Senior Human Resources Manager

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Job Description Summary:

St. Louis county is seeking to fill three Senior-level Human Resources manager roles in the following operational areas: Talent Acquisition, Organizational Development & Learning, and Total Rewards & Wellbeing. Interested candidates may apply through this posting for all three.

General Summary of Classification

This is a strategic level management job classification. This job class supervises multiple and/or complex human resources functions with emphasis on human resources program design, processes, and partnerships between assigned areas.

Job Description:

Senior Human Resources Manager (Talent Acquisition) - Position Specific

This position oversees Countywide recruiting operations, workforce planning support, and outreach strategies. This will include responsibility for creating a talent sourcing strategy based on our workforce planning requirements. Ensures we have the appropriate leading edge technology resources, and leverages existing resources for maximum benefit, to enable proactive candidate screening and selection. In partnership with the Senior Manager of Organization Development and Learning, develop training to increase leadership capacity for selection of talent based on competencies. Directs staff for candidate sourcing, screening, and selection activities, ensuring efficient, equitable hiring processes aligned with departmental and organizational staffing needs.

Senior Human Resources Manager (Organizational Development and Learning) - Position Specific

This position leads Countywide learning, onboarding, employee engagement, and employee development initiatives. This will include a review and assessment of our current competencies and providing recommendations for the development and implementation of competencies for both individual contributors and those in leadership positions. The development and implementation of a three-to-four-year learning strategy to build leadership capacity in performance management, coaching and feedback, and other organizational development and learning topics. The development and implementation of a workforce planning model in partnership with the Senior Human Resource Manager of Talent Acquisition. Implement a virtual on-boarding strategy to reduce time to fill. This position directs staff responsible for delivering training, administering learning systems, evaluating development programs, and supporting organizational change to strengthen overall workforce capability.

Senior Human Resources Manager (Total Rewards and Wellbeing) - Position Specific

This position is responsible for driving Countywide strategies for benefits, retirement, classification & compensation, ADA, and Safety programs. This will include developing and implementing a robust employee wellness program, creating and maintaining a plan for compensation maintenance and job class (specification) maintenance, utilizing technological and other resources to gain efficiencies in programs and processes, and developing and implementing safety and ADA programs and initiatives. It directs staff administering pay structures, benefits offerings, retirement processes, and ADA, and Safety programs, ensuring programs remain competitive, compliant, and supportive of workforce needs.

Essential Function Examples

Advises on operational considerations to inform strategic objectives

• Provides strategic Human Resources guidance based on workforce trends, operational needs, and organizational priorities.
• Advises senior leaders on Human Resources impacts related to program design, staffing models, resource allocation, and organizational operations.
• Communicates Human Resources implications of policy, budget, workforce, or organizational changes.

Sets priorities in alignment with strategic objectives and policies

• Aligns Human Resources operations with Countywide strategic objectives, policies, and long-range workforce planning needs.
• Establishes Human Resources unit priorities that support effective service delivery, employee support, and organizational readiness.
• Prioritizes initiatives that strengthen workforce capability, operational consistency, and compliance.

Leads creation of work policies, procedures, and processes

• Develops and maintains Human Resources administrative processes that support consistency, compliance, and operational efficiency.
• Oversees implementation of Human Resources policy updates through communication, training, and staff guidance.
• Evaluates and improves internal Human Resources procedures to align with organizational needs and best practices.

Ensures excellent customer service

• Ensures Human Resources programs, services, and communications are timely, accurate, and responsive.
• Provides high-quality assistance, guidance, and expertise to employees, supervisors, leaders, and departments.
• Promotes a positive employee experience through accessible support and well-designed Human Resources services.

Supports alignment of business strategy across work units

• Coordinates Human Resources functions to ensure consistency, integration, and alignment across units and programs.
• Collaborates across Human Resources teams to support unified operations and improve workforce outcomes.
• Implements initiatives that bridge Human Resources service areas and reinforce organizational strategy.

Develops and drives implementation of organizational training

• Provides Human Resources training and guidance to leaders, managers, and staff on Human Resources processes, policies, and responsibilities specific to assigned functional area of HR.
• Supports organizational capability-building by ensuring Human Resources training aligns with strategic needs and compliance requirements.
• Develops tools, documentation, or resources to support consistent understanding and implementation of Human Resources practices.

Serves as a subject matter expert on complex Human Resources topics

• Provides expertise on Human Resources operations, regulatory compliance, and best practices.
• Advises departments on Human Resources implications of staffing, organizational changes, and employee needs.
• Contributes advanced Human Resources knowledge to multi-unit or countywide projects.

Develops and tracks unit performance metrics

• Monitors Human Resources unit outputs, service delivery metrics, workload patterns, and process outcomes.
• Uses data to assess operational effectiveness and identify areas for improvement.
• Produces or interprets reports, dashboards, and workforce analytics to support decision-making.

Supervises work units providing coaching, feedback, and training

• Oversees Human Resources staff performance, development, collaboration, and workload distribution.
• Provides coaching, performance direction, and professional development support to Human Resources team members.
• Ensures staff have resources, training, and clarity necessary to meet organizational Human Resources expectations.

Marginal Function Examples

• Other duties as required or assigned.

Supervision

Manager: 1) coordinates multi-unit strategies and activities, 2) develop and implement multiple work unit policies, practices, and procedures, 3) delegate responsibility for daily and strategic operations to subordinates, 4) confer with peers to plan and coordinate work and 5) prepare and sign performance appraisals.

Minimum Qualifications:

Equivalent to a bachelor's degree and six years of combined experience in two or more human resources functions.

10 years of HR experience preferred.

Pre-Employment Process Requirements:

Applicants will be evaluated based on relevant education, experience, responses to supplemental questions, and other work-related information provided on the application. Resumes are supplementary and do not replace the required application.

All candidates will receive notifications regarding application status once determined. Status updates are provided via email and can be found within each candidate's Workday profile.

Only the most qualified candidates will be invited to interview. Interview scores will determine the applicant's final grade; a minimum score of 70 is required for hiring consideration. The five highest-ranking candidates will be referred to the Department Director/Appointing Authority for final selection.

Pre-Employment Screening:

Candidates extended a conditional offer must successfully complete all required pre‑employment screenings. These screenings include a drug test administered at no cost to the candidate by a certified laboratory and a background check evaluating the recency and relevance of the candidate's history to the position. Candidates must complete the drug test within 48 hours of receiving a conditional offer; failure to do so may result in withdrawal of the offer.

At St. Louis County, we're not just about jobs, we're about opportunity.

Equal Opportunity Employer:

St. Louis County is committed to fair and equitable employment opportunities for all, regardless of race, color, religion, sex, national origin, age, disability, sexual orientation, gender identity, marital status, veteran status, or political affiliation.

St. Louis County is an Equal Opportunity Employer. Applicants requiring reasonable accommodation for the application or hiring process should contact the St. Louis County ADA Coordinator at 314-615-1796 or call Relay MO at 711 or 1-800-735-2966 (TTY) or email dlancaster@stlouiscountymo.gov.