Risk Manager

Salary $104,047.32

• $135,261.88 Annually Location City of Las Vegas, NV Job Type Full-Time Job Number 26APR80086O Department Human Resources Department Division HR
• Risk, Compensation & Benefits Opening Date 04/16/2026 Closing Date 5/10/2026 11:59 PM Pacific Bargaining Unit EXEC About the Position Career Opportunity The city of Las Vegas invites applications for Risk Manager .

This position coordinates and manages all aspects of the City's risk management activities and services. These include occupational safety and liability loss control programs, and the City's commercial insurance portfolio including Workers' Compensation, property and liability insurance. Assesses and identifies the potential risks that may hinder the reputation, safety, security and financial stability of the City. Implements processes and procedures to ensure the City is prepared to deal with and avoid potential risks; and mitigates the effects of risk which are essentially unavoidable.

Hiring Range:

$104, 047 to $135,261 (Based on qualifications)

Full Range of Classification:

$104,047 to $166,476 Supervision Received and Exercised Receives direction from the Director of Human Resources and higher management staff. May exercise direct supervision over supervisory, technical and clerical staff. May oversee the work of staff in other departments on a project basis or in an advisory capacity. Selection Process The selection process will include a review of all applications with only the most qualified participating in an interview. Final candidate selection will include hiring interview (if applicable). Any individual offered employment will be required to pass a pre-employment drug test and complete background check. Some positions may require preliminary background checks. Example of Duties Essential Functions Assesses and updates the organization's existing risk management policies and protocols, and initiates new risk management policies as needed. Oversees property and excess liability insurance program, coordinates insurance renewals with assigned broker(s), manages contracts and activities of agent of record and third party administrators, and directs coverage and service. Monitors insurance programs to ensure effectiveness of brokers or claims administrators. Reviews contracts from the City's operating departments, analyzes contractor insurance documentation, and considers risk potential to grant or deny insurance waiver requests. Analyzes the City's claims, loss and accident history and identifies methods to eliminate, minimize, or indemnify risks or possible losses. Conducts detailed risk assessments, analyzes documents, statistics, reports and market trends. Develops and administers risk fund budget, revenues and expenses. Develops and implements goals and action plans and prepares related management reports. Represents the City to the public, in legal or administrative proceedings, or to other organizations or entities as required; advances and protects the interests of the City, and its residents and other stakeholders. Ensures compliance with relevant state and federal regulations by keeping abreast of risk related issues and attending seminars, classes, peer networking events and other training opportunities. Marginal Functions Attend and participate in professional group meetings; stay abreast of new trends and innovations in the assigned field. Perform related duties and responsibilities as required. Minimum Requirements Experience Three years of increasingly responsible experience in overall risk management responsibility or one of its areas such as ADAAA, Safety, Loss Control, Benefit Management, Vehicle Accident Investigations, Compliance or Auditing, etc. Education Bachelor's degree from an accredited college or university with major in Industrial Safety, Risk Management, Public Administration, Finance/Accounting, or a related field. A combination of formal education and directly related work experience may substitute for the degree. The City assesses 1.5 years of full-time experience as equivalent to one year of education. License or Certificate Possession of an appropriate, valid driver's license on the date of application, and maintenance thereafter. One or more of the following is desirable. Certified Risk Manager (CRM) Certified Safety Professional (CSP) Certified Safety & Health Manager (CSHM) Associate in Risk Management (ARM) Associate in Risk Management Public Entity Knowledge, Skills and Abilities Knowledge of Principles of risk management. Policies and practices of comprehensive occupational safety and health programs. Health and safety standards in a municipal government. Principles of supervision, training and performance evaluation. Modern and complex principles and practices of risk management, and applicable department operations, as they apply to a variety of areas such as employee benefit plans, liability insurance, IT security, and all other areas of the City having contracts and insurance policies. Applicable Occupational Safety and Health Administration (OSHA) regulations, standards, and letters of interpretation. Pertinent federal, state and local laws, codes, regulations, and industry best practices. Techniques for formal documentation and presentation. Municipal budget and financial reporting procedures. Modern office procedures, methods, computer equipment and common office software such as word processing, spreadsheet and email. Basis construction techniques to assist with claims development. Vehicle collision causations and investigative procedures. Ability to Identify gaps and risks in City's insurance coverages and contracts. Develop root cause analysis. Interpret, apply, explain and enforce applicable city codes, ordinances, regulations, policies and procedures. Define issues, collect and analyze pertinent data, identify alternative solutions, project consequences of proposed actions, draw valid conclusions, propose sound recommendations, and implement approved solution in support of goals. Communicate clearly, orally and in writing, and collaborate with various stakeholders, both internally and externally. Work cooperatively with other departments, city officials and outside agencies. Use initiative and independent judgment within established guidelines. Set and adjust priorities in a rapidly changing environment. Plan, organize and prioritize assignments. Meet critical deadlines. Manage multiple assignments. Produce written documents with clearly organized thoughts using proper sentence construction, punctuation, spelling and grammar. Seek and accept input and assistance from others. Empower employees by demonstrating confidence in their ability to be successful. Support creative thinking and problem solving by encouraging feedback. Help others understand and manage change. Prepare clear and concise reports. Establish and maintain effective working relationships with those contacted in the course of work, including city officials and the general public. Competencies In addition to

Core Workforce and Supervisor Competencies:

Executive Competencies Establishing Trust

• Noticing, interpreting and anticipating others concerns and feelings; creating opportunities for collaborative, respectful dialogue; showing trust in others first and holding self and others accountable for words and behaviors that build community; using face to face communication as a primary means to build trust within the organization. Communicating Clarity
• Developing and communicating goals in support of the city mission, vision and purpose; clarifying direction of work, roles and expectations for successful attainment of objectives. Providing Recognition
• Identifying and recognizing employees at all levels for their ideas, work and achievements; providing opportunities for both formal and informal recognition within the organization; creating a culture of peer recognition and encouragement. Reinforcing Organizational Health
• Routinely reviewing existing processes, practices and policies to ensure a balance in the ability to work productively and efficiently with employee needs for empowerment and development; changing processes, practices and policies when necessary to achieve the balance; establishing regular professional development time for each employee so they have opportunities to attend classes and other activities to enhance their professional growth; meeting regularly with employees.

Thinking Globally

• Finding effective solutions and prioritizing problems using holistic, "big picture" thinking; putting the needs of the broader organization or community ahead of the needs of an individual department or community; developing and analyzing both near and long term impacts of decisions. Business and Political Acumen
• Having expertise in technical, political and budgetary leadership responsibilities; preparing and presenting complex concepts and proposals in a respectful, collaborative, understandable way to build community; comparing competing priorities and agendas looking for ways to establish a win/win solution whenever possible; speaking at community events and to the media to enhance the city's reputation and standing with the broader community.

Community Engagement

• Identifying and working with different communities, whether internal, external or both, to achieve city mission, vision and purpose; including groups of stakeholders in decisions that affect them, directly or indirectly, whenever possible to do so; acting on decisions and strategies developed through community engagement.

CITY OF LAS VEGAS, NEVADA

Executive Compensation and Benefits

• 2026 COMPENSATION Annual Base Pay Increases Employees may be eligible for annual performance-based merit increase or cash bonus in first pay period of fiscal year.

City Manager and City Council may approve annual cost of living increase.

BENEFITS

Uniform Allowance Applies to uniformed executives in Fire & Rescue, Public Safety, and Municipal Court, currently $1,500/year Retirement Benefit eligible employees participate in the Public Employees' Retirement System of Nevada (PERS). PERS, a statewide defined benefit plan, calculates retirement benefits based on 2.25 percent (current percentage for employees hired 7/1/15 and after) for each year of service, applied to the employee's highest consecutive 36-month average salary. PERS also requires that employees share 50 percent of the PERS contribution, which is implemented by reducing the city's salary ranges. The highest consecutive 36-month average salary is increased commensurate with the salary range reductions required by PERS. Deferred Compensation The city offers a 457(b) Plan which is a government deferred compensation plan similar to a 401(k) plan. It offers both pre-tax and after-tax savings and investment options. Deferred Compensation Match City provides a 100% match annually (on a per pay period basis) to your contributions, up to the following amounts in a 401(a) plan

• Executive / Senior Executive) o Years 1-2 (0-24 months)
• $4,000 / $4,000 o Years 3-4 (25-48 months)
• $5,000 / $6,000 o Year 5 (49-60 months)
• $6,000 / $7,000 o After 5 years (>60 months)
• $7,000 / $8,000 Years of service in Benefits Plus Tiers I, II, and III combined Employees are fully vested in the match after 5 years of service or at age 65.

Medical, Dental and Vision Insurance Employees are covered the first of the month following date of employment. Five medical plans, two dental, and two vision plans are available. City pays 100% of employee premium + 50% of dependent premium. Life and AD&D Insurance City provides $100,000 insurance at no cost. Additional voluntary life insurance and AD&D insurance available for purchase. Senior Executives

• after 2 years of service as a Senior Executive, city will provide $25,000 additional life insurance, which will be permanently continued after separation.

Disability Insurance City provides short term and long term disability policies:

STD:

City pays 100% of base salary, for up to 90 days of medical disability lasting over one week under STD, from first day of disability City pays 100% of base salary for a period over 90 days, if employee has applied for long term disability or PERS disability retirement, until a determination is final or employee is separated

LTD:

Benefits begin after 90 days of disability. Payment is up to 70% of earnings, up to $15,000/month, and may not be supplemented with sick or vacation. Tuition Reimbursement Employee Assistance Program Annual Health & Wellness Reimbursement Employees may apply for reimbursement up to $2,400 per year for out of pocket health & educational wellness expenses. Reimbursement amounts may also be used for STEAM (Science, Technology, Engineering, Arts, and Mathematics) college classes and student loan repayments for the employee and immediate family members. Senior Executives—may apply for reimbursement up to $5,000 once every 24 months for an executive physical.

ANNUAL PHYSICAL EXAMS

Employees covered by a city health plan and their covered spouse and dependents over age 18 are eligible for a comprehensive wellness physical exam annually at no cost to them at ARC Health and Wellness.

VACATION

Year 1: 3.69 hours/pay period = 96 hours/year Years 2

• 5: 5.85 hours/pay period = 152 hours/year Years 6
• 10: 7.08 hours/pay period = 184 hours/year Years 11
• 15: 7.

69 hours/pay period = 200 hours/year Year 16 and over: 8 hours/pay period = 208 hours/year

Maximum Accrual:

250 hours, no accrual beyond that point

Sell Back:

Annual leave may be accumulated to a maximum of 250 hours; no accrual beyond that point. June and December sell-back, must leave balance of 40 hours. HOLIDAY City provides 12 holidays plus a birthday holiday.

SICK LEAVE

Sick Leave Accrual:

4 hours/pay period = 104 hours/year. Sick Leave, maximum accrual: 480 hours; no accrual beyond that point. Sick Leave, annual buy-back: None.

Sick Leave payout at separation:

None.

RETIREE HEALTH AND LIFE INSURANCE

Available for purchase

• retiree pays full cost of premium.

NOTE:

The city's Benefits programs can be amended, reduced or eliminated at any time with or without notice as a management prerogative. Revised 11/2025