Human Resources Director

Grand Traverse County Michigan•Traverse City, MI

14d•$128,830 - $160,545•Onsite

About The Position

Grand Traverse County’s Human Resources Director provides strategic leadership, management, and oversight of the County’s human resources and employee relations programs under the administrative direction of the County Administrator. The position serves approximately 550 employees across 35 departments and administers labor relations involving 15 bargaining groups. As a member of the County management team, the Director advises the County Administrator, elected officials, department heads, and supervisors; develops and implements human resources strategies; and promotes a positive, accountable, 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 employment laws, County policies, and collective bargaining agreements. The Director may serve as the County’s spokesperson in collective bargaining and represent the County in administrative proceedings and other employment-related matters. The role leads the Human Resources Department and its staff, administers its budget, prepares reports and presentations, manages or participates in vendor and contract processes, and works with County leaders and external partners. The position may require irregular hours, 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 use of the employee’s personal vehicle. The role works in an office environment and may require lifting or moving up to 25 pounds, reaching, sitting, standing, talking, hearing, and using hands to handle or feel objects.

Requirements

Bachelor’s degree in human resources management, labor relations, or business or public administration with substantial coursework in human resources management and/or labor relations.
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.
Valid driver’s license and personal vehicle insurance; must maintain eligibility to drive under the County’s Vehicle policy.
Advanced proficiency in English grammar, spelling, and punctuation.
Advanced knowledge of relevant federal, state, and local legislation, regulations, and ordinances, and of department-specific procedures, policies, practices, and subject matter.
Knowledge of governmental accounting, budgeting, financial management, procurement, County functions and organization, labor relations, union contract negotiations, employee rights, and hiring, employment, and separation policies and procedures.
Ability to use a personal computer to prepare reports, maintain records, and search for and compile data.
Advanced interpersonal skills and ability to develop and maintain effective working relationships.
Supervisory and employee management skills, including assigning, prioritizing, monitoring, and reviewing work and mentoring and training employees with varying backgrounds and aptitudes.
Ability to anticipate personnel issues; manage crises and critical incidents; negotiate and facilitate labor-management issues; and make personnel decisions firmly, fairly, and respectfully.
Ability to lead, take initiative, drive organizational excellence, develop and implement policies, prioritize departmental needs, and develop and execute strategic plans and manage change.
Ability to identify and resolve problems affecting the County’s mission; represent the County at community events; build community liaison relationships; persuade others; and explain complex policies, processes, regulations, and laws in plain language.
Ability to demonstrate sound ethics and judgment, think analytically, solve problems, make effective decisions, communicate verbally and in writing, facilitate meetings, organize and maintain records, maintain confidentiality and professional boundaries, and use County resources effectively.
A background check may be required initially and periodically; continued employment is contingent on a satisfactory background check, which may include identity, criminal-record, education and credential, driving-record, fingerprint, and drug and alcohol checks as permitted by law.
May be required to lift or move up to 25 pounds and to reach, sit, stand, talk, hear, and use hands to finger, handle, or feel.

Nice To Haves

Master’s degree in human resources, labor relations, or a related field.
Public sector human resources management experience.
Professional certification such as PHR or SPHR.

Responsibilities

Advise the County Administrator and other County leaders on workforce planning, organizational structure, employee relations, compensation, benefits, labor negotiations, performance management, and organizational development.
Lead the Human Resources Department, including planning, assigning, directing, and evaluating staff work; supporting employee development; and setting departmental priorities.
Develop and implement human resources goals, policies, procedures, and initiatives aligned with the County’s mission, values, and strategic priorities.
Collaborate with elected officials, department heads, supervisors, employees, and external partners on County management matters.
Develop and administer the Human Resources Department budget and participate in the County 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.
Oversee or participate in requests for proposals, vendor selection, and contract administration for benefits, insurance, human resources systems, and other services.
Identify opportunities to improve County services, processes, and communications.
Coordinate collective bargaining preparation and develop bargaining strategies and positions with the County Administrator and legal counsel.
Serve as spokesperson for the County bargaining team or direct and participate in collective bargaining processes.
Interpret and administer collective bargaining agreements and advise management on contract requirements and application.
Maintain working relationships with union representatives and address labor and employee concerns constructively and promptly.
Coach managers on employee relations, performance concerns, corrective action, discipline, workplace conduct, and contract and policy interpretation.
Oversee or conduct workplace investigations and recommend action based on findings, County policies, collective bargaining agreements, and applicable law.
Participate in grievance procedures, investigate and respond to grievances, and coordinate with legal counsel on arbitration and other proceedings.
Represent the County in administrative proceedings and hearings and coordinate with legal counsel on employment-related litigation and legal matters.
Oversee recruitment, selection, hiring, onboarding, and separation processes; advise departments on staffing, position planning, recruitment, and selection practices.
Assist with recruitment and selection for department heads, leadership roles, and other key positions.
Analyze workforce data, including vacancies, turnover, recruitment, and retention trends, and recommend strategies to address needs; support succession planning and career development.
Oversee compensation and classification programs, including job descriptions, job evaluations, salary surveys, and recommendations concerning classification and pay.
Research compensation trends and recommend approaches supporting internal equity, market competitiveness, and responsible use of County resources.
Oversee employee benefits, including health and welfare, retirement-related, leave, workers’ compensation, unemployment, and related insurance programs.
Work with carriers, brokers, third-party administrators, and service providers to administer and evaluate programs; recommend benefit changes and assist with communications, enrollment, and implementation.
Coordinate with Finance and other departments on benefit costs, payroll-related matters, and program administration.
Direct or support onboarding, training, leadership development, and professional development programs; work with department leaders to identify training needs and develop County-wide standards and resources.
Promote the County’s mission, vision, and values through communications, training, and workplace practices; advise leadership on organizational development, reorganizations, change management, and employee engagement.
Monitor employment laws and regulations and evaluate their implications for County policies and programs; develop, recommend, interpret, and administer personnel policies, handbooks, and procedures.
Advise management and employees on employment-related rights, responsibilities, policies, and processes; oversee or coordinate leave and accommodation administration with relevant parties.
Support workplace safety, employee health, and emergency preparedness initiatives with the Safety Team, Emergency Management, and department leadership.
Oversee the use and improvement of HR information systems, employee records, reporting tools, and related technology, while safeguarding confidential information.

Benefits

Medical high-deductible plan through Priority Health, with an annual County Health Savings Account contribution of up to $2,000.
No-cost employee vision plan and an enhanced plan through EyeMed.
Dental insurance through Delta Dental, with no employee cost or premium for diagnostic and cleaning services.
Wellness incentives and programs.
Employee awards and recognition throughout the year and on employment anniversaries.
Tuition reimbursement up to $5,250 annually for courses at an accredited college, university, or trade school.
Vacation days for benefitted employees.
12 annual holidays plus additional floating holidays.
Up to 72 hours of personal leave annually, depending on contract; payment for up to 40 hours of unused personal leave each year.
Parental leave of up to six months following the birth or adoption of a child.
Defined-contribution retirement plan through MERS with a matching contribution that fully vests after six years of employment.
Optional 457(b) deferred compensation and Roth retirement plans with matching contributions up to an approved amount, subject to contract provisions.
Life insurance automatically provided to benefitted employees.
Short-term disability plan through Mutual of Omaha, paying two-thirds of salary or wages for up to 182 days.
Long-term disability plan through Mutual of Omaha, paying 60 percent of salary or wages for up to 24 months.