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Douglas County  8020
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Salary Range DH31


This classification serves as a staff advisor to the Board of Commissioners, other elected officials and appointed department heads and performs management duties related to policy development and administration, staffing and organizational development, compensation, collective bargaining and labor relations, training and other areas of human resource management. The human resource director is the County affirmative action officer, coordinates the Personnel Review Board and the County Compensation Committee, serves as the Board of Commissioners appointee on the Salmon Harbor Management Committee and conducts special studies at the request of the Board of Commissioners. The director serves as the department head for the human resources department.


(Duties assigned to this classification include, but are not limited to, the following examples.)

1. Develop, manage, organize, implement and evaluate and direct the operations of the human resources department. Develop procedures, policies and other support systems for efficient operations to meet current and long-range goals. Serve as County Affirmative Action Officer.

2. Negotiate labor agreements and serve as a liaison between Board of Commissioners, affected department heads, and County negotiating team in labor relations matters; assure compliance with negotiated labor contracts; act as County representative in grievance procedure and arbitration cases.

3. Provide technical assistance to the Board of Commissioners, department heads, and supervisors in areas of organizational structure, staffing levels, hearing procedures, strategy planning and other personnel matters.

4. Evaluate, develop and/or revise County personnel rules, policies and procedures for the Board of Commissioners; administer and foster compliance with existing policies. Interpret rules and regulations.

5. Through human resources analyst act as liaison with the Board of Commissioners and benefit committee. Assure Board direction is carried accurately to committee and committee operates within its authority level.

6. Serve as member of County risk management team which identifies potential liability and designs plans to reduce or eliminate the risk. Settle claims on the County’s behalf.

7. Through human resources analyst administer workers' compensation program; assist in development of new programs to minimize workers' compensation costs.

8. Through the human resources analyst consistently evaluate the effectiveness of various recruiting practices, policies and procedures.

9. Prepare and administer annual budget; present to budget committee; monitor fiscal expenditures and revenues.

10. Lead, coordinate and supervise support staff; offer assistance as needed and determine best solution when problems arise. Train staff and ensure compliance with standards. Final approval of all selection, promotion and termination of employees. Assume responsibility for work performed within department. Establish and interpret policy and procedure.

11. Represent the Board of Commissioners as appointee on Salmon Harbor Management Committee.


Knowledge of: Extensive knowledge of the theories, principles and practices of public personnel administration, public relations and fiscal management to develop, implement, and evaluate programs; thorough knowledge of the laws and guidelines governing fair employment practices, benefit administration, collective bargaining and labor relations and risk management; considerable knowledge of county organizational structure, functions and operations. Skill in: Preparation and presentation of reports. Ability to: Communicate effectively in both oral and written forms; perform short and long range personnel planning in applying quantitative analysis to personnel issues; formulate and implement operational and administrative policies; plan, develop and evaluate funding requirements; prepare and justify budget requests; analyze and evaluate operations and develop and implement corrective action to resolve problems; establish and maintain record keeping systems and reports; make decisions independently in accordance with established policies and procedures, establish new policies when applicable and use initiative and judgment in completing tasks and responsibilities; supervise, motivate and lead support staff; utilize problem identification and resolution techniques; remain calm and use good judgment during confrontational or high pressure situations; courteously meet and deal effectively with employees, Board of Commissioners, management committee, federal and state agencies, committees, community groups, media and the public.

Education, experience and training: Master's degree in personnel management, business administration or a related field and four years relevant experience in personnel management which includes policy development and administration, employee benefits, labor relations and grievance arbitration or any satisfactory equivalent combination of experience and training. At time of appointment, must possess valid Oregon driver's license.

Desirable Qualifications: SPHR Certificate


This classification is appointed by and serves at the pleasure of the Board of Commissioners.

This classification supervises support staff of the human resources department and has final responsibility for work performed by the department.


Work is performed within established department policy and procedures; state and county statutes, rules, regulations, OSHA (including safety), orders, resolutions and ordinances; personnel management theories, principles and practices; financial principles and practices; accepted human resources procedures; labor contracts, personnel rules. Incumbent remains current on guidelines and utilizes independent seasoned judgment in interpreting and usage of appropriate guidelines. As department head, can implement or revise department policies. The director advises the Board of Commissioners in proposing revisions and new policies affecting all County employees.


Regular and consistent attendance is required.  Work is performed in an office environment; work is generally sedentary and involves hearing voice conversation, keyboarding, sitting, standing and walking. A reasonable amount of driving is required.

  To submit comments or suggestions
please email the Human Resources department.