Human Resources Director

Toledo Lucas County Public Library; Toledo (OH); On-site; USD 90,000 - 130,000; Full time

Job summary

Toledo Lucas County Public Library is seeking an experienced HR Director to lead the Human Resources Department and guide workforce strategy across the organization.

You will oversee employee and labor relations, recruitment, compensation, benefits, leave administration, and HRIS, ensuring compliance with laws and contracts. This role partners with Library leadership to drive organizational development, performance, and workforce planning in a public-sector, unionized environment.

Qualifications

• Bachelor’s degree in HR, business, or related field.
• Minimum eight years in HR with multi-functional responsibility.
• Five years in supervisory/leadership roles.
• Experience leading labor relations in a unionized public sector setting.
• PHR/SPHR/SHRM-CP/SHRM-SCP preferred.

Responsibilities

• Provide leadership and oversight for the HR Department with aligned priorities.
• Implement HR strategies, policies, and programs across the Library.
• Advise leadership on workforce planning, compliance, and labor trends.
• Direct employee and labor relations activities, including contract administration and grievances.
• Oversee recruitment, compensation, benefits, and HRIS management.
• Develop metrics and drive organizational development initiatives.

Skills

HR leadership and strategy

Employee & labor relations

Policy development & compliance

Workforce planning

Communication & stakeholder management

Education

Bachelor’s degree in HR, Business Administration, or related field

Master’s degree or labor law degree preferred

Tools

HRIS systems (e.g., Workday/PeopleSoft)

Payroll/Benefits administration software

Job description

Location: Human Resources

Status: Full-Time

Salary Grade: R12

Application Deadline: November 18, 2026

Disclaimer

This position has been revised and reposted to reflect the updates to the role and/or qualifications.

Position Summary

The Human Resources Director reports to the Deputy Chief Operating Officer and leads the daily operations of the Library’s Human Resources (HR) department. The HR Director implements organizational workforce strategies, policies, programs, and initiatives established by the Executive Leadership team and the Deputy Chief Operating Officer while providing professional guidance and recommendations regarding best practices, compliance, workforce trends, and organizational effectiveness. The HR Director is responsible for the effective delivery of HR services, including employee and labor relations, recruitment, compensation and benefits, leave administration, workforce planning, compliance, organizational development, and HR information systems. The Director ensures the consistent administration of Library policies, collective bargaining agreements, and applicable laws while supporting organizational goals and operational needs.

Primary Responsibilities

• Provides leadership and oversight for the HR Department, establishing priorities, performance expectations, service standards, and departmental objectives consistent with organizational goals.
• Implements HR strategies, initiatives, policies, and programs; recommends improvements and industry best practices to support organizational effectiveness.
• Serves as a trusted advisor to the Deputy Chief Operating Officer and Library leadership by providing professional recommendations regarding workforce planning, employee and labor relations, compliance, organizational development, and emerging HR trends.
• Direct employee and labor relations activities, including contract administration, grievance management, disciplinary processes, investigations, accommodations, conflict resolution, and the interpretation and application of collective bargaining agreements, personnel policies, and employment laws.
• Represents the Library in labor management meetings, grievance proceedings, arbitrations, hearings, negotiations, and other labor-relations matters.
• Oversees recruitment, selection, onboarding, workforce planning, job descriptions, position classification, compensation administration, market analysis, and internal equity reviews.
• Oversees employee benefits, retirement programs, leave administration, workers' compensation coordination, accommodation processes, and other employee-support programs to ensure compliance and effective service delivery. Directs administration and maintenance of the HR Information System (HRIS), ensuring the accuracy, confidentiality, security, and appropriate use of employee information and workforce data.
• Provides workforce metrics, analysis, and recommendations to leadership regarding staffing trends, turnover, recruitment activity, leave utilization, and other workforce indicators. Leads employee development, supervisory training, employee engagement, and organizational development initiatives that support employee performance and organizational effectiveness.
• Develops and maintains departmental procedures and operational standards to support the consistent implementation of HR programs and services.
• Perform other duties as assigned.

Knowledge/Skills/Abilities

• Thorough knowledge of Human Resources principles, practices, and tools, including but not limited to employee and labor relations, public sector employment, recruitment, compensation, benefits, leave administration, workforce planning, organizational development, and HRIS systems.
• Thorough knowledge of collective bargaining, contract administration, grievances, arbitration, investigations, disciplinary processes, conflict resolution, and labor-management relations.
• Knowledge of workers’ compensation, unemployment compensation, OPERS, and applicable federal, state, and local employment laws and regulations.
• Ability to develop, implement, evaluate, and improve HR programs, policies, procedures, classification systems, and compensation practices.
• Strong analytical, organizational, problem-solving, and project management skills, with the ability to assess complex issues and provide sound recommendations.
• Ability to interpret and advise leadership on HR policies, collective bargaining agreements, and employment laws while handling sensitive matters with sound judgment, confidentiality, fairness, and compassion.
• Excellent communication and relationship-building skills, including the ability to facilitate difficult conversations, resolve conflict, build consensus, and work effectively with employees, leadership, unions, government agencies, and external partners.
• Ability to lead, coach, and develop a high-performing, collaborative, accountable, and service-oriented HR team.

Minimum Qualifications

• Bachelor’s degree in Human Resources, Business Administration, Labor Relations, Organizational Development, or related field required; master’s degree or labor law degree preferred.
• Minimum of eight (8) years of progressively responsible Human Resources experience across multiple HR functions.
• Minimum of five (5) years of supervisory or team leadership experience, including demonstrated success in coaching employees and building high-performing teams.
• Minimum of five (5) years of experience leading labor relations in a unionized public sector environment, including collective bargaining, contract interpretation, grievances, arbitration, investigations and employee relations. Public Library experience is highly preferred.
• Experience developing and implementing organization-wide employee programs and processes with measurable positive outcomes.
• PHR, SPHR, SHRM-CP, SHRM-SCP, or comparable professional HR certification preferred.
• Valid driver’s license and insurability under the Library’s Motor Vehicle Use Policy. Regular operation of Library-owned or personal vehicles may be required for Library business.

BCI/FBI Criminal Background Record Clearance and MVR history are required. A drug screen/medical examination is to be completed prior to the start date.

Physical Demands

The physical demands described within this job description must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work requires minimal demand for physical effort.

Work Environment

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. While performing the duties of this Job, the employee is occasionally exposed to outside weather conditions. Periodic off-site travel within the county is required via a personal vehicle.