Human Resources Director

Priority Position Deadline: Noon on Tuesday, February 17, 2026. Interviews: will be held the week of February 23, 2026. Full Wage Scale: $109,954.94 - $148,438.97/ Annually, Final starting wage offered will be based on education and experience. Benefits:Competitive Pay Paid Time Off 13 Paid Holidays MN PERA Retirement Weekend, Night & Holiday Premiums Health Insurance (Some plans at $0.00 per month) Dental Insurance Vision Insurance Onsite Fitness Room Excellent additional Benefit & Retirement Packages MN Paid Leave Program Employer Paid Short-Term Disability Department: Human Resources Rating: D71 Supervisor Title: Chief Administrative Officer FLSA Status: Exempt Minimum Qualifications of Education and Experience:Bachelor's degree in Human Resources or related field or equivalent knowledge gained through experience. Ten or more years of experience within related technical/functional work area including human resource generalist functions and labor relations, including five years of supervisory/management experience in progressive degrees of difficulty. Regular and reliable attendance is a necessary component of job/position. Required License (s): Incumbents in this class typically require: Valid driver's license Desirable Qualifications:Graduate degree in human resource management, organizational development or related specialization. Human Resource Certification Public Sector experience Effective leadership skills including team leadership experience, coaching, mentoring and development skills Personal and interpersonal skills Project management and decision making skills Business acumen Financial reasoning Strategic agility Long range planning skills Competencies:Serves as a positive example to other County personnel with regard to workplace actions, decisions, work skills, attitude and adherence to workplace policy and procedures Has strong communication and interpersonal skills, is honest, equitable and dependable Embodies teamwork and cooperation within and across County departments and with the public Communicates effectively with the Department/Division leader and keeps management apprised of important matters ongoing in the department Respect all colleagues, co-workers, board members and the public and lead those around you to do the same Thinking Competency: Demonstrate superior judgment, shape strategy, drive innovation, foster a broad perspective, anticipate customer needs and shape organizational results People Competency: Inspire others to excel, drive change, attract, develop and retain top talent, effectively lead a diverse organization, build networks and relationships, communicate with impact Personal Competency: Demand ethical behavior, leads courageously, model adaptability, and optimize self-development Results Competency: Align the organization, drive execution, ensure program and service quality, create a high performance culture Nature of Work: The Director of Human Resources is a senior leadership position with responsibility for the functional discipline of human resource management and shared responsibility, along with other department leaders, for a broader organizational management role, participating in the development and execution of organizational vision, strategy and goals with respect to programs, people and resources. This position has accountability for a number of distinct functions encompassing employment, training and development, compensation and benefits, safety and risk management, organizational development, employee and labor relations and legal compliance. The director is accountable for establishing the human resource vision and strategy to support current and long-term organizational goals. The director is accountable for the development and execution of human resource programs and practices that contribute to a high performing organization, alignment with County values, promoting effective employee and labor relations, minimizing exposure to loss and ensuring organizational efficiency and effectiveness as well as compliance with internal and external policies, guidelines and regulation. Also important is the director's ability to provide guidance on structure, staffing, mentoring and management, assisting department leaders with the effective utilization of their staffing resources. With respect to the business leadership role, the director is required to be well versed in county vision and strategy as well as current and future issues and trends impacting or potentially influencing county operations and performance. Further, the director is required to actively participate in discussions and ultimately decisions affecting county performance, whether financial, operational, administrative, employee or customer oriented. The position requires a human resource professional with prior leadership experience in a generalist role. Labor relations and multi-unit experience is desired, as is prior accountability for functioning as a leadership team member. Essential Work Functions (Illustrative only):FrequencyBand 1. Human Resource Strategy - Develop human resource practices, applications and projects to support the achievement of county strategies, initiatives and projects, ensuring the achievement of short term and long-term goals. Daily 20% D6 2. Department Management - Develop structure and staffing model, hire, train, mentor assign accountabilities and manage department staff, and workflow to accomplish department and organizational goals. Daily 20% D6 3. Organizational Development - Provide guidance regarding organizational structure, staffing, competencies, succession and training to ensure that the organization's human capital is well positioned to achieve organizational goals. Weekly 25% D6 4. Employee Relations - Develop programs and practices that cultivate favorable employee relations, consistent with organizational values and culture, ensuring a high degree of employee satisfaction and productivity. Weekly 25% D6 5. Labor Relations - Manage all labor relations including contract interpretation, grievance resolution and contract negotiations, in a manner that ensures operational effectiveness and the accomplishment of organizational objectives. Weekly 25% D6 6. Performance Management - Develop and manage performance management programs, ensuring programs are designed to measure and reward the accomplishment of organizational strategies and performance goals, creating alignment and focus throughout the county. Monthly 10% D6 7. Benefits - Develop and manage employee benefit plans including plan design, provider relationships, plan administration, plan communications and financial management, ensuring market competitiveness and effective financial performance. Monthly 10% D6 8. Compensation - Develop and manage compensation plan design, administration and communication, ensuring market competitiveness, ease of administration, compliance with regulations governing pay equity and the achievement of staffing and financial objectives. Monthly 15% D6 9. Risk Management - Guide the development and management of effective risk management programs ensuring a safe and secure environment for people, minimizing financial risk and achieving budgeted objectives. Monthly 10% D6 10. Staffing - Develop programs and processes that ensure the effective recruitment and retention of qualified personnel consistent with current and future objectives and in compliance with all governing regulations. Monthly 20% D6 11. Training and Development - Develop and deploy a comprehensive training and development program, ensuring that activities are aligned with organizational objectives and outcomes are creating the desired knowledge, skills, behavior and productivity. - Work directly with leadership to assist their own development as leaders. Assist leadership with difficult conversations with employees or other actions as requested. Work to ensure equity in employee accountability and development across departments Monthly 10% D6 12. Legal/Compliance - Ensure compliance with all local, state and federal laws governing employment, worker health, safety, and related matters, through effective processes, postings, education and audits, to minimize risk create a favorable working environment. Monthly 20% D6 13. Financial - Develop department budgets and manage department expenses, in a manner that reflects alignment with organizational goals and achieves expected outcomes. Monthly 10% D6 14. Organizational Leadership - Participate in the development and execution of decisions impacting the organization as a whole, maintaining knowledge and understanding of organizational performance, key initiatives, and developments to successfully contribute to team decisions and ensure the achievement of short and long-term goals. Monthly 20% D6 15. Special Projects and Other - Perform all other related assignments as required, including special project assignments, in a professional manner. As Required N/B 16. Serve as a business partner to each county department /division providing direction and guidance on high level employee performance management issues including leading discipline meetings and Loudermill hearings. Serve as mentor to leaders in addressing department issues, conducting employment investigations, and working collaboratively with the County Attorney, County Administrator, and outside counsel to implement recommendations. Daily Level of Decisions: Decisions made at this level require development of organizational goals in collaboration with higher levels. Development of programs, policies and procedures to accomplish countywide goals and objectives, and development of plans concerning the allocation of resources. Assignments are broad in nature, usually requiring some originality and ingenuity to ensure an appropriate alignment between assignments and organizational policies and objectives. Incumbents in this class are responsible for the outcome and performance of more broadly defined objectives and programs and may have considerable responsibility for the effective management of people (staff) and resources (budget), which includes leading the work of lower-level professional, supervisory and specialized staff. Direction Received/Provided: Incumbents in this class are responsible for the outcome and performance of the operations of assigned department, have responsibility for the oversight of people (staff) and resources (budget), which includes supervising the work of staff. Incumbent reports directly to County Administrator. Decisions made at this level are to create, interpret and carry out the objectives of the department, which may include the creation and oversight of procedures and work methods. Knowledge, Skills and Abilities Required: Skill in interpersonal communication including speaking, presenting and interacting with composure, professionalism and discretion. Ability to establish and maintain effective working relationships with employees, co-workers, elected and appointed public officials and public and private agencies. It is essential for incumbent to have strong interpersonal and communication skills for interacting with the public, co-workers and staff members. Leadership skills; Applicable federal, state, and local laws, rules, and regulations; Program development and administration principles and practices; Employee relations principles and practices; Negotiation techniques; Human resource program management principles; Computers and related software applications; Supervising and evaluating employees; Prioritizing and assigning work; Preparing and administering budgets; Managing a comprehensive human resource program; Interpreting and applying applicable laws, rules, and regulations; Managing and negotiating contracts. Persons with Disabilities: The above is a general listing of job duties. Essential and non-essential functions may vary by individual position. Reasonable accommodations may be available for both essential and non-essential job duties. Physical Demands and Work Environment: In compliance with Americans with Disabilities Act, the following represents the Physical and Environmental Demands: Work performed is sedentary in nature, and typically performed within the Government Center or a satellite office. May occasionally lift 15-20 pounds. Frequent wrist and finger manipulation due to high amount of filing, compiling, calculating, or computer work. Equipment used may include, but is not limited to, computer, calculator, telephone, camera, and copier/scanner/fax machine. Occasional out of town travel may occur. Work interruptions are frequent. There is some pressure associated with project or activity deadlines. May also deal with individuals who may be emotionally charged. Additional physical/mental requirements that occur may not be listed above but are inherent in performing the position's essential functions. Disclaimer: This description is intended to describe the kinds of tasks and levels of work difficulty being performed by people assigned to this classification. The list of responsibilities is not intended to be construed as an exhaustive list of all responsibilities, duties and skills required of personnel so classified. Access to Not Public Data: A county employee in this position may encounter Not Public Data as defined by Minnesota or federal law in the course of the job duties. Any access to Not Public Data should be strictly limited to accessing the data that is necessary to fulfill the defined job duties. While data is being accessed, the employee should take reasonable measures to ensure the Not Public Data is not accessed by unauthorized individuals. Once the work reason to access the data is reasonably finished, the employee must properly store the Not Public Data according to the applicable provisions of Mower County employee policies and Minnesota or federal law. All employees are expected to become familiar with and comply with the requirements of the County's Data Practices and Data Security Policies and a breach of these policies may lead to disciplinary action against the employee. Equal Opportunity Employer This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor.

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