
Application Deadline: October 1, 2026
Position Summary
The Human Resources Director reports to the Deputy Chief Operating Officer and provides leadership and oversight of the Library’s Human Resources function, developing and implementing programs, policies, and practices that support the Library’s mission, strategic priorities, and organizational needs. The Director oversees employee and labor relations, recruitment, compensation and benefits, leave administration, HR systems, compliance, workforce planning, and organizational development. The Director serves as a strategic advisor to executive leadership and agency directors and ensures the consistent and equitable application of Library policies, collective bargaining agreements, and applicable laws.
Primary Responsibilities
- Provides leadership and oversight for the Human Resources Department, establishing priorities, work plans, performance expectations, and operational objectives for HR staff.
- Serves as a strategic HR advisor to the Deputy Chief Operating Officer and library leadership regarding workforce planning, organizational structure, staffing, succession, retention, employee relations, and emerging workforce trends.
- In collaboration with the Deputy Chief Operating Officer, develops, implements, evaluates, and improves HR policies, programs, services, and practices that support the Library’s mission, strategic priorities, operational needs, and compliance obligations.
- Provides HR leadership and oversight of employee and labor relations, including interpretation and administration of collective bargaining agreements, grievances, disciplinary matters, and employee concerns.
- Represents the Library in collective bargaining, labor-management meetings, grievance proceedings, hearings, arbitrations, and other significant labor matters, as assigned.
- Oversees sensitive employee-relations matters, including but not limited to investigations, complaints, disciplinary actions, accommodations, and allegations of harassment, discrimination, retaliation, or other workplace misconduct.
- Oversees recruitment and selection processes, including workforce needs, authorized vacancies, applicant assessment, selection, and hiring.
- Oversees talent-management functions, including recruitment and selection, workforce needs, authorized vacancies, job descriptions, position classification, compensation, internal equity, and market analysis.
- Oversees employee benefits, leave administration, accommodations, retirement programs, and related employee programs, ensuring effective administration and compliance with policies, collective bargaining agreements, and applicable laws.
- Oversees the HRIS and the accuracy, confidentiality, security, analysis, and appropriate use of employee and workforce data; provides leadership with reports on staffing and workforce trends.
- Leads employee training, leadership development, engagement, and organizational development initiatives that support employee performance and organizational effectiveness.
- Ensures consistent and equitable application of HR policies, employment practices, and collective bargaining agreements; monitors legal and regulatory developments and recommends appropriate policy and procedural changes.
- Performs other duties as assigned.
Knowledge/Skills/Abilities
- Thorough knowledge of Human Resources principles, practices, and tools, including but not limited to employee and labor relations, recruitment, compensation, benefits, leave administration, workforce planning, organizational development, and HRIS systems.
- Thorough knowledge of collective bargaining, contract administration, grievances, arbitration, investigations, disciplinary processes, conflict resolution, and labor-management relations.
- Knowledge of workers’ compensation, unemployment compensation, OPERS, and applicable federal, state, and local employment laws and regulations.
- Ability to develop, implement, evaluate, and improve HR programs, policies, procedures, classification systems, and compensation practices.
- Strong analytical, organizational, problem-solving, and project management skills, with the ability to assess complex issues and provide sound recommendations.
- Ability to interpret and advise leadership on HR policies, collective bargaining agreements, and employment laws while handling sensitive matters with sound judgment, confidentiality, fairness, and compassion.
- Excellent communication and relationship-building skills, including the ability to facilitate difficult conversations, resolve conflict, build consensus, and work effectively with employees, leadership, unions, government agencies, and external partners.
- Ability to lead, coach, and develop a high-performing, collaborative, accountable, and service-oriented HR team.
Minimum Qualifications
- Bachelor’s degree in Human Resources, Business Administration, Labor Relations, Organizational Development, or related field required; master’s degree or labor law degree preferred.
- Minimum of eight (8) years of progressively responsible Human Resources experience across multiple HR functions.
- Minimum of five (5) years of supervisory or team leadership experience, including demonstrated success in coaching employees and building high-performing teams.
- Demonstrated experience in labor relations, including collective bargaining, contract interpretation, grievances, arbitration, investigations, and employee relations.
- Experience developing and implementing organization-wide employee programs and processes with measurable positive outcomes.
- Experience as an HR Director in a large organization of 300+ employees and/or experience in a public-sector or unionized environment is highly preferred.
- PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable professional HR certification preferred.
- Valid driver’s license and insurability under the Library’s Motor Vehicle Use Policy. Regular operation of Library-owned or personal vehicles may be required for Library business.
BCI/FBI Criminal Background Record Clearance and MVR history are required. A drug screen/medical examination is to be completed prior to the start date. Physical Demands The physical demands described within this job description 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. Work requires minimal demand for physical effort. Work Environment The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is occasionally exposed to outside weather conditions. Periodic off-site travel within the county is required via a personal vehicle.
|
Your email job alert is now active!