$145,000.00\nMin Education\nBA/BS/Undergraduate\nSalary
Type\nYearly Salary\nJob Function\nOther\nOrganization Type/Size\nOrganization
Other\nAI Summary & Insights Description Position Summary The Human Resources Director leads the Town's human resources and labor relations programs.

The director advises the Town Manager, department heads, and supervisors on personnel matters and helps ensure that employees are treated fairly, consistently, and in accordance with law, Town policy, and collective bargaining agreements. The director serves as the Town's chief labor negotiator and is responsible for collective bargaining, contract administration, recruitment, compensation, benefits, employee relations, workplace investigations, performance management, workers' compensation, workforce planning, and employment-law compliance. This position requires independent judgment, political neutrality, discretion, and substantial experience in a multi-union environment. Essential Duties Human Resources Leadership Develops, recommends, and administers Town-wide human resources policies, procedures, and programs.\nAdvises the Town Manager, department heads, and supervisors on staffing, employee relations, performance, discipline, organizational structure, and compliance with personnel requirements.\nHelps align staffing, compensation, labor relations, and employee-development programs with the Town's operational and financial needs.\nPrepares and administers the Human Resources Department budget and assists with personnel and benefit costs in the Town budget.\nProvides technical direction to departments on human resources matters but does not normally supervise employees assigned to other departments. Labor Relations Serves as the Town's chief spokesperson or lead representative in collective bargaining unless otherwise directed by the Town Manager.\nDevelops bargaining strategies, prepares costs proposals, drafts contract language, evaluates union proposals, and advises the Town Manager and Town Council on negotiations.\nInterprets and administers collective bargaining agreements, personnel policies, pay plans, benefit programs, and work rules.\nRepresents management in grievances, mediation, arbitration, prohibited-practice proceedings, and related matters.\nWorks with labor counsel and prepares records, correspondence, proposals, and other documents needed for negotiations and hearings.\nMonitors the administration of labor agreements to promote consistent practices across Town departments. Employee Relations and Investigations Advises managers on employee performance, coaching, corrective action, discipline, and termination.\nReviews proposed hiring, disciplinary, suspension, and termination actions for compliance with law, contracts, policies, and Town procedures.\nPrepares or reviews warnings, pre-disciplinary notices, suspension and termination letters, settlement agreements, and related documents.\nConducts or coordinates fair and timely investigations involving misconduct, harassment, discrimination, retaliation, workplace violence, policy violations, and other employee concerns.\nInterviews witnesses, reviews evidence, prepares findings, and recommends appropriate action.\nMaintains confidentiality and impartiality in sensitive personnel matters. Recruitment and Workforce Development Plans and manages recruitment, selection, promotion, hiring, and onboarding.\nDevelops recruitment strategies for professional, technical, public-safety, managerial, hourly, and difficult-to-fill positions.\nDevelops or reviews job descriptions, job announcements, interview questions, rating standards, tests, background-screening procedures, and selection records.\nPromotes fair, inclusive, and job-related hiring practices.\nWorks with departments to improve employee retention, communication, training, and professional development.\nAnalyzes vacancies, turnover, retirements, staffing levels, and critical-position risks and recommends workforce and succession plans. Classification, Compensation, and Performance\nAdministers the Town's position classification and compensation systems.\nConducts or coordinates job reviews, salary surveys, market studies, internal-equity reviews, and compensation analyses.\nReviews requests for new positions, reclassification, promotion, and compensation changes.\nIdentifies pay compression, internal inequity, and recruitment problems and recommends practical solutions.\nDevelops and supports consistent performance-evaluation, coaching, and performance\nimprovement practices.\nTrains and advises supervisors on effective management, documentation, contract administration, and conflict resolution.\nReviews organizational structures and work practices and recommends improvements in accountability, communication, and service delivery. Benefits, Leave, and Workers' Compensation Administers or oversees employee health, dental, life, disability, retirement, employee\nassistance, and other benefit programs.\nWorks with the Finance Department, consultants, insurers, brokers, and benefit providers to evaluate and manage benefit programs and costs.\nCoordinates compliance with leave, disability, accommodation, and workers' compensation requirements.\nAdministers the reasonable-accommodation and interactive processes required by law.\nCoordinates issues involving FMLA, the Connecticut Paid Leave Act, ADA accommodations, workers' compensation, fitness for duty, and collective bargaining agreements.\nServes as or oversees the Town's Workers' Compensation Claims Administrator.\nProcesses and monitors claims, communicates with employees and departments, and supports safe return-to-work arrangements. Compliance, Records, and HR Information Promotes compliance with federal and Connecticut employment, labor, civil-rights, wage, leave, safety, privacy, and public-records laws.\nMaintains working knowledge of laws including MERA, FLSA, FMLA, ADA, Title VII, the Connecticut Fair Employment Practices Act, the Connecticut Paid Leave Act, OSHA and

CONN-OSHA

requirements, COBRA, HIPAA, workers' compensation laws, and the Connecticut Freedom of Information Act.\nIdentifies legal and operational risks and recognizes when review by legal counsel or another specialist is needed.\nMaintains accurate and secure personnel records and complies with confidentiality, public\nrecords, record-retention, and litigation-hold requirements.\nAdministers or supports human resources information systems, applicant-tracking systems, payroll and benefit interfaces, and electronic personnel files.\nDevelops and reviews HR data, including vacancies, hiring times, turnover, overtime, grievances, workers' compensation claims, benefit costs, and workforce trends.\nPrepares clear reports and recommendations for management and elected officials. Other Duties Responds to employee questions about policies, benefits, contracts, and workplace procedures.\nPrepares and maintains required equal-employment-opportunity and affirmative-action programs and reports.\nAttends negotiations, hearings, evening meetings, and emergency meetings when required. Leads special administrative or organizational projects assigned by the Town Manager.\nPerforms related duties consistent with the position. Knowledge, Skills, and Abilities Considerable knowledge of public-sector collective bargaining, contract administration, grievance handling, arbitration, employee discipline, and municipal labor relations.\nConsiderable knowledge of federal and Connecticut employment and labor laws and the ability to apply them fairly and consistently.\nKnowledge of strategic human resources management, workforce planning, succession planning, recruitment, classification, compensation, benefits, performance management, and organizational development.\nKnowledge of fair workplace-investigation methods, including interviewing, evidence review, credibility assessment, documentation, and preparation of findings.\nKnowledge of HR information systems, applicant-tracking systems, personnel records, data security, and human resources reporting.\nAbility to develop bargaining strategies, cost proposals, draft contract language, and communicate management positions clearly and persuasively.\nAbility to analyze staffing, compensation, benefit, financial, legal, and organizational issues and recommend practical solutions.\nAbility to conduct impartial investigations and handle confidential and sensitive matters with sound judgment.\nAbility to advise and coach managers and supervisors on employee relations, performance, discipline, and contract administration.\nAbility to explain complex personnel, legal, contractual, and financial matters in clear oral and written language.\nAbility to work professionally with employees, unions, department heads, attorneys, consultants, elected officials, government agencies, and the public.\nAbility to remain neutral and effective in a visible municipal environment and to distinguish the roles of the Town Council, Town Manager, department heads, and Human Resources Department.\nAbility to manage several complex assignments, meet deadlines, respond to changing priorities, and work independently.\nSkill in conflict resolution, negotiation, project management, public speaking, professional writing, and the use of modern office and human resources technology. Minimum Qualifications A bachelor's degree from an accredited college or university in human resources, labor relations, public administration, business administration, law, organizational development, or a related field. At least seven years of progressively responsible professional experience in human resources or labor relations, including:\nAt least three years in a management, supervisory, or senior advisory role; Substantial experience with collective bargaining and contract administration; and\nExperience in a multi-union environment. A relevant graduate degree may substitute for up to two years of general professional experience. It may not replace the required collective bargaining, multi-union, or senior-level experience. An equivalent combination of education and experience may be considered if it provides the knowledge, skills, and abilities required for the position. Preferred Qualifications Public-sector or municipal human resources experience.\nExperience serving as a chief spokesperson or lead negotiator.\nExperience with Connecticut municipal labor and employment law.\nExperience conducting workplace investigations and advising on discipline and termination.\nExperience with compensation studies, organizational development, workforce planning, and HR data analysis.\nA relevant master's degree, law degree, or professional HR certification.\nProfessional working ability in English and Spanish. Special Requirements Must possess and maintain a valid motor vehicle operator's license.\nMust be available for evening meetings, negotiations, hearings, and other work outside normal business hours when required.\nMust complete any employment screening required by Town policy and applicable law. Physical and Work Requirements The position is primarily professional and administrative work performed in offices and meeting settings.\nThe employee must be able to communicate accurately in person, by telephone, through virtual-meeting systems, and in writing, with or without reasonable accommodation.\nThe employee must be able to use a computer, review electronic and printed records, attend meetings at Town facilities, and occasionally carry ordinary work materials.\nThe position may involve long periods of sitting, standing, reading, writing, speaking, listening, and computer use.\nThe employee may encounter stressful or confrontational situations and must maintain professional judgment and composure.\nReasonable accommodations may be made to allow qualified individuals with disabilities to perform the essential functions of the position. Equal Employment Opportunity The Town of Windham is an equal opportunity employer. Employment decisions are made without regard to any status protected by federal or state law. The Town provides reasonable accommodations to qualified applicants and employees with disabilities as required by law. General Statement This description explains the general nature and level of the work. It is not an employment contract. The Town may change the duties, responsibilities, qualifications, or reporting relationships of the position as its needs and legal requirements change.

Job ID:

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