The Assistant Director of Human Resources serves as a key strategic and operational leader within the Human Resources Department, supporting the Director in the oversight, coordination, and continuous improvement of HR programs and service delivery. This role partners closely with executive leadership, department heads, legal counsel, labor representatives, and employees to deliver compliant, equitable, and future-focused HR services.

The Assistant Director assists in the development, implementation, and administration of human resources policies, programs, and initiatives, including but not limited to labor and employee relations, workforce planning and development, recruitment and talent acquisition, and organizational effectiveness.

The Assistant Director plays a leadership role in departmental planning, performance measurement, and modernization efforts, including the use of HR technology, analytics, and process optimization. In the absence of the Director, this position assumes full responsibility for departmental operations, which may include attending executive leadership training, evening City Council meetings, special meetings, and delivering presentations to elected officials, executive staff, and the public.Examples of Duties: This list may not include all tasks and/or knowledge which may be expected of the employee, nor does it cover all specific duties which may be required. Other duties may be assigned.

Provides leadership in employee and labor relations activities Citywide, including negotiations and contract administration for multiple collective bargaining units. Serves as a member of the City’s management negotiation team; develops bargaining strategies, conducts research, and prepares financial, operational, and workforce impact analyses.
Oversee the City’s recruitment, selection, and onboarding processes, ensuring equitable, efficient, and legally compliant practices. Directly supervises recruitment staff, establishes performance expectations, assigns projects, and evaluates outcomes.
Provides strategic and operational leadership in the design, implementation, and evaluation of workforce development initiatives, including training, leadership development, succession planning, and talent pipeline strategies. Directly supervises the workforce development and training staff, establishes performance expectations, assigns projects and evaluates outcomes.
Serves as a trusted advisor to department leadership by providing guidance on HR policies, labor agreements, performance management, discipline, and employee relations matters. Investigates and processes grievances and supports resolution of employee disputes, recommending corrective action when appropriate.
Partners with legal counsel on employment-related legal matters, labor agreements, negotiations, grievances, arbitrations, claims, litigation, and compliance issues. Assists in preparing documentation and may provide testimony in administrative or legal proceedings as required.
Maintains current knowledge of federal, state, and local laws, regulations, and best practices impacting public-sector human resources, including labor relations, benefits administration, payroll and tax compliance, workplace safety, and equity initiatives. Recommend policy and operational updates based on emerging requirements and trends.
Collaborate with the Director and HR team to establish short- and long-term departmental goals, track performance metrics, analyze trends, and implement continuous improvement initiatives.
Utilizes HRIS, payroll, time and attendance, and related systems to support data-driven decision-making, reporting, and service delivery. Participates in HR technology enhancements and process modernization efforts.
Responds to requests for information from employees, departments, administration, elected officials, the public, and external organizations. Documents, investigates, and resolves complaints with professionalism and discretion.
Assists with preparation, monitoring, and management of the Human Resources annual budget, ensuring alignment with City priorities and compliance with established fiscal guidelines.
Provides high-quality customer service and fosters a culture of professionalism, accountability, inclusion, and collaboration across the organization.

General Skill Level:

Knowledge Of

Principles and practices of public-sector human resources administration.
Labor relations and collective bargaining in a unionized environment.
Federal, state, and local employment laws and regulations.
Workforce development, organizational effectiveness, and change management.
HRIS, payroll, time and attendance, and HR analytics tools.

Skill in:

Communicating clearly, professionally, and persuasively both verbally and in writing.
Building collaborative relationships with employees, unions, leadership, elected officials, and the public.
Strategic planning, goal setting, and performance measurement.
Supervising, coaching, mentoring, and developing staff.
Exercising sound judgment, discretion, and confidentiality.
Analyzing complex operational and employee relations issues and implementing effective solutions.

Ability to:

Function effectively in a fast-paced, highly regulated, unionized environment.
Lead and support a positive, inclusive, and respectful workplace culture.
Plan, prioritize, and adapt work in response to changing organizational needs.
Prepare and deliver public presentations and briefings.
Develop, monitor, and manage budgets and ensure compliance with reporting requirements.
Interpret and analyze data, including basic statistical measures, to inform decisions and recommendations.
Establish and maintain effective working relationships across all levels of the organization and community.

Education/Experience

Required:

Bachelor’s degree in Human Resources, Public Administration, Business Administration, or a related field.
A minimum of seven (7) years of progressively responsible professional experience in human resources or public administration. At least four (4) years of Senior Level HR experience that includes supervisory or management experience.

Preferred:

Demonstrated hands-on experience working with legal counsel on employee/labor relations, investigations, compliance, and policy interpretation
Exposure to employment law across multiple areas (employee/labor relations, leaves & accommodations, terminations, wage & hour, compliance)
Comfort translating legal guidance into practical, business-ready HR solutions
Experience in a highly unionized public-sector environment.
Knowledge of local government operations, policies, and procedures.
Professional certification such as CLRP, IPMA-CP, SHRM-CP/SCP or PHR/SPHR.

Physical Requirements/Working Conditions: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of this position.

Work is performed primarily in office settings, with regular travel to City facilities and occasional travel to external meetings or training. Evening meetings and emergency response may be required. Physical demands may include lifting, reaching, stooping, and handling materials.

City of Bloomington, IL

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Assistant Human Resources Director