Salary : $113,193.60 - $153,129.60 Annually
Location : River Falls City Hall, WI
Job Type: Full-Time Reg
Job Number: 2026 Human Resources Director
Department: Human Resources
Opening Date: 09/22/2026
Closing Date: 10/23/2026 11:59 PM Central

Description
The Human Resources Director serves as a strategic leader and advisor on matters related to its workforce, employee experience, and organizational effectiveness. The position is responsible for developing and implementing organization-wide human resources programs, policies, and strategies that support the City's vision, mission, and values.

The Human Resources Director provides guidance to the City Administrator, Executive Leadership Team, department managers, and employees on a broad range of human resources matters. Responsibilities include organizational culture, compensation and classification, recruitment and retention, benefits, employee and labor relations, employee development, performance management, workforce planning, policy development, federal and state compliance, and risk management.

The position requires comprehensive knowledge of federal and Wisconsin employment and labor laws and regulations, strong leadership and communication skills, sound judgment, discretion, and the ability to effectively manage complex and sensitive issues.
There's more to this opportunity than the job description. Want to learn more about what makes the City of River Falls a great place to work? Hear directly from our employees in this video about why they love working for the City by clicking Read more about the role, the community, how our organization operates and more by clicking
Essential Job Functions
HR Leadership & Strategy

• Provide strategic leadership for the City's human resources function and ensure HR programs and practices align with organizational goals and workforce needs.
• Lead and support HR staff, including the HR Coordinator, HR Specialist, and oversee contracted Safety, and Risk Management Coordinator.
• Serve as a trusted advisor to the City Administrator and Executive Leadership Team on workforce planning, organizational effectiveness, employee relations, compensation, emerging workforce issues, and organizational culture.
• Establish department priorities, evaluate HR programs, and identify opportunities for continuous improvement.
• Stay current on employment trends, HR best practices, technology, and changes in applicable laws and regulations.
• Actively participate as a member of the City's Executive Leadership Team.
• Lead the City's cultural initiatives including promoting fair, respectful, equitable, and inclusive workplace practices and fostering an organizational culture where all employees have the opportunity to succeed.
• Manage and coordinate the City Administrator's employment contract and performance review process in collaboration with the Mayor, City Council, and legal counsel.

Compensation & Classification

• Manage the City's compensation and classification program, including job evaluations, classification studies, salary administration, market analysis, and wage and benefit surveys to support competitiveness and internal equity.
• Review Position Analysis Questionnaires (PAQs), consult with employees and managers, evaluate positions using the City's established point-factor system, and prepare recommendations.
• Track pending classification requests and communicate status and decisions to affected employees and departments.
• Determine FLSA status and monitor compliance with wage and hour requirements.

Recruitment & Workforce Planning

• Manage and oversee the City's recruitment and selection process, including job postings, applicant screening, testing, interviews, selection, appointment letters, and onboarding.
• Develop recruitment and retention strategies to attract and retain qualified employees, particularly for hard-to-fill positions.
• Partner with department leadership to identify current and future workforce needs.
• Support succession planning, leadership development, and strategies to retain institutional knowledge.

Employee Relations & Performance Management

• Provide guidance and consultation to managers and supervisors on employee relations, performance management, coaching, corrective action, and disciplinary matters.
• Conduct or oversee employment investigations, performance improvement plans, and employee development efforts, coordinating with legal counsel when appropriate.

Benefits, Leave & Risk Management

• Manage and oversee the City's employee benefit programs, including health, dental, life, disability, and other benefit programs.
• Work with insurance brokers, carriers, and plan administrators to evaluate plan performance, costs, and employee needs; lead the annual benefits renewal process and recommend plan design and long-term strategy.
• Oversee compliance with applicable federal and Wisconsin benefit and leave requirements, including FMLA, ADA, military leave, and continuation of coverage requirements.
• Coordinate the City's workers' compensation program, working closely with insurance carriers and adjusters on claims administration, resolution, and related matters.
• Oversee drug and alcohol testing programs and related compliance requirements.
• Coordinate with the City's Safety and Risk Management Coordinator and other resources to support workplace safety and risk reduction.

Labor Relations

• Assist the City Administrator and Police Chief regarding labor relations, collective bargaining, contract administration, grievances, mediations, and arbitrations.
• Participate in collective bargaining negotiations which may include preparation, research, costing, and strategy.

Policy, Compliance & HR Operations

• Develop, recommend, implement, and review annually personnel policies, procedures, for the Employment Policy Handbook.
• Interpret and provide guidance regarding personnel policies, and applicable employment laws.
• Monitor compliance with federal and Wisconsin employment laws and regulations.
• Maintain accurate and confidential personnel records in accordance with applicable legal requirements and City records retention practices.

Employee Development & Organizational Effectiveness

• Develop, coordinate, and evaluate employee and supervisor training and development programs.
• Oversee employee engagement and organizational culture initiatives, including employee surveys and action planning.
• Responsible for annual employee recognition program.
• Maintain department organization charts and support organizational structure and workforce planning efforts.

Knowledge, Skills and Abilities

• Comprehensive knowledge of human resources principles, practices, current trends, and applicable federal and Wisconsin employment and labor laws.
• Strong knowledge of compensation, classification, benefits, employee and labor relations, recruitment, performance management, and organizational development.
• Excellent communication, presentation, conflict resolution, negotiation, listening, and relationship-building skills, with the ability to serve as a trusted advisor to employees, supervisors, senior leadership, peers, and elected officials.
• Respectful, approachable leadership style with demonstrated integrity, professionalism, adaptability, initiative, sound judgment, and discretion.
• Able to maintain strict confidentiality and appropriately handle sensitive and complex employee and organizational matters.

Qualifications & Working Conditions
QUALIFICATIONS/Education and Experience

Minimum

• Bachelor's degree in human resources, Public Administration, Business Administration, Organizational Development, or closely related field.
• Five years of progressively responsible professional experience in human resources.
• One or more years of supervisory or management experience.

Preferred

• Master's degree in human resources, Public Administration, Business Administration, Organizational Development, or closely related field.
• Professional HR certification such as SHRM-SCP, SPHR, or comparable certification.
• Municipal or governmental human resources experience.
• Seven or more years of progressively responsible human resources management experience in an organization of 100 or more employees.

WORKING CONDITIONS
Work is performed primarily in a standard office environment and requires:

• Continuous use of computer equipment while sitting or standing.
• Sufficient mobility to navigate the office environment with ease
• Clear verbal and written communication skills
• Occasional lifting, bending, stooping, and retrieving files or boxes weighing up to 25 pounds
• Operation of office equipment involving repetitive hand and finger movements

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions of the job.
In addition to providing competitive pay and a great work environment, the City of River Falls also provides a comprehensive benefit package. Please see highlights of available benefits.

POLICE OFFICERS are under the Professional Police Association Labor Agreement and therefore may have slightly different benefits than what is outlined below.

MEDICAL (Regular Full-time and Regular Part-time)
The City of River Falls provides health insurance at a shared cost for eligible employees (working at least 30 hours a week).

DENTAL (Regular Full-time and Regular Part-time)
The City of River Falls provides dental insurance at a shared cost for eligible employees (working at least 30 hours a week).

LIFE INSURANCE (Regular Full-time and Regular Part-time)
Life insurance is available to all eligible employees working 30 hours or more.

SUPPLEMENTAL insurance options are available for employees to purchase for self, spouse or dependent children.

LONG TERM DISABILITY (Regular Full-time and Regular Part-time)
The City provides LTD coverage for eligible employees.

PAID TIME OFF (Regular Full-time and Regular Part-time) The City provides 240 hours of PTO, pro-rated for regular Part-time employees less than 40 hours.

HOLIDAYS (Regular Full-time and Regular Part-time)
The following days are observed as holidays: New Year's Day, Martin Luther King Jr. Day, Memorial Day, Independence Day, Labor Day, Thanksgiving Day, day after Thanksgiving, Christmas Eve Day, Christmas Day.

FLEXIBLE SPENDING ACCOUNT (Regular Full-time and Regular Part-time)
Under Section 125 of the Internal Revenue Code, employees who enroll in a flexible benefit plan are allowed to set aside pre-tax dollars to help pay for certain out-of-pocket health care expenses as well as dependent day care expenses. Paying for these expenses with pre-tax dollars lowers employee taxes, thereby adding additional spendable income to each paycheck. Payroll dollars contributed to this plan are not subject to Federal, State or Social Security taxes.

DEFERRED COMPENSATION
Eligible employees can set aside a portion of income to accumulate on a tax-deferred basis; therefore the deferred amount is not subject to current income tax. These dollars and the interest earned are not taxed until the money is withdrawn- normally at retirement. The City offers a plan through ICMA-RC. Participation is voluntary.

WRS (WISCONSIN RETIREMENT SYSTEM)
All regular employees who meet the enrollment standards will automatically become members of the Wisconsin Retirement System. The City and employee are required to contribute based on current law, WRS standards, guidelines and City policy.

EAP (EMPLOYEE ASSISTANCE PROGRAM)
The City offers an EAP program which includes confidential advice, various resources and support for employees and family (traditional and non- traditional) in the areas of life challenges and transitions, stress management, health issues, legal assistance, financial difficulties as well as many other areas an individual may be dealing or coping with.

FITNESS ROOM/EQUIPMENT
The City of River Falls supports the physical health of employees by providing a free fitness room and equipment at City Hall and the City's police facility.
01

Please tell us why you are interested in working for the City of River Falls and why this is the right time in your career to make a move.
02

Please describe your experience serving as a strategic advisor to senior leadership.
03

Describe how you have worked to build a productive, positive, respectful, equitable, and inclusive workplace culture.
Required Question