This position is at the Department Director level and directly or indirectly supervises the Benefits & Compensation Manager, the Recruitment and Learning & Development Specialist, the Benefits & Leave Specialist, and the Human Resources Generalist, and other HR staff that may join the department.
The Human Resources Director plans, leads, directs, develops and coordinates the policies, activities and staff of the County’s Human Resources (HR) department in furtherance of the policy priorities of the Board of County Commissioners and the County Manager, as directed by the County Manager. Assists all county departments and elected officials in recruitment, selection, training, development, and retention of a professional, public service-oriented workforce. Ensures compliance with all federal, state, and local employment laws and regulations. Develops and administers personnel policies and procedures, compensation and benefits systems, and other employee programs.
ESSENTIAL JOB FUNCTIONS:
(These duties are illustrative of typical essential responsibilities of the job, and may vary according to assignment)
Collaborate with senior management 15%
Works with senior managers and elected officials to understand organization’s overall strategic initiatives and with all management to understand individual department’s/office’s objectives. Plans, leads, develops, coordinates, and implements policies, programs, processes, trainings, and initiatives to support organizations’ stated goals. Provides guidance on best practices, legal compliance, talent management, organizational structure, and other HR-related topics.
Department Management 15%
Plans and directs the activities of the County’s HR staff. Develops department vision, mission, metrics, and goals. Hires, trains, supervises, and directs HR staff. Meets regularly with staff (team and 1-on-1 mtgs), establishes job responsibilities, developments individual short and long-term goals, conducts performance reviews, provides feedback and coaching as needed, etc. Prepares and ensures adherence to department budget; determines allocation of resources. Ensures personnel records are appropriately maintained, retained, and destroyed.
Employee Relations & Legal Compliance 30%
Provides employee and supervisor counseling and support on performance related issues (e.g. conflict management, employee development plans, goals, discipline, grievances, etc.). Formulates, recommends, interprets, implements, and oversees compliance with all HR policies and procedures. Investigates and documents employee complaints (e.g. harassment, retaliation, etc.), at times in collaboration with the County Attorney’s Office and/or outside legal counsel, and recommends appropriate action. Assists supervisors and employees in interpreting and implementing employment and labor laws and County HR policies. Ensures ongoing legal compliance with all employment and labor related laws and regulations.
Talent Acquisition & Development 20%
Oversees the County’s talent acquisition and talent development programs and initiatives. Works closely with management as a strategic partner in an effort to enhance overall employee performance. Oversees the County’s performance management system. In response to stated needs and skills gaps, conducts training needs assessments and develops comprehensive training programs.
Total Compensation 15%
Proposes and oversees wage and benefits budgets, ensures proper market position by conducting regular market assessments and cost/benefit analyses, designs and administers County’s benefits package and pay plans, and leads vendor selections/negotiations. Develops and presents proposals on benefits and wage plan revisions, additions, and deletions to ensure the County has a competitive, equitable, and financially feasible total compensation package that will attract and retain high quality employees.
Non-Essential Functions:
Work on special projects as assigned, participate in committees as directed, and other duties as assigned.
CORE COMPETENCIES:
(Representative of the knowledge, skills, and abilities expected of the position)
MINIMUM QUALIFICATIONS:
(Any combination of experience and education that would likely provide the required knowledge, skills and abilities as determined by Garfield County may be substituted for the following requirements.)
Physical Activities and Work Environment
The physical activities and work environment described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodation may be made to enable otherwise qualified individuals with disabilities to perform essential functions.
Required Physical Activities:
Work Environment:
Standard office environment. The noise level in the work environment is moderately quiet, with frequent interruptions and multiple demands. May visit non-standard job sites such as the Landfill and Fairgrounds with limited exposure to the outdoors and adverse weather conditions.
Work Hours:
This position’s core hours are Monday through Friday, 8:00 am-5:00 pm. Occasional additional work hours and attendance at night or weekend events could be required.
Required Travel:
The employee is regularly required to travel between County offices and occasionally outside the County or State for training and conferences.
Technology and Equipment:
Computer and relevant software applications such as word processing, spreadsheet and presentations software, Human Resources Information Systems (HRIS), Applicant Tracking Systems (ATS), Performance Management Systems (PMS), Learning Management Systems (LMS), internet, telephone system, printer, scanner, shredder, facsimile, and copier.
THIS JOB DESCRIPTION DOES NOT CONSTITUTE AN EMPLOYMENT AGREEMENT. Nothing in this job description restricts Garfield County’s ability to assign, reassign or eliminate duties and responsibilities of this job at any time. It does not prescribe or restrict the tasks that may be assigned. This job description describes the County’s current assignment of essential functions. Those functions may change at any time as the needs of the County change or for other reasons deemed appropriate by the County.
Please mention you found this employment opportunity on the CareersInGovernment.com job board.
Qualified applicants should apply online, and submit a cover letter and resume by 5/10/2024. The hiring range is $117,873.60 to $147,347.20 and the full Salary range is $117,873.60 to $176,820.80/yr DOQ. Salary will be based on the candidate’s qualifications and experience. A generous benefits package includes 100% paid health insurance, retirement plan, disability and life insurance, and paid time off.
To view information about our benefits package, please visit https://www.garfield-county.com/human-resources/benefits-brochure/
Garfield County Incorporated on February 10, 1883, Garfield County, Colorado, is named after the 20th President of the United States, James A. Garfield. Born in Ohio on November 19, 1831, Garfield is a very appropriate namesake for a county as diverse as this. Diverse in his background, interests and profession, some part of his life is likely to inspire everyone.
Garfield County is one of the largest counties in Colorado, incorporating nearly 3,000 square miles on the western boundary of the state. The county has more than doubled in population since 1985 and is projected to double in size again by 2040. With this continual population increase and growth pressure comes many transitions within each of the six incorporated communities, as well as changes seen at a countywide level.
With a county that is rapidly changing, it is important to track its physical, social and economic factors, in order to give a general indication of where the county has been, as well as where it will likely go. Information of this nature can be helpful, not only for county and municipal governments, but also for those thinking of starting a business, relocating to the area, or for residents curious about the baseline information about where they live.