NEOGOV · 3 hours ago
Chief Human Resources Officer (Promotional/Internal Applicants Only)
Bozeman, MT
Full-time
Onsite
Director/Executive
$144K/yr - $165K/yr
6+ years expNEOGOV is seeking a Chief Human Resources Officer (CHRO) to oversee the administration, development, and maintenance of the County’s personnel system. The CHRO will develop policies, direct personnel programs, ensure compliance with employment laws, and manage the HR department's budget and staffing.
GovTechHuman ResourcesInformation TechnologySoftware
Responsibilities
Interpret and apply personnel policies and procedures, rules, laws, and collective bargaining agreements. Advise County managers, supervisors, and employees on all aspects of personnel activities to ensure compliance and consistent application
Conduct research into employment law, policies, current best practices in human resources, and precedent to develop solutions to issues. Develop, implement, monitor and update policies for the county to be in compliance with state and federal laws, rules, regulations, and collective bargaining agreements, and make recommendations to the Commission regarding proposed policies and procedures
Serve as in-house expert on Fair Labor Standards Act (FLSA), Americans with Disabilities Act (ADA), Family and Medical Leave Act (FMLA), the Safety Culture Act, and other employment laws; ensure compliance with applicable regulations; and ensure all personnel documentation and records are maintained
Review information pertaining to worker’s compensation, unemployment, disability retirement, disability and maternity leave, and ADA and FMLA situations on a case-by-case basis and respond to inquiries or claims as needed
Act as County contact for managers and supervisors to ensure corrective and disciplinary actions are effective and comply with policy and law by assisting in the preparation and administration of disciplinary action. This includes reviewing management documentation of problems, employee history and status, union contracts, county and department policy, and past practice to determine what, if any, action is necessary and advise management of necessary steps to improve such problems. Provide training to management as a means of preventing disciplinary problems before they start. Review the manager’s personnel decisions to ensure they are appropriate and to attempt to resolve grievances at the earliest stages
Develop and oversee County recruitment and selection strategies to attract and hire qualified applicants and to ensure compliance with federal, state and county guidelines and policies (such as EEO, ADA and bargaining agreements). Provide training, technical assistance and advice to the County hiring authorities regarding recruitment and selection efforts. Develop selection tools such as structured interviews, application supplements, or performance tests and assist managers in the development of screening criteria and interview questions when requested. Respond to complaints/grievances from employees, applicants, or others concerning the hiring process. Investigate complaints and determine corrective action through communication with the appropriate department head
Administer and monitor County Drug and Alcohol Testing, written and physical ability testing, and other specialized selection and monitoring processes as needed to ensure qualified staff for special positions are in compliance with applicable state and federal regulations. Acts as the County’s Designated Employer Representative (DER) for drug testing purposes
Identify training needs on employee-related issues and develop training programs by designing and conducting the training or contracting with outside providers
Oversee the countywide safety committee and the risk management committee in accordance with the Montana Safety Culture Act to identify and eliminate hazards in the workplace and to implement strategies to enhance workplace safety. This includes facilitating meetings, ensuring safety concerns are brought to the attention of management and following up to ensure they’re resolved, and informing employees of the consequences of safety violations. Review accidents and incidents involving injury or potential injury to identify causes and develop changes to reduce accidents. Develop new policies, procedures, or protocols to ensure safety and distribute findings countywide
Serve as a managerial team member in labor relations activities, including collective bargaining negotiations. Maintain effective relationships with labor unions and associations and ensure countywide consistency in human resource administration
Lead investigations into employment complaints, disciplinary cases, and grievances to ensure appropriate and timely completion in compliance with policy and law, and to resolve problems. Interview employees and conduct research to ascertain information regarding the issue; review past practices of the County; interpret collective bargaining agreements, laws, and policies; prepare or review disciplinary letters and other documentation for management; mediate corrective counseling meetings; advise on alternative courses of action; negotiate solutions; and develop case materials for and testifying at administrative hearings
Direct internal communications to keep employees informed of all the changes in personnel policies and systems to ensure consistency and understanding among management and staff. This includes interpreting new policies and rules and determining their effect on County operations and providing training and information on policies and procedures through public presentations and individual consultation
Identify and develop work modifications for disabled employees covered under the ADA, or for injured employees participating in early-return-to-work or similar programs by identifying the essential functions of the job, developing accommodations, and evaluating alternatives
Conduct employee relations counseling, retirements, outplacement counseling, and exit interviews
Recommend, develop, and implement appropriate procedures and policies governing the County's position classification and pay process to ensure it is efficient, equitable, and consistent. Conduct occupational reviews and administer classification and pay activities using knowledge of classification practices and methodology. Provide updates to management on classification and pay issues, answer questions, and explain decisions to employees and managers. Develop, interpret, and administer pay plan rules to ensure compliance with County policies and practices, federal and state laws, and union contracts. Investigate and gather data to justify pay adjustments as needed. Conduct/coordinate pay surveys for positions; and respond to classification and wage appeals. Enforce FLSA regulations and make determinations of FLSA status of positions
Develop, implement, and oversee benefit plans in compliance with federal and state laws and county policies. Recommend, develop, and implement changes to benefit plans and inform employees of current and future benefits
Participate in the countywide budget process to provide information regarding pay, benefits, staffing, classifications, promotions, and other human resource budget issues each fiscal year
Oversee the development, enhancement, implementation, and maintenance of human resource information systems (HRIS) and payroll systems, coordinating benefit and insurance administration, and ensuring accurate and timely documentation in paper files and HRIS
Serve as the County’s Privacy Officer (HIPAA)
Performs other duties as assigned by supervisor. This includes special projects, participating in training, and a variety of other functions as needed. If the County Commission proclaims a local emergency due to an actual or threatening disaster such as an earthquake, fire, riot, flood, etc., County employees may be required to provide services during the emergency and for a subsequent period of assessment and recovery
Qualification
Required
This work requires an advanced knowledge of the concepts and theories of human resource management and program administration
This includes knowledge of state and federal employment regulations; management and employment practices; staffing; human resource planning and analysis; compensation and benefits; classification and pay; payroll/benefit administration; employee and labor relations; training needs; occupational health, safety, and security practices and regulations; and Human Resource Information Systems (HRIS)
The job requires skill in the operation of a personal computer utilizing updated word processing software, human resources/payroll software system, and other business software (e.g., spreadsheets, databases, email, Internet, etc.)
The job requires the ability to organize, implement, and maintain a variety of personnel functions simultaneously; counsel people in stressful situations; quickly learn applicable laws, rules, regulations, and guidelines; research detailed information and compile data; establish and maintain effective working relationships with employees, managers, other agencies and the public; discreetly keep/use confidential information; effectively communicate verbally and in writing; research and develop new personnel systems and policies; ensure compliance with established laws, rules, policies, and procedures; and analyze a broad range of organizational issues
The required knowledge, skills, and abilities are typically acquired through a combination of education and experience equivalent to a Bachelor's Degree in Human Resource Management, Public Administration or a related field and six to eight (6-8) years of professional HR experience including management and supervisory experience
As a condition of hire, the final candidate will be required to successfully pass a criminal and driving background check
Preferred
Master's degree in public administration (or equivalent) and public sector human resource administration experience is preferred
SPHR or PHR certification is preferred
Benefits
Excellent Medical Health Benefits
Flexible Benefits Plan
Supplemental Medical Coverage
Voluntary Life Insurance Coverage
Public Employees Retirement System
Sheriffs' Retirement System (SRS)
Supplemental Retirement Benefits
Sick Leave
Vacation Leave
Holidays
Paid Parental Leave (PPL)
Tuition Assistance
Bilingual Pay
Company
NEOGOV
NEOGOV is the leading provider of workforce management software uniquely designed for the public sector, education, and public safety.
501-1000 employees
Funding
Current Stage
Late StageTotal Funding
$700MKey Investors
Warburg Pincus
2025-07-28Secondary Market· $700M
2025-07-28Acquired
2021-06-02Private Equity
Leadership Team
Shane Evangelist
CEO
Brandon McDonald
Head Of Marketing
Recent News
Canada NewsWire
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2025-10-31
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