The City of Wichita is seeking an experienced and strategic HR professional to serve as its next Assistant Director of Human Resources. This position plays a critical leadership role in managing the City’s HR departmental operations, driving organizational strategy, and supporting departments in a wide range of employee-related matters. The Assistant Director also serves as a key resource in HR technology management and periodically presents to City Council on HR initiatives, HR vendor selections and recruitment activities.
Position Overview
The Assistant Human Resources Director is an exempt position that provides complex professional, administrative, and managerial support to the Human Resources Director. This role requires an experienced HR generalist to help shape and implement HR policies, department strategies, employee relations practices, labor agreement compliance, HR operations, recruitment programs, and HR technology. The position also acts as HR Director in the Director’s absence and assists the Director with contract negotiations.
Work is reviewed through collaborative goal setting, progress evaluation, and alignment with City priorities.
Anticipated starting salary: $97,674 - $140,293 (based on experience and qualifications)
Workdays and Hours - Monday - Friday 8:00am - 5:00pm
Bargaining Unit: Employee Council
**Posting may close at any time **
Key Responsibilities
Leadership & Department Operations
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Act as the HR Director in their absence approving personnel actions. Responsible for budget development, and attending budget hearings as needed.
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Act as the HR Director in their absence, including attending department head meetings, making key decisions, and overseeing Senior HR Specialists.
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Assists the HR Director with contract negotiations, possibly leading negotiations for multiple unions.
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Lead the development of short- and long-term strategic plans for the HR Department.
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Manage daily HR operations, including developing and implementing department processes and identifying operational improvements. May also perform clerical and/or administrative functions to assist with operations.
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Provide City-wide operational support on HR policies, disciplinary matters, legal questions, FMLA and ADA issues, and technology needs.
City-Wide Collaboration
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Present HR reports, initiatives, budget items, and policy updates to HR Director, Council, and/or Senior Leadership as required.
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Advise department leadership on recruitment, training, conflict resolution, and employee relations.
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Partner with shared-service departments to streamline workflows, strengthen cross-departmental processes, and support organizational goals.
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Collaborate with department leaders on innovative HR solutions and continuous improvement opportunities.
Recruitment, Employment Processing & Employee Relations
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Manage and direct the City’s recruitment processes and programs.
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Ensure consistency and compliance with union agreements, City policies, and HR guidelines.
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Provide regulatory and compliance-based training to departments, HR staff, and City employees.
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Manages the internal promotional processes for Police and Fire department working with the departments to insure departmental policy and contractual obligations are met for the recruitment process. May also serve on panels or moderate panels in this process.
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Supervises a Senior HR Specialist that manages the recruitment and employment processes. Must have an understanding of the laws, regulations and policies impacting the recruitment and employment processes, including, but not limited to, pre-employment and post-employment substance testing, background checks, and physicals.
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Responsible for Executive-level recruitment for the organization utilizing resources like LinkedIn and working with departments on recruitment strategy, working with Communications on development of recruitment materials. For positions that use external recruiter/firm, this position is the point-of-contact with the firms and is involved in those hires to transition them to onboarding.
HR Technology & Data
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Oversee and support all HR-related software systems, including MUNIS and HRIS platforms.
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Maintain system integrations to reduce manual processes and improve data accuracy.
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Provide technological assistance, guidance, and troubleshooting for HR systems across all departments.
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Develop and maintain reporting dashboards; analyze trends, benchmarks, and workforce data to support decision-making.
Budget, Finance and Purchasing
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Assists with oversight of the HR annual budget working closely with the Department Director to insure timelines are completed on time. May also be required to produce written reports, documents, and narrative as it relates to city and departmental goals, objectives and strategic pillars.
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Oversees vendor management for the multiple vendors utilized or managed by HR for the HR department and/or the organization.
Supervisor Responsibilities
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Manages three (3) direct reports and three (3) indirect reports responsible for Recruitment, Employment, Retention, and HRIS and data management responsibilities.
Other Responsibilities
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May be required to operate a City vehicle for the completion of work assignments.
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Perform other related duties as assigned. These duties may also include clerical and/or administrative tasks to complete the assignment.
Qualifications
Knowledge, Skills, and Abilities
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Strong knowledge of federal, state, and local employment laws and regulations.
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Labor relations experience and participation in the collective bargaining process.
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Considerable experience with recruiting, EEO compliance, HRIS platforms, and employee relations.
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Demonstrated leadership ability and experience managing the work of others.
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Strong analytical, logical, and creative problem-solving skills.
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Demonstrated high ethical standards and professional integrity.
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Excellent written and verbal communication skills, including the ability to present to City Council and executive leadership.
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Proficiency with computer-based systems, including HRIS and financial applications.
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Ability to build and maintain effective relationships with employees, departments, external partners, and the public.
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Willingness to work as needed based on organizational demands.
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Ability to obtain and maintain a valid Kansas driver’s license.
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Must not pose a direct threat to the health or safety of others in the workplace.
Skills and Attributes
Strategic Thinking
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Ability to see the big picture, anticipate organizational needs, and help shape long-term HR and City-wide strategies.
Leadership & Coaching
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Skilled at guiding teams, providing direction, developing staff, and stepping in as the acting HR Director when needed.
Communication Excellence
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Clear, confident communicator—both written and verbal.
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Able to present complex information effectively to City Council, department heads, and employees at all levels.
Relationship Building
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Builds trust and credibility with departments, union representatives, leadership, and community stakeholders.
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Collaborative mindset with a strong customer-service orientation.
Problem-Solving & Critical Thinking
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Uses logic, data, and creativity to resolve complex HR, legal, operational, or personnel issues.
Political Savvy
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Understands how decisions impact different departments, elected officials, and the public.
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Navigates sensitive issues with discretion and professionalism.
Change Management
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Helps departments adapt to new policies, technology, processes, and organizational initiatives.
Emotional Intelligence
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Demonstrates empathy, maturity, and tact, especially when managing conflict or employee relations matters.
Ethical Judgment
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Makes decisions based on integrity, fairness, and adherence to policy and law.
Adaptability & Resilience
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Comfort working in a fast-paced, high-demand environment.
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Handles shifting priorities and tight deadlines, particularly during budget cycles, investigations, executive recruitments, or operational changes.
Tech-Savviness & Digital Agility
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Comfortable learning and explaining HR software, supporting system users, and improving HRIS workflows.
Analytical Mindset
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Able to interpret data, identify trends, and turn information into actionable recommendations.
Proactive Problem-Solving
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Anticipates issues before they escalate and takes early action to prevent or minimize impact.
Self-Starting
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Takes ownership of projects without waiting for direction; identifies opportunities to improve processes, policies, and HR operations.
Continuous Improvement Mindset
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Actively looks for ways to streamline workflows, enhance HR technology, and improve services to departments.
Forward-Looking Approach
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Stays aware of emerging HR trends, technologies, compliance changes, and brings forward recommendations proactively.
Resourcefulness
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Navigates challenges creatively and finds solutions even with limited information or constraints.
Drive for Results
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Demonstrates persistence and follow-through, ensuring projects move from concept to implementation.
Leadership Through Action
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Models initiative for the HR team, encouraging a culture where employees think ahead, take ownership, and solve problems independently.
Required Experience and Training
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Bachelor’s degree from an accredited four-year college or university.
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Five (5) years of experience as an HR Director, Assistant Director, or Manager with broad knowledge in multiple areas of human resources including but not limited to federal and state employment laws (EEO, FMLA, ADA, etc.), recruitment, compensation, and benefits.
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Five (5) years of supervisory experience.
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Three (3) years of experience providing training on HR subjects.
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Two (2) years of experience administering labor relations in a unionized workplace, including interpreting collective bargaining agreements, advising managers on contract provisions, or ensuring compliance with labor agreements.
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Two (2) years of experience preparing and delivering presentations, reports, or recommendations to executive leadership, governing boards, elected officials, department leadership, or other organizational stakeholders.
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A valid Driver’s License.
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Must be legally authorized to work in the United States without the need of a sponsorship.
Preferred Experience and Training
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Bachelor’s degree in Human Resources, Business Administration or Public Administration.
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Professional certification as a Senior Certified Professional (SHRM-SCP), Senior Professional in Human Resources (SPHR), or Public Sector Human Resources Association Senior Certified Professional (PSHRA-SCP).
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Two (2) years of Labor Negotiation Experience.
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Two (2) years of HR experience in a municipal, county, or state government organization.
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Three (3) years of experience administering, supporting, or overseeing a Human Resources Information System (HRIS), Applicant Tracking System (e.g., NEOGOV), payroll system, or employee records management system (e.g., Munis).
Starting pay for current City employees will be determined by City of Wichita policy or applicable bargaining unit agreement.
Offers of employment are contingent upon passing a pre-employment physical, which includes drug screening, and upon satisfactory evaluation of the results of a criminal record check.
