Executive Director - Human Resources

County of York; York (York County); On-site; USD 120,000 - 160,000; Full time

Job summary

County of York seeks an experienced HR leader to provide vision and direction for human resources, workforce development, and risk management. You will drive strategies to attract, develop, and retain a high-performing workforce while ensuring legal compliance and fiscal responsibility.

You will oversee HR operations, labor relations, compensation and benefits, analytics, and strategic planning to support county priorities and organizational effectiveness.

Qualifications

• Bachelor’s degree in HR, business administration, public administration, or related field.
• Minimum of ten (10) years of progressively responsible HR leadership experience.
• Thorough knowledge of HR principles, employment laws, and regulations.
• Strong leadership, communication, interpersonal, organizational, and problem-solving skills.
• Ability to engage with elected officials, management, employees, labor representatives, and the public.

Responsibilities

• Provide strategic leadership for all functions of the HR Department.
• Develop and administer policies, programs, and procedures to promote engagement and compliance.
• Lead labor relations, contract negotiations, and grievance resolutions.
• Oversee workforce analytics, reporting, and compliance with laws.

Skills

Leadership

Communication

Organizational skills

Problem-solving

Negotiation

Confidentiality

Education

Bachelor’s degree in HR / related field

Job description

Description

Provides vision, leadership, and strategic direction for all County human resources, workforce development, and risk management programs. Responsible for developing and implementing human capital strategies that attract, retain, develop, and engage a high-performing workforce while promoting operational excellence, legal compliance, fiscal responsibility, and effective labor-management relations. Advises County leadership on organizational development, employee corrective action, workforce planning, succession management, employee relations, collective bargaining, compensation and benefits, risk mitigation, and emerging workforce trends to support the achievement of County strategic priorities.

Human Resources Leadership & Administration

• Provides strategic leadership, direction, and oversight for all functions and operations of the Human Resources Department, ensuring alignment with the County’s mission, goals, and organizational priorities.
• Develops, implements, evaluates, and administers personnel policies, programs, and procedures that promote employee engagement, effective workforce management, operational excellence, and legal compliance. Provides expert guidance and interpretation of policies and procedures to County departments, Row Officers, and the Courts.
• Provides leadership, supervision, mentoring, and professional development to Human Resources staff and related personnel, fostering a culture of accountability, customer service, continuous improvement, and high performance.
• Ensures the integrity, confidentiality, security, retention, and compliance of employee personnel records and Human Resources information systems.

Employee Relations, Labor Relations & Compliance

• Oversees and directs employee relations matters, including workplace investigations, conflict resolution, employee complaints, disciplinary actions, and the consistent application of County policies and employment practices.
• Leads and coordinates all labor relations activities for the County, including interpretation and application of employment laws, regulations, collective bargaining agreements, and personnel policies affecting both union and non-union employees.
• Serves as the County’s chief representative in collective bargaining activities, actively participating in contract negotiations and ensuring effective implementation of negotiated agreements, grievance resolutions, arbitration decisions, and related labor-management initiatives.
• Maintains current knowledge of employment laws, labor relations practices, human resources trends, and emerging workforce issues to ensure organizational compliance and continuous improvement.

Talent Acquisition, Retention & Workforce Development

• Develops and executes comprehensive workforce recruitment, retention, and succession planning strategies designed to attract, develop, and retain a highly qualified and diverse workforce.
• Establishes and oversees countywide training, leadership development, and employee learning programs that enhance workforce effectiveness, support succession planning, and promote organizational excellence.
• Provides executive leadership for initiatives that foster a welcoming, respectful, and inclusive workplace culture where employees can effectively contribute to the County’s mission and goals.

Compensation, Benefits & Risk Management

• Directs the design, evaluation, administration, and communication of competitive and fiscally responsible compensation, classification, and employee benefits programs that support workforce attraction and retention objectives.
• Directs countywide risk management programs, including workplace safety, workers’ compensation, property and liability insurance, claims management, and loss prevention initiatives.

Strategic Planning & Organizational Effectiveness

• Develops, implements, and monitors departmental strategic plans, goals, objectives, and performance measures that support County-wide priorities and organizational effectiveness.
• Supports and advances the County Commissioners’ strategic initiatives through workforce planning, organizational development, employee engagement, and change management efforts.
• Collaborates with County departments, elected officials, and judicial leadership to identify workforce needs, develop strategic solutions, and support departmental and County-wide initiatives.
• Builds and maintains effective partnerships with community organizations, educational institutions, professional associations, governmental agencies, and other stakeholders to strengthen workforce development and community engagement efforts.

Workforce Analytics & Reporting

• Oversees workforce analytics, compliance reporting, and human capital metrics, including preparation and submission of federal, state, and local reports such as EEO-4 and Equal Employment Opportunity Plans. Analyzes workforce data and recommends strategies to address trends, risks, and organizational needs.

Financial Management

• Manages departmental resources in a fiscally responsible manner, establishing measurable goals, monitoring performance outcomes, and ensuring efficient and effective service delivery.
• Develops, administers, and monitors the Human Resources Department budget, ensuring responsible stewardship of public resources and alignment with departmental objectives.

Other Duties

• Performs other related duties and responsibilities as assigned.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field; equivalent combinations of education, training, certifications, and experience may be considered.
• Minimum of ten (10) years of progressively responsible human resources leadership experience.
• Thorough knowledge of human resources principles, practices, employment laws, and regulations.
• Demonstrated success in developing and implementing HR strategies, policies, and programs that support organizational goals.
• Strong understanding of employee and labor relations, compensation and benefits, talent management, organizational development, workforce planning, and performance management.
• Exceptional leadership, communication, interpersonal, organizational, and problem-solving skills.
• Proven ability to build and maintain effective working relationships with elected officials, management, employees labor representatives, community partners, government agencies, and the public.
• Ability to effectively manage conflict, negotiate solutions, maintain strict confidentiality and lead organizational change.
• Demonstrated integrity, professionalism, sound judgment, and discretion in handling sensitive and confidential matters.
• Excellent verbal, written, and presentation skills.
• Ability to represent the County with professionalism, tact, diplomacy, and fairness.
• Commitment to fostering an inclusive, high-performing workplace culture that reflects the County’s mission, values, and guiding principles.