Human Resources Director

Human Resources Director Black River Falls, WI $99,195.20

• $107,702.40 a year
• Full-time $99,195.20
• $107,702.40 a year
• Full-time The Human Resources Director serves as Jackson County's chief human resources executive and leads the administration of a centralized, countywide human resources system.

The position ensures workforce decisions are lawful, consistent, fiscally responsible, and aligned with County Board policy and strategic direction. Operating at a senior administrative level, the Director contributes to countywide operational strategy beyond traditional human resources functions. The role serves as the County's primary technical authority for human resources governance, workforce strategy, labor relations, compensation administration, investigations, compliance and risk management, and organizational development, while also supporting enterprise-wide initiatives, intergovernmental coordination, and Board-directed priorities. First review of applications on May 15, 2026.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Governance and Strategic Workforce Leadership:

Implements County Board-adopted workforce policies, compensation plans, and benefit programs Advises the County Board, Executive, Finance & Personnel Committee, Administrative Coordinator, and leadership on workforce risk, policy development, and compliance strategy Develops and administers countywide HR policies, procedures, and written directives of general application Prepares annual workforce reports and strategic recommendations to support fiscal sustainability and operational efficiency Leads countywide workforce planning and organizational modernization initiatives Coordinates with county leadership to evaluate organizational effectiveness, departmental structure, and service delivery models, recommending improvements aligned with Board priorities Leads and/or supports cross-functional, countywide initiatives and projects as directed by the County Board or its committees Prepares and contributes to resolutions, ordinances, and formal Board and committee materials in collaboration with Corporation Counsel and leadership Provides direct supervision of Human Resources Department staff

Centralized HR Administration and Technical Authority:

Oversees countywide human resources functions, including: Classification and compensation systems Recruitment, selection, and onboarding Employee benefits and leave administration Employee relations and discipline review Workplace investigations and compliance oversight HR policy interpretation and training Personnel records governance and HR information systems Issues written HR directives consistent with County ordinance and Board policy Oversees administration of Human Resources-related budgets and associated programs, ensuring alignment with County financial strategy and approved appropriations

Workforce Planning and Organizational Review:

Reviews staffing proposals, reorganizations, and FTE changes prior to committee and Board consideration Provides labor market benchmarking, fiscal impact analysis, and workforce data to inform policy decisions Maintains and monitors countywide organizational structure alignment Evaluates organizational and staffing needs in collaboration with department leadership

Employee Relations, Investigations & Risk Management:

Reviews and approves formal disciplinary actions prior to implementation, except in defined emergency situations Conducts or coordinates investigations involving discrimination, harassment, retaliation, misconduct, and policy violations Supports grievance administration and collective bargaining agreement compliance Ensures countywide compliance with employment laws and risk mitigation standards Supports enterprise risk management efforts related to employment practices, workforce liability, and insurance-related considerations in coordination with

Administration and Finance Labor Relations and Legal Coordination:

Serves as the County's primary labor relations resource Coordinates collective bargaining strategy and contract interpretation in partnership with the Administrative Coordinator and Corporation Counsel Oversees consistent implementation of labor agreements and legal guidance across departments Coordinates with Corporation Counsel and external legal partners on employment-related matters, including policy development, dispute resolution, and legal compliance strategy

Benefits Strategy and Workforce Wellbeing:

Administers benefit programs in compliance with law and Board policy Partners with Finance to analyze benefit costs, trends, and long-term sustainability Supports employee retention, engagement, and workforce wellbeing initiatives

Personnel Records and Data Governance:

Serves as official custodian of personnel records except where otherwise assigned by law Ensures secure maintenance and lawful release of records in accordance with public records requirements Utilizes aggregate workforce data to support strategic planning, reporting, and policy development

Risk Management, Organizational Leadership & Intergovernmental Coordination:

Coordinates with local, state, and federal agencies on workforce, regulatory, and operational matters impacting County government Represents the County in professional, intergovernmental, and public forums as assigned Supports administration of County liability insurance programs and financial risk considerations Supports continuity of operations and may serve in a supporting role in emergency management coordination efforts Minimum Qualifications Bachelor's degree in Human Resources, Public Administration, Business Administration, or related field Seven (7) years of progressively responsible human resources experience Three (3) years of leadership or supervisory experience Equivalent combinations of education and experience may be considered Valid driver's license and access to transportation Preferred Qualifications Master's degree in Human Resources, Public Administration, or related field Senior public sector HR leadership experience SHRM-SCP, SPHR, IPMA-SCP, or similar certification Experience working with governing boards, elected officials, or public committees Key Competencies Public Sector Human Resources Leadership Employment and Labor Law Expertise Collective Bargaining and Labor Strategy Workplace Investigations and Risk Mitigation Classification and Compensation Systems Design Workforce Planning and Organizational Strategy Governance and Policy Implementation Data Analytics and Workforce Reporting Executive Communication and Board Relations Stakeholder Engagement and Conflict Resolution Ethical Decision-Making and Professional Integrity Change Leadership and Organizational Modernization

BENEFIT SUMMARY

Health Insurance Employee Contribution 2026:

Non Union Employees:

Premium Employee Share

• 11% Family
• $2,477.85/month $ 136.28/pay period Single
• $1,086.

78/month $ 59.78/pay period

SHERIFF'S DEPUTIES UNION

Premium Employee Share

• 12% Family
• $2,477.85/month $ 148.67/pay period Single
• $ 1,086.78/month $ 65.21/pay period Vision

• VSP 2026

  Family
• $11.22/ pay period Employee + 1
• $6.82/ pay period Employee & Child
• $ 6.96/ pay period Single Plan
• $ 3.83/ pay period Dental Insurance 2026: Employee Share
• 50% Premium Employee Share Family Plan
• $84.98/month $21.25 / pay period Single Plan
• $29.

82/month $7.10 / pay period

Life Insurance:

County paid for employee equal to yearly salary. Additional coverage and coverage for spouse and dependents are available at additional cost.

Deferred Compensation Plans:

Two plans are available.

Voluntary Accident/Cancer/Critical Illness Insurance:

Employer will contribute $10 per month towards the plan.

ID Protection State Retirement:

Employer match 50%

PTO:

General Employees:

22 days during years 1 & 2 to a maximum of 37 days

Managers:

27 days per year during 1st

• 6th years of service; to a maximum of 37 days

Jail/Dispatch:

24 days during years 1-5 to a maximum of 37 days

Holidays:

Non-Law Enforcement:

9 specific and 1 floating

Law Enforcement:

10 personal days in lieu of holidays This benefit summary is for informational purposes only. It is not intended as an implied contract of employment.