Established: 01/09
Revised: 08/16
FLSA: Exempt
EEO: 2



Under general direction, to plan, organize and manage the human resources business system and business process support activities within Human Resources; to provide complex staff assistance to the Board of County Commissioners, County Administrator, County departments and advisory committees; and to do other work as required.,/p>


The Department of Human Resources provides human resources services to all County departments, including employee recruitment and selection, personnel ordinance and policy administration, employee relations, diversity, position classification and compensation, organizational development, employee training and development, workforce planning, benefits administration, employee wellness, risk management, workers’ compensation, liability and casualty claims management, human resources business systems, labor relations and collective bargaining.

The HR Business Systems Manger is responsible for the implementation, maintenance and administration of the County’s Human Resource Information Systems. In coordination with Technology Services, the incumbent is responsible to ensure HR software configuration accommodates County HR business and administrative needs and processes. The incumbent supervises and performs a variety of professional and technical work and oversees contracted service providers.

The HR Business Systems Manager differs from other HR Manager classifications by its specialization in the management and oversight of the County’s HR software systems and programs. It also differs from management positions in the Technology Services Department that direct personnel and activities related to application development, operating systems software, data base administration, data and voice communications networks, two-way radio systems, microcomputer programming, computer room, and technical support.


  1. Manages the County’s human resource software system; establishes schedules and methods for providing HR software functions and data; develops, implements and monitors work plans to achieve department mission, goals and performance measures; coordinates, monitors and audits flow of human resource-related information including data entry, data retrieval, and standard, custom, and ad hoc report generation; develops and provides training to users of all levels in system changes, functionality and query/report tools; maintains internal system values, structures, and tables; ensures data integrity, manages user access and security levels.
  2. Manages automation of critical HR functions; manages the development and implementation of HR business processes in support of the County’s strategic goals and objectives; ensures accurate data and efficient operation of processes in alignment with County policies, collective bargaining agreements and Federal and State statues, rules and regulations; analyzes legislation and new regulations to determine effect on HR programs and services and its use of technology.
  3. Develops, recommends and implements comprehensive HR system standards, policies, procedures and objectives; participates in the budgeting and long-range planning processes for HR technology; researches, recommends and implements HR system solutions in alignment with business and operational requirements; collaborates with internal customers, peers and Technology Services staff to provide customer service and responsive problem resolution.
  4. Manages the utilization of HR technology to continually improve and support business processes and strategies; works with County leadership, business process owners, stakeholders and vendors to determine suitability of products and services and to identify areas where new or enhanced technology can support business needs; develops and implements long-term planning strategies for County HR business systems; provides consultation and planning services to County departments and other agencies regarding HR business system resources.
  5. Oversees and coordinates major application development projects; directs and integrates project team(s) including monitoring County-wide impacts; recommends course of action for new systems under consideration; develops departmental strategic plans to utilize technology to improve business function.
  6. Manages project plans and time lines to ensure requirements are met; leads and participates in the analysis and redesign of business processes to improve efficiency of County HR operations; oversees the preparation of written documentation, planning documents and detailed requirements for project specifications; plans and organizes activities and work assignments; reviews staff workload and status of current work and schedules work accordingly; develops and implements planning to best meet project cost containment and overruns.
  7. Provides support and guidance to other HR functional areas as related to the County’s HR systems and software; provides consultation and direction to county departments on various personnel issues.
  8. Hires and directs professional, technical and administrative support staff to provide quality service to citizens and County staff; prepares performance evaluations; recommends and administers progressive discipline; conducts and/or facilitates staff training and development programs; promotes cooperative team efforts among staff and with other County departments.
  9. Serves on department’s management team as a principal advisor within functional area of human resources; participates in strategic planning, review and budgeting activities for the department.

  10. Delivers presentations to Board of County Commissioners, County Administrator, department directors, employee groups and union representatives on HRIS issues; provides technical expertise to various County-wide groups in relation to human resources information technology.


Thorough knowledge of: Principles and practices of human resources and personnel administration; principles and methods of systems analysis, including business process analysis tools and methods; principles and practices of public administration; participative management theories; operations, services, and activities of human resource information systems; methods of data generation, data collection, and database management; methods and techniques of statistical research and analysis; applicable Federal, State and local personnel and EEO laws and case law, rules, regulations, codes and ordinances; applicable collective bargaining agreements; public sector diversity models; intercultural mediation techniques; County government organization and operations; human resource information systems and devices as they apply to performing business and systems analysis; principles and techniques of supervision; principles of program planning and project management.

Skill to: Develop and present program plans and goals; plan and implement installations and maintenance of systems and applications software; analyze and evaluate business needs and develop, recommend and implement appropriate business automation solutions; identify, diagnose and resolve system software problems; reason and think logically; collect, compile and analyze complex business processes and information; analyze and resolve problems and prepare recommended course of action; prepare clear, concise and accurate documentation and reports; communicate effectively, both orally and in writing; investigate, interview and mediate complaints and concerns; exercise tact and diplomacy in dealing with sensitive, complex and confidential human resource information and employee issues; extrapolate intercultural variances; de-escalate and minimize risk and exposure ; direct staff in continuous efforts to improve quality productivity and effectiveness; facilitate and lead meetings with business process owners and stakeholders to develop cooperative decisions and negotiate understanding and agreement; incorporate team participation in decision making; respond to changes desired by citizens and County staff; establish and maintain effective working relationships with employees, applicants, union officials and the public; facilitate group process; interpret and explain personnel and related laws, policies and programs; operate standard PC software packages, computer keyboard and related tools; develop queries, spreadsheets and reports..


Driving is required for County business on a regular basis or to accomplish work. Incumbents must possess a valid driver's license, and possess and maintain an acceptable driving record throughout the course of employment.


Any satisfactory combination of experience and training that demonstrates possession of the required knowledge and skills.