Human Relations Director

Human Relations Director

Under the direction of the Senior Executive Director/CFO, the Human Relations Director is responsible for leading and directing all Human Relations activities and services in a collaborative manner with internal departments and external agencies. This position provides direct oversight of Human Resources, Risk Management, Employee Development, Wellness (SHIELD), and Recruiting, ensuring alignment and coordination across these functions. SHIELD encompasses employee wellness, resilience, peer support, mental health resources, and professional development initiatives designed to support the overall well-being and growth of agency personnel.

The Human Relations Director advises and counsels senior and executive leadership on Human Relations policies and procedures, applicable legal requirements, and the impact of related legislation on agency personnel. This position establishes and maintains a high standard of vision, leadership, and strategic direction for the agency's human resources and recruiting functions, including but not limited to benefits administration, compensation, workforce planning, recruitment and hiring, employee training and development, EEOC compliance, employee safety, personnel records management, retention of a highly qualified and diverse workforce, performance evaluation, position control, and office management.

This position provides strategic leadership and direct oversight of agency recruiting efforts, including developing and implementing innovative recruitment strategies, enhancing outreach and partnerships, monitoring hiring trends, and recommending program goals, objectives, policies, procedures, and courses of action to ensure the agency attracts and retains top talent.

The Human Relations Director fosters a positive work environment, promotes the development of a strong organizational culture, and ensures alignment of Human Relations practices with agency goals. This position serves as a senior manager and is required to maintain a high level of discretion and confidentiality regarding sensitive information, relationships, and discussions. The incumbent must demonstrate sound judgment, adaptability, and the ability to effectively manage multiple priorities.

The Human Relations Director supports and promotes the Sheriff's Office vision and mission while adhering to the agency's core values of honesty and integrity, accountability, teamwork, trust, respect, and commitment. This position is responsible for overseeing employee relations activities in accordance with established guidelines, sound administrative practices, and the organization's mission, values, and goals.

Essential Duties

Leadership, Strategy & Administration

• Provide leadership, administration, and supervision over all human relations operations which includes the Human Resources Section, Recruitment Section, and the Employee Development Section.
• Formulate, recommend, and implement strategic goals and objectives related to employee relations, labor relations, employee development, employee wellness and organizational culture.
• Develop, implement, and manage long-range strategic workforce plans aligned with agency priorities.
• Support organizational development, culture-building initiatives, and change-management efforts.
• Responsible for evaluating inquiries, determining appropriate courses of action, and delegating tasks as necessary.
• Collaborate with senior leadership and agency staff to assess, develop, and implement strategic initiatives and ongoing projects.

Employee & Labor Relations

• Lead or support labor relations functions, including interpreting labor laws, ensuring compliance, and assisting in the resolution of labor-related concerns.
• Investigate workplace issues, including working conditions, disciplinary matters, grievances, and applicant/employee appeals, and provide actionable guidance and recommendations to leadership.
• Oversee exit interviews and analyze turnover trends to inform and strengthen employee retention strategies.
• Provide coaching and guidance to managers and supervisors on HR practices, employee relations, and best practices for workforce management.

HR Program Evaluation & Reporting

• Evaluate HR program effectiveness through performance reviews, workflow analysis, record audits, and field observation.
• Analyze complex data sets and prepare clear, actionable executive summaries with recommendations.
• Prepare and present routine, required, and strategic reports for executive leadership.
• Support the development and monitoring of HR metrics and analytics to drive data-informed decisions.

Compensation, Benefits & Compliance

• Evaluate compensation structures for equity and market competitiveness.
• Oversee benefits administration and manage vendor relationships.
• Ensure compliance with FLSA, ADA, FMLA, and other applicable state, federal, and agency requirements.
• Recommend compensation adjustments based on market trends, performance, and organizational needs.

Talent Acquisition & Recruitment

• Develop and implement recruitment strategies and outreach initiatives.
• Oversee the candidate experience, interviewing workflows, and selection processes.
• Build relationships with educational institutions, community partners, and professional networks.
• Monitor upcoming retirements, forecast workforce needs, and oversee position control to ensure accurate tracking of authorized positions, vacancies, and staffing allocations across the agency.
• Lead workforce planning and long-range staffing forecasts.
• Implement diversity-focused recruitment and retention initiatives.

Training, Development & Succession Planning

• Oversee training programs, leadership development, and succession planning.
• Develop and maintain onboarding and orientation strategies.
• Identify organizational skill gaps and coordinate tailored professional development pathways.
• Oversee in-service employee training and administer educational assistance programs.

HR Systems, Records & Process Improvement

• Oversee HRIS implementation, maintenance, reporting, and data accuracy.
• Supervise employee records management and ensure compliance with retention requirements.
• Lead continuous improvement efforts to streamline HR operations, workflows, and service delivery.

Policy, Accreditation & Governance

• Lead the creation, review, and revision of HR-related agency policies and procedures.
• Participate in the Directive Review Committee and contribute to policy recommendations.
• Ensure the agency's performance evaluation program is applied consistently and equitably.
• Recommend hiring, promotion, disciplinary, commendatory, and termination actions for assigned personnel.

Cross Agency & External Collaboration

• Build and maintain community partnerships to support workforce and organizational initiatives.
• Represent the agency at assigned meetings, external engagements, and professional events.
• Serve as a liaison between staff, senior management, and external agencies regarding projects, proposals, and initiatives.

Professional Standards & Core Expectations

• Maintain all required licensures, certifications, and mandated in-service training.
• Communicate effectively, both orally and in writing, with internal and external stakeholders.
• Provide professional, courteous customer service to agency members and the public.
• Prepare and present clear, accurate, and concise written and oral reports.
• Uphold agency core values and represent LCSO with professionalism at all times.
• Report to work consistently, reliably, and as scheduled.
• Perform all assigned duties safely and without posing a direct threat to others.

Leadership and Management

• Perform upper-level administrative duties to include budgeting, correspondence, contract management, procurement, policy development, and reports.
• Prepare, review, and edit special project related documents and reports.
• Identify needs and project expenditures to meet agency goals and objectives; prepare operating budgets, review and monitor accounts of assigned area, and approve requisitions.
• Provide oversight to staff including employee performance reviews, support, coaching, guidance, and counseling.
• Analyze, resolve, or assist subordinates in resolving work problems as needed.
• Assist in employee development.
• Assign staff to duties according to workload by delegating the handling of special projects, scheduling, and training.
• Oversee allocation of resources.
• Provide impact analysis and advice on proposed projects and modifications to priorities for the agency.
• Set priorities and staff objectives.
• Develop, implement, and enforce policies and procedures, technical standards, and methodologies as they relate to human relations within the agency to increase quality, efficiency, and effectiveness.
• Determine long-term agency-wide information human relations needs.
• Develop agency strategic plan and actively participate in long-range human relations strategy planning for the agency.

Eligibility Criteria

• Bachelor's degree in Human Resource Management, Business or Public Administration, or a closely related field required; master's degree in a related field preferred.
• Ten (10) years of