Human Resources Director

Grand Traverse County is a team of passionate and incredible people who are committed to providing responsive, effective quality service to our up-north community.  We strive to be a leader in innovative, effective, collaborative, and sustainable county government.  We offer stable work environments and competitive salaries to both full- time and part-time employees.  Understanding the many challenges facing today’s professionals and families, we offer a competitive compensation package including an impressive list of benefits and time off.

Job Description:

Under the administrative direction of the County Administrator, the Human Resources Director provides strategic leadership, management, and oversight of the County’s human resources and employee relations programs. The position serves approximately 550 employees across 35 departments and administers labor relations involving 15 bargaining groups.

As a member of the County’s management team, the Human Resources Director advises the County Administrator, elected officials, department heads, and supervisors on workforce matters; develops and implements human resources strategies; and promotes a positive, accountable, and service-oriented workplace culture.

The Director oversees recruitment and retention, labor and employee relations, compensation and classification, employee benefits, performance management, employee development, workplace safety, and compliance with applicable employment laws, County policies, and collective bargaining agreements. The Director may serve as the County’s spokesperson during collective bargaining and represents the County in administrative proceedings and other employment-related matters.

This position may require irregular hours, attendance at evening Board of Commissioners or other meetings, and availability during emergencies. Travel between County locations and to other work-related activities may be required, including travel in the employee’s personal vehicle.

PRIMARY DUTIES AND RESPONSIBILITIES(may include but are not limited to the following)

Strategic Leadership and Department Administration

• Serves as a strategic advisor to the County Administrator on human resources matters, including workforce planning, organizational structure, employee relations, compensation, benefits, labor negotiations, performance management, and organizational development.
• Leads the Human Resources Department, including planning, assigning, directing, and evaluating the work of department staff; supporting employee development; and establishing departmental priorities.
• Develops and implements human resources goals, policies, procedures, and initiatives that support the County’s mission, vision, values, and strategic priorities.
• Participates in County management discussions and decisions and collaborates with elected officials, department heads, supervisors, employees, and external partners.
• Develops and administers the Human Resources Department budget and participates in the County’s overall budget process on human resources and employee-related matters.
• Prepare reports, recommendations, agenda items, and presentations for the County Administrator, Board of Commissioners, and other groups as needed.
• Oversee or participates in requests for proposals, vendor selection, and contract administration for benefits, insurance, human resources systems, and other contracted services.
• Identifies opportunities to improve services, processes, and communication across the organization.

Labor and Employee Relations

• Coordinates preparation for collective bargaining and works with the County Administrator and legal counsel to develop bargaining strategies and positions.
• Serves as spokesperson for the County’s bargaining team or otherwise directs and participates in collective bargaining processes.
• Interprets and administers collective bargaining agreements and advises management on contract requirements and application.
• Maintains working relationships with union representatives and addresses labor and employee concerns in a timely and constructive manner.
• Advises and coaches managers on employee relations matters, including performance concerns, corrective action, discipline, workplace conduct, and contract and policy interpretation.
• Oversee or conduct workplace investigations and recommend appropriate action based on the findings, County policies, collective bargaining agreements, and applicable law.
• Participates in grievance procedures, investigations and responds to grievances, and works with legal counsel on arbitration and other proceedings as appropriate.
• Represents the County in administrative proceedings and hearings and coordinates with legal counsel on employment-related litigation and legal matters.

Recruitment, Retention, and Workforce Planning

• Oversee the County’s recruitment, selection, hiring, onboarding, and separation processes.
• Advises departments on staffing needs, position planning, recruitment strategies, and selection practices.
• Assists with the recruitment and selection of department heads, leadership positions, and other key positions.
• Monitors and analyzes workforce data, including vacancies, turnover, recruitment activity, and retention trends, and recommends strategies to address identified needs.
• Supports succession planning, career development, and other initiatives that strengthen the County’s workforce.

Compensation, Classification, and Benefits

• Oversee the County’s compensation and classification programs, including job descriptions, job evaluations, salary surveys, and recommendations regarding classification and pay.
• Research compensation trends and develop recommendations to support internal equity, market competitiveness, and responsible use of County resources.
• Oversee the administration of employee benefit programs, including health and welfare benefits, retirement-related programs, leave programs, workers’ compensation, unemployment, and related insurance programs.
• Works with insurance carriers, brokers, third-party administrators, and other service providers to administer and evaluate programs and address employee and organizational needs.
• Research and recommend changes to benefit programs and assist with benefit communications, enrollment, and implementation.
• Coordinates with Finance and other departments on benefit costs, payroll-related matters, and program administration.

Employee Development and Organizational Culture

• Direct or supports employee onboarding, training, leadership development, and professional development programs.
• Works with department leaders to identify training needs and develop consistent County-wide standards and resources while recognizing department-specific requirements.
• Promotes the County’s mission, vision, and values through employee communications, training, and workplace practices.
• Advises leadership on organizational development, department reorganizations, change management, and strategies to improve employee engagement and service delivery.

Compliance, Safety, and Human Resources Systems

• Monitors federal, state, and local employment laws and regulations and evaluate their implications for County policies, practices, and programs.
• Develops, recommends, interprets, and administers personnel policies, employee handbooks, and procedures consistent with applicable laws and collective bargaining agreements.
• Advises management and employees regarding employment-related rights, responsibilities, policies, and processes.
• Oversee or coordinates the administration of employment-related leave and accommodation processes in collaboration with managers, employees, benefit providers, and legal counsel as appropriate.
• Supports workplace safety, employee health, and emergency preparedness initiatives in collaboration with the County’s Safety Team, Emergency Management, and department leadership.
• Oversee the use and improvement of human resources information systems, employee records, reporting tools, and related technology.
• Maintains appropriate confidentiality and safeguards, sensitive employee and organizational information.

EDUCATION, FORMAL TRAINING, AND EXPERIENCE(minimum requirements)

• Bachelor’s degree in human resources management, labor relations, or business or public administration with substantial coursework on human resources management and/or labor relations. Master’s degree in human resources, labor relations, or related field preferred.
• At least six years of progressively responsible experience in human resources administration, including at least three years in a supervisory role. Experience leading collective bargaining and administering labor contracts is required.
• Public sector human resources management experience and professional certification (PHR, SPHR) desirable

CERTIFICATIONS, LICENSES(minimum requirements)

• Requires a valid driver's license and personal vehicle insurance and must maintain eligibility to drive as per the County's Vehicle policy.

CONDITIONS OF EMPLOYMENT(legal or contractual pre- employment obligations and/or requirements, such as drug testing, background check, etc.)

 A background check may be required initially and periodically for an individual hired, transferred, reclassified, promoted, or currently working in this job. Appointment to or continued employment in this job is contingent upon a satisfactory background check which may include but is not limited to confirmation of a persons’ identity; review of criminal conviction records; verification of educational degree, license, or certificate required for the position; review of Department of Motor Vehicles records; Department of Justice fingerprint scan; and/or drug and alcohol testing as required and allowable by law. A satisfactory background check is defined as the absence of a criminal history record which bears a demonstrable relationship to the applicant's or employee's suitability to perform the required duties and responsibilities of the position.

PHYSICAL DEMANDS, WORK ENVIRONMENT, AND OTHER REQUIREMENTS

This position works in an office environment and may be required to life/move up to 25 pounds (such as a box of paper). May also be required to reach with hands and arms; sit; stand; talk and hear; use hands to finger, handle or feel.

KNOWLEDGE, SKILLS, ABILITIES, COMPETENCIES (minimum requirements)

• Advanced proficiency in English grammar, spelling, punctuation.
• Advanced knowledge of federal, state and local legislation, regulations, and ordinances relevant to the department
• Advanced knowledge of the procedures, policies, practices, and fields of knowledge specific to the department
• Knowledge of governmental accounting, budgeting, financial management, and procurement
• Thorough knowledge of County functions, organization, and the department’s role and relationships with other agencies/jurisdictions
• Understanding of the County’s culture, mission, and organizational dynamics
• Knowledge and ability to use a personal computer to prepare reports, maintain records, search for and compile data.
• Advanced interpersonal skills are necessary to develop and maintain effective and appropriate working relationships with customers, co-workers, and representatives of other agencies
• Knowledge of supervisory and employee management principles, as well as knowledge of labor relations and union contract negotiations    
• Knowledge of applicable employee rights, protections and avenues of appeal
• Knowledge of applicable policies and procedures governing the hiring, employment and separation of employees
• Skill in assigning, prioritizing, monitoring, and reviewing work assignments
• Skill in mentoring and training employees with varying educational backgrounds and aptitudes
• Skill in anticipating potential personnel issues and taking appropriate action
• Skill in crisis management, including the management of critical incidents
• Ability to work in a unionized environment; ability to negotiate and facilitate labor/management issues; ability to make tough personnel decisions firmly, fairly, and respectfully
• Ability to lead with vision and demonstrate strong leadership qualities
• Ability to take initiative and drive organizational excellence
• Ability to develop and implement managerial policies and prioritize the needs of the department
• Ability to develop and execute strategic plans, champion and manage change, and articulate County leadership’s priorities
• Ability to identify and resolve problems that may impact the mission of the department and the County
• Ability to appropriately and effectively represent the County at a variety of community events and activities in support of positive public relations initiatives, and develop liaison relationships between the community and the County
• Ability to persuade others in order to gain concurrence or to resolve problems and gain cooperation
• Ability to interpret and explain complex policies, processes, regulations, and applicable laws in layman’s terms
• Ability to consistently demonstrate sound ethics and judgment
• Ability to think analytically and apply sound judgment, solve problems, make effective decisions, and act with integrity
• Ability to comprehend, process and apply both verbal and written skills appropriate to the job
• Ability to facilitate meetings effectively and efficiently
• Ability to accurately organize and maintain paper documents and electronic files
• Ability to maintain confidentiality of information and professional boundaries
• Ability to use County resources effectively and efficiently

Compensation:

Grand Traverse County is a great place to live, work and play. Come join our team and experience what northern Michigan is all about, apply today!

You really should see what we have to offer: 

• Medical: The County offers employees a high-deductible plan through Priority Health. To help cover the cost of the deductible, Grand Traverse County will deposit a contribution amount up to $2,000 into an employee Health Savings Account every year.  You may also direct deposit funds into this account every pay period.

• Vision:The County provides a no cost plan for employees. We also offer an enhanced plan through EyeMed.  

• Dental: Our dental insurance provider is Delta Dental. You will pay no costs or premium for diagnostic and cleaning services. 

• Wellness: Grand Traverse County is committed to creating a culture of health. We provide a variety of incentives and programs that allow you to live a healthy lifestyle. 

• Employee Recognition: We highly value our employees, which we show by providing our employees awards and recognition throughout the year, and on anniversary dates.

• Tuition Reimbursement: Employees are reimbursed up to $5,250 annually for enrollment in courses at an accredited college, university, or trade school. 

• Vacation: Grand Traverse County provides a generous amount of vacation days to benefitted employees so you can spend time with family and friends. 

• Holidays: The County gives you 12 days a year to celebrate holidays. Beyond these 12 days, you will receive additional floating holidays to use at your discretion. 

• Personal Leave: Employees receive up to 72 hours annually depending on contract, to use for appointments, take care of family needs and other personal reasons. Employees are paid every year for unused personal leave up to 40 hours. 

• Parental Leave: Employees may take up to 6 months of leave to begin at birth or date of adoption of their child. 

• Retirement:Grand Traverse County offers a defined contribution through MERS. The plan includes a generous match that fully vests after 6 years of employment.

• 457(b) Retirement Plans: The County also offers optional 457(b) deferred compensation and Roth retirement plans with matching contributions up to an approved amount, based on applicable contract provisions.

• Life Insurance: Benefitted employees automatically receive life insurance. 

• Short Term Disability:The County provides a plan through Mutual of Omaha, which pays two thirds of your salary or wages for a maximum of 182 days.

• Long Term Disability:The County provides a plan through Mutual of Omaha, which pays 60 percent of your salary or wages for a maximum of 24 months.