Human Resources Director

County of Door•Sturgeon Bay, WI

7d•Onsite

About The Position

This position serves as the County’s lead authority for human resources systems, policy interpretation, and workforce practices. The Human Resources (HR) Director is responsible for the consistent application of personnel policies, administration of classification and compensation systems, and oversight of employee and labor relations across all departments. The position operates with delegated authority from the County Administrator to make and enforce routine human resources decisions, while coordinating with the County Administrator on high-risk, precedent-setting, or financially significant matters. The HR Director is accountable for the reliability, consistency, and effectiveness of the County’s human resource’s function and for reducing the need for routine escalation of personnel matters. The role combines operational responsibility with organization-wide accountability and requires sound judgment in balancing legal compliance, fiscal constraints, and organizational needs including but not limited to engagement and retention.

Requirements

Bachelor’s degree in Human Resources, Public Administration, Business Administration, or a related field.
At least five (5) years of progressively responsible human resources experience, including substantial experience in employee relations, classification and compensation, and policy administration.
At least five (5) years of supervisory or leadership experience.
Experience in labor relations, including contract administration and grievance handling.
Demonstrated experience applying employment laws and personnel policies in a complex organizational setting.
Professional certification (e.g., SPHR, PHR, SHRM-SCP, SHRM-CP) is expected at the time of hire or obtained within one year after hire.
Valid Wisconsin driver’s license.
Equivalent combinations of education and experience may be considered where permitted.

Nice To Haves

Experience in public sector human resources, preferably in local government, is strongly desired.

Responsibilities

Leads and administers the County’s human resource functions, with responsibility for service delivery, system integrity, and consistency of application across departments.
Exercises authority to interpret and apply personnel policies, procedures, and classification standards; ensures consistent implementation and addresses deviations where they occur.
Administers and maintains the County’s classification and compensation systems, including position evaluation, pay structure administration, and labor market analysis.
Ensures effective recruitment and selection processes through assigned staff, including adherence to established standards and County hiring practices.
Provides direction to departments on employee relations matters, including performance management, discipline, and workplace issues; requires corrective action where policies are not followed.
Coordinates and participates in investigations; determines appropriate course of action in consultation with Corporation Counsel and the County Administrator as needed.
Leads or coordinates labor relations activities, including contract administration, grievance handling, and participation in negotiations, in alignment with County leadership and legal counsel.
Develops, updates, and enforces personnel policies and procedures; ensures alignment with applicable laws and organizational expectations.
Ensures compliance with federal and state employment laws and regulations; identifies risks and implements corrective measures.
Ensures effective administration of Human Resource Information System (HRIS), personnel records, and benefits functions through assigned staff.
Prepares and administers the HR budget; provides analysis and recommendations related to personnel costs and workforce planning.
Advises the County Administrator and governing committees on personnel matters, providing analysis, options, and recommendations.
Attends and participates in committee and board meetings as required.
Prioritizes workload and allocates departmental resources within a lean staffing environment, balancing transactional demands with higher-level organizational needs.