Job Listings – Page 5 – Nationwide Public Sector Jobs

Assistant City Manager

The City of Elgin is seeking a collaborative, adaptive, and forward-thinking individual to serve as its next assistant city manager (ACM). This is an exciting career opportunity for a top municipal executive to assist and support the city manager in planning, directing, and reviewing the activities and operations of the city. Key areas will include high-level strategic and operational aspects contributing to the overall success of this dynamic and well-run organization.

As one of two assistant city managers, the selected candidate will provide strategic leadership across city operations, with responsibilities aligned to their strengths and prior experience in local government. This newly created role offers an opportunity to join a high-performing executive team committed to collaboration, innovation, and delivering exceptional public service.

Located 38 miles northwest of downtown Chicago along the scenic Fox River, Elgin is known for its natural beauty, thriving arts scene, and rich cultural diversity. With robust transportation access—including Metra commuter rail service and proximity to major interstates and O’Hare International Airport—Elgin combines big-city accessibility with small-town charm. The City is governed by a non-partisan mayor and eight-member city council and operates under a council-manager form of government.

With an annual budget of $386 million and a workforce of over 700 full-time employees, Elgin delivers high-quality municipal services while embracing innovation, sustainability and community engagement.

The Role

As part of a collaborative executive leadership team, the ACM works directly with the city manager and current assistant city manager to support the day-to-day operations of the city organization while advancing long-term strategic initiatives.

The ACM is expected to:

Serve as a trusted advisor and thought partner to the city manager on high-level organizational matters.
Lead and manage cross-departmental projects and priorities that further the city council’s strategic goals.
Foster alignment and collaboration across departments, helping to translate vision into action.
Identify operational challenges and develop creative, data-informed solutions.
Represent the city with community stakeholders, regional partners and intergovernmental organizations.
Provide direction, coordination, and policy guidance on major municipal projects or problem areas and coordinate activities with divisions to ensure positive project implementation and effective working relationships.
Provide leadership during emergency situations and serve as acting city manager as needed.
Be actively involved and contribute to key hiring and staffing decisions in support of the city manager including setting goals and metrics for deliverables and accountability of staff.

This role is ideal for someone who thrives in a fast-paced, complex environment and is energized by working collaboratively, solving problems and making government work better for people.

The Ideal Candidate

The next ACM will be a politically astute and thoughtful leader who listens deeply, communicates with clarity, and brings strategic judgment to complex civic issues—skilled at navigating nuance, building trust and moving work forward through influence and collaboration. Elgin is looking for someone who:

Brings strong emotional intelligence, professional integrity and a collaborative leadership style.
Has a demonstrated ability to work across silos and inspire trust among employees, elected officials and community members.
Skillfully connects strategic policy decisions with practical implementation, effectively translating city council priorities into actionable operational work for the organization.
Can anticipate stakeholder dynamics, read the room, and guide complex initiatives with clarity, credibility, and precision—someone who brings both the political judgment and communications expertise to help shape messages, navigate public discourse and lead with influence in a fast-evolving landscape.
Embraces innovation, continuous improvement and equity as guiding principles for service delivery.
Navigates complex and changing landscapes with confidence, keeping project goals at the forefront despite shifting requirements.
Is a thoughtful, articulate communicator who leads strategic messaging, builds alignment, and advises on high-profile, politically sensitive issues.
Demonstrates success leading cross-functional teams, strategic initiatives, or complex municipal projects.
Has keen knowledge and understanding of current and future issues that impact municipal organizations.

Town Administrator

The Town of Grantham, NH (pop 3500), is seeking an experienced professional to serve as its next Town Administrator. The former Town Administrator is retiring after serving the Town for 18 years, 13 as Town Administrator. Grantham is conveniently located off exit 13 on I-89, just a short distance away from the state capital, Concord, and just 60 miles from Manchester, NH. The Town, located along the Sugar River, is surrounded by beautiful mountains and preserved land. Grantham contains 27.2 square miles of land area and 0.9 square miles of inland water area. Working under the direction of a 3-member Board of Selectmen, the Town Administrator coordinates the delivery of a full array of town services and manages the day-to-day affairs of the Town. Grantham has a traditional town meeting form of government. With an FY 24 operating budget of $5.3 mil, the Town has approximately 21 FT employees supplemented by another 20 PT employees.

NEW Management Services Director

Bring your passion for public service to the City of South Pasadena and oversee multiple mission-critical functions. Join the City’s newest City Manager and see the meaningful impact of your work on the community while working together to drive innovation in a historic community with a high quality of life.

The Management Services Director is responsible for overseeing the Human Resources, City Clerk, Information Technology, Grants Management and Special Projects functions of the city. Reporting to the City Manager, this at-will, exempt position provides high-level administrative leadership, ensures efficient service delivery, and coordinates with internal departments and external agencies.

HOT! Payroll Manager

The City of Reno’s Department of Human Resources is looking for a skilled and dynamic Payroll Manager who reports to the Assistant Director of Human Resources. This key position oversees the payroll administration program for a large and complex organization, which has a key impact on employee experience. You will lead, mentor, and supervise a team of three and closely collaborate with other members of the HR team, as well as representatives from across the City’s decentralized payroll administration structure. You will serve as the primary resource for resolving complex payroll matters, the integration of payroll technology solutions, and the advocate for continuous process improvements. You will have the career-building opportunity to contribute to payroll technology modernization and process improvement as a member of the HR leadership team. The ideal candidate will have a proven track record of managing complex compensation structures, a strong understanding of payroll regulations, knowledge of the complexities of public sector payroll and benefits administration, possess a growth-mindset and thrive in a fast-paced environment.

Under general direction, manages, supervise, and coordinates a variety of complex and highly-responsible compensation and benefits structures to ensure employee compensation is paid on time, accurately, efficiently, and in a manner that is compliant with an overarching regulatory and collective bargaining agreement framework; performs advanced journey-level analytical, financial, systems, statistical, and programmatic analysis to provide sound, professional recommendations for action and significant assistance in policy, procedure, budget development, and to inform the decisions of management affecting collective bargaining; and coordinates and oversee payroll operations, including significant interface with other City departments and divisions. Success in this role requires one to demonstrate the following core competencies:

Orientation to Continuous Process Improvement – Awareness of the need to seek out and identify deficiencies; eliminate redundancies; promote internal collaboration; and fully utilize resources, including technology, to enhance the organizational recognition, problem solving, prevention and response process.
Effective Communication – Verbal, non-verbal, and active listening communication skills; the ability to communicate complex information to a variety of audiences; sincerity and energy when establishing interpersonal relationships; and clarity with which the message is delivered.
Collaborating with Others – Working together with others in a cooperative and supportive manner to achieve shared goals and objectives; ability to create productive relationships interdepartmentally and with outside agencies.
Agile Methodology – Manage goals and objectives by breaking them up into several smaller phases; and collaboration and communication with stakeholders at every stage.
Succession Planning – Continually investing in employee learning, growth, development, and improvement; motivating employees in advancing and tracking career goals; ensuring employee skills match organizational needs; ability to identify and develop leadership among your employees.

Class specifications are intended to present a descriptive list of the range of duties performed by employees in the class. Specifications are not intended to reflect all duties performed within the job.

Examples of Essential Functions

The following duties are typical for this classification. Incumbents may not perform all of the listed duties and/or may be required to perform additional or different duties from those set forth below to address business needs and changing business practices.

Plan, direct, manage, and administer the activities of the City’s central payroll operations within the Human Resources Department.
Manage, administer, maintain, and review the payroll processing system to ensure timely and accurate processing of payroll transactions including wages, benefits, leave, garnishments, taxes, and other deductions.
Maintain records and reports including controlling and reconciling to ensure accurate calculation of wages, tax withholdings, deductions, and credits.
Originate, generate, and prepare a variety of ongoing reports as needed, including financial audit records and reports, an annual government compensation report, reports to reduce common errors, reports for union negotiations, and reports for public records requests.
Audit, balance and prepare a variety of payroll related reports/reconciliations, including Nevada Public Employee Retirement System (NV PERS) Wage and Contribution reports, payroll processing reports to track and audit the use of specialty pays such as paid administrative leave and industrial injury leave, quarterly and annual tax and insurance reports; monitors bank activity.
Reconciles reports, bills, and invoices to payroll report and the general ledger, and makes any needed adjustments and journal entries.
Performs fiscal and calendar year-end processes and prepares related reports and documents, including W-2 and 1095-C.
Manage and oversee payroll audits, including NV PERS audits.
Manage and implement changes to the payroll system consistent with the items contained in collective bargaining agreements, Council resolution, City policies and procedures, and classification and compensation plans.
Select, train, motivate, and evaluate assigned personnel; assess and monitor work load, administrative support and systems; provide or coordinate staff training; work with employees to correct deficiencies and develop additional skills.
Train, support and provide technical system and procedural guidance to departmental/divisional staff involved in department payroll preparation and record keeping; and provide assistance to management staff on difficult and complex payroll matters.
Develop processes to communicate payroll information to meet data entry, employee information, payroll, budget, and reporting needs of the various City departments and develop the communication.
Formulate and implement changes in data collection, employee data information, compensation, benefits, record keeping and reporting.
Develop and maintain City-wide payroll operating procedures and standards; develop and maintain procedural manuals; ensure adherence by monitoring system performance and documentation and evaluating user feedback
Design flow charts and diagrams to indicate essential operations to be performed from the initial stages to completion of manual or automated jobs.
Coordinate payroll operations with other City functions, departments and staff, to ensure effective cooperation consistent with optimal efficiency, effectiveness, and economy; coordinate data, resources, and work products as necessary and upon request in support of a productive and positive working environment.
Participate in the resolution of difficult and complex operational and administration payroll problems; identify and evaluates payroll processing issues; organize, coordinate, direct, and/or conduct administrative studies relating to payroll activities or operations; determine analytical techniques and information-gathering processes and obtains required information and data for analysis; analyze alternatives and make recommendations; discuss findings with management staff and prepare reports of study conclusions; oversee and assist in the implementation of recommendations.
Collaborate with the City’s IT Department to liaise with the payroll processing system provider to manage and resolve software/system issues.
Participate in various City-wide HRIS/ERP planning, implementation and management initiatives.
Plan, coordinate, implement, promote, and oversee significant payroll projects and initiatives; oversee and participate in the development and implementation of project goals, objectives, policies, procedures, and priorities; oversee and participate in the development and implementation of strategies and work plans for the achievement of these goals.
Perform the full range of duties involved in researching, negotiating, and monitoring assigned contracts and agreements with outside suppliers, service providers, leasing agents, and others; ensure work is performed in compliance with contracts and agreements.
Ensure that assigned program/project activities and services comply with relevant federal, state, and local laws, policies, and regulations.
Participate in the development and administration of the division budget; approve the forecast of funds needed for initiatives, materials, and supplies; approve expenditures; and request budgetary adjustments as appropriate and necessary.
Attend and participate in professional group meetings; stay abreast of new trends and innovations in the fields of business and public administration and issues related to field of expertise.
Perform related duties as required.

NEW Chief People Officer

The City of Dixon is seeking a dynamic and visionary Chief People Officer to lead our people strategy and initiatives. This strategic leadership position will play a crucial role in shaping the organizational culture, fostering employee engagement, driving talent management efforts, and participate in and oversee the Human Resources function in support the City’s mission and objectives. The Chief People Officer reports directly to the City Manager.

Responsibilities

Strategic Leadership:

Collaborate with senior leadership to develop and implement a comprehensive people strategy aligned with the City’s vision, goals, and values.

Provide strategic guidance and recommendations to the City Manager and department heads on people-related matters, including workforce planning, talent acquisition, and organizational development.

Organizational Culture and Employee Experience:

Champion a positive and inclusive workplace culture.
Develop and implement initiatives to enhance employee experience, satisfaction, and well-being, fostering a supportive and collaborative work environment.
Develop, implement, and administer a city-wide employee recognition program.

Talent Management:

Oversee talent acquisition efforts to attract, recruit, and retain top talent for City departments and positions, while taking into account the special legal considerations of police and fire hiring and promotional processes.
Develop and implement performance management systems and processes to align individual goals with organizational objectives and drive employee development and accountability.

Employee Relations and Compliance:

Serve as a trusted advisor and resource for employees and department heads on employee relations matters, conflict resolution, and compliance with employment laws and regulations.
Ensure that HR policies, procedures, and practices are consistently applied across the organization and in compliance with relevant laws and regulations.

Learning and Development:

Design and implement professional development programs, training initiatives, and leadership development opportunities to enhance employee skills, capabilities, and career growth.
Collaborate with department heads to identify skill gaps and training needs and develop targeted learning solutions to address them.

Strategic Communication and Engagement:

Develop and execute communication strategies to foster transparency, collaboration, and engagement among employees and stakeholders.
Solicit feedback from employees through surveys, focus groups, and other channels to assess employee sentiment and identify areas for improvement.

Human Resources Business Partner – Talent Management

Customer Service. Stewardship. Honesty. Integrity. Respect. Teamwork. Do you share our Core Values? Our Human Resource Business Partner’s focus on Talent Acquisition, Recruitment, and Retention is the perfect opportunity for an experienced professional to guide our efforts to recruit, develop, engage, and retain a diverse workforce.

Starting Salary: $75,316.80 – $90,380.16/DOQ

This energetic, organized member of the HR team ensures the City operates professionally and compliantly, leveraging our core values, engaging our talent and creating a best in class culture. The HRBP is a strong organization champion who will partner with hiring managers, supervisors, and employees to ensure that our organization supports a rewarding employee experience. From position development, to recruitment to onboarding and beyond, our HRBP will serve as an approachable, available and responsive coach and mentor to employees and managers, and have an “ear to the ground” within our organization to provide input into making improvements upon our systems and processes.

Essential Job Functions

Our Human Resources Business Partner will lead all aspects of our Talent Management efforts via the creation of requisitions & job postings, applicant tracking, interview participation & panel selection, ensure a seamless transition from candidacy to employee, and support the pre-employment and onboarding process of all new hires.

As part of the credentialed City HR Team, our HRBP will be presented with opportunities to facilitate in-house training sessions, enrich our current processes, and network with other HR professionals to continually seek out and enhance our City solutions that support and optimize our most valuable resource…..our City employees! Our HR team members are hands-on professionals who thrive in a fast-paced environment where versatility and tact are essential to ensure we are responsive to the needs of our employees. This position is also telework eligible on a hybrid schedule, offering an incredible work-life balance experience.

Human Resources Analyst/Sr. Human Resources Analyst

Under administrative direction, partners with City departments to ensure the organization’s ability to attract, retrain, and develop effective employees focused on values and strategic objectives of the City. Provides support and guidance to City departments, including recruitment and selection, onboarding, and off-boarding, HRIS administration, classification, compensation, benefits, employee development, and employee relations.

Human Resources Analyst:

This is a journey-level class in the Human Resources Analyst series. Incumbents assigned to this class are expected to perform technical, analytical, and professional work assigned to this class and to work with independence and initiative.

Senior Human Resources Analyst:

This is a senior, advanced-level class in the Human Resource Analyst series. Work in this class is more complex.

It is distinguished from the analyst level by the ability to perform the full range of duties and work with considerable independence and initiative. Incumbents assigned to this class are expected to lead a variety of programs and projects, perform necessary research, and make recommendations regarding policy issues to the Director.

The Human Resources Analyst/Senior Human Resources Analyst is flexibly staffed and is normally filled by advancement from HR Analyst or, when filled from the outside, requires previous and directly related experience.

Examples of Duties

Plans, develops, coordinates, and implements recruitment processes; reviews requisitions for position vacancies; designs and prepares job notices and related advertisements; develops marketing and advertising campaigns/techniques; posts vacancies; actively recruits qualified applicants; screens applications; schedules and conducts new hire employment interviews as needed; provides feedback and answers questions from applicants; coordinates background checks, pre-employment physicals and drug testing; conducts reference checks; makes job offers; onboards employees; and ensures proper employment paperwork.

Responsible for the accurate and daily maintenance of all employee information, including maintaining HRIS database; processes all applicable payroll change forms, oversees the maintenance of personnel files and records; preserves data/record management integrity.

Supports the day-to-day administration of employee benefits programs, including medical, dental, vision, life, disability, and deferred compensation; coordinates the completion and processes employee benefit enrollments, data base administration; changes and terminations; processes address and beneficiary changes; coordinates and monitors FMLA and disability leaves; monitors employees for ACA related purposes; assists in coordinating open enrollment and benefits meetings; maintains benefits’ related records; serves as liaison between benefits’ vendors and employees; resolves problems and responds to questions.

Assists with employee/management relations, including partnering with the departments to create and maintain appropriate, value-driven work environments; advises and counsels managers, supervisors, and employees regarding human resource matters, resolution of issues, grievances, and disciplinary actions; conducts employee exit interviews; promotes positive employee/management relations through assigned special committees and task forces; and assists in the development and implementation of employee recognition ceremonies and other such programs.

Assists with organizational compliance with all applicable federal, state, municipal regulations, codes, policies, and procedures; advises management on state and federal regulations; interprets and advises management and employees on the policies, rules, regulations, and procedures relating to various employee programs and benefits; assists in developing and recommending changes to policies and procedures.

Assists in assessing organizational training and employee development needs. Develops and recommends training goals and objectives. Plans, schedules, and coordinates training programs and contracting of instructors.

Conducts research, studies, report generation, and project management on a wide variety of human resource topics, including salary and benefits, employee turnover, staffing levels, and human resource trends. Makes recommendations based on findings.

Coordinates the daily functions of the City’s auto, general liability, and workers’ compensation claims. Serves as primary contact for claimants and involved departments; gathers information on claims; reports claim to insurance carrier; and makes recommendations to prevent similar incidents. Manages all subrogation for internally managed claims and all court restitution for internally managed claims and assists in negotiating final recoveries. Responsible for maintaining related records.

Processes insurance and human resource invoices and assists with allocations/reconciliations.

Completes employee verifications, verifications of income, workers’ compensation wage statements, and various compliance reports.

Assists in the maintenance of the classification and compensation system. Conducts job audits and classification and pay studies upon request; updates or develops new job descriptions as required; conducts compensation analysis; makes recommendations to develop and maintain classification standards.

Provides coverage as needed for the receptionists.

Provides support and assistance to the Civil Service Board as requested.

Performs other related duties.

Senior Human Resources Analyst:

In addition to the previous Major Duties:

Provides an elevated level of consultative support to city departments to assist in the delivery of approved levels of service.

Develops an understanding of City operations and remains knowledgeable of initiatives, challenges, and best practices. Identifies organizational issues and assists departments to address issues.

Conducts research, analyzes data, evaluates efficiency and effectiveness, and makes recommendations to improve operations.

Directs and manages specific activities and operations assigned.

Coordinates and/or conducts assigned investigations.

Develops ordinances, policies, rules and regulations for employees, supervisors, management, and the public; develops and recommends changes to policies and procedures.

Assists in development and implementation of department goals, objectives, and work plan. Develops and ensures that various operating procedures, standards, and guidelines are followed.

Assists in the preparation and administration of the division budget; forecasts the necessary funds for staffing, equipment, materials, and supplies. Submits budget recommendations and justifications. Monitors expenditures against approved budget.

Researches and analyzes legal requirements impacting human resource programs and services. Identifies exposures and liabilities of the city and takes steps necessary to comply or reduce exposure.

NEW Human Resources Manager

Full-time position overseeing HR operations, advising Administration, and ensuring compliance with policies and HR laws. Works under the City Administrator’s guidance and supervises the HR Generalist and others as directed or assigned.

Key Responsibilities

Coordinate the hiring process, from job advertising to onboarding.
Take an active role in labor negotiations; prepare data and economic/noneconomic analyses.
Conduct compensation surveys; oversee classification and pay equity reviews.
Develop and maintain accurate job descriptions and personnel files.
Manage the City’s performance review process and provide guidance to supervisors.
Collaborate with insurance providers to secure and administer employee benefits.
Manage workers’ compensation claims and reporting.
Administer the City’s random drug/alcohol testing program.
Responsible for DOT compliance for CDL drivers.
Maintain awareness of HR trends, best practices, and regulatory changes; ensure compliance with state and federal laws.
Ensure HIPAA and OSHA compliance, including required record-keeping and safety trainings.

To apply or learn more visit https://www.fergusfallsmn.gov/jobopportunities

NEW Human Resource Manager

The Human Resources Manager is responsible for performing HR-related duties on a professional level and works closely with senior management in supporting all employees. This position carries out responsibilities in the following functional areas: benefits administration, employee relations, training, performance management, onboard/offboarding, policy development and implementation, recruitment/employment, and employment law compliance. The person in this position shall be the Personnel Director for the City of Palmer.

The Human Resources Manager must have exceptional organizational skills to meet the increased scope and complexity of city requirements and documentation. The Human Resources Manager must have the ability to prioritize, work independently and to meet important deadlines. Work is characterized by the broad scope and extent of the responsibility, the requirement to interpret regulations, state, and Federal laws, develop and implement policies and procedures to ensure compliance with governing civil rights.

Work is performed with considerable independence within prescribed guidelines and procedures and involves considerable judgement and discretion in carrying out assignments. Work involves the handling of confidential files and requires the employee to maintain the confidentiality of employer/employee communications/issues.

Essential Functions & Duties

Serve as an advisor to the City Manager and Department Directors on handling performance or disciplinary issues, complaints and grievances, inappropriate behavior, and other aspects of employee issues that may arise. Manages complex employee relations issues from coaching up to termination. Interpret regulations, polices, and procedures to ensure consistent application, ensuring precedence and past practice are taken into consideration.
Responsible for creating, updating, and implementing current and new city policies and regulations concerning employment and benefits, taking into account both Federal and state regulations/laws regarding employment, benefits and other related areas.
Leads city compliance with all existing governmental and labor legal and reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), the Alaska Family Leave Act (AFLA), Department of Labor, workers’ compensation, the Occupational Safety and Health Administration (OSHA), Federal Motor Carriers Association (FMSCA), and so forth.
Implements employee benefit programs and informs employees of benefits by studying and assessing benefit needs and trends; recommending benefit programs to management; processing enrollments and changes, obtaining and evaluating benefit contract bids.
Ensures planning, monitoring, and appraisal of employee work results by training managers to coach and discipline employees; scheduling management conferences with employees; hearing and resolving employee grievances; counseling employees and supervisors. Perform internal investigations with confidentiality and in a time sensitive manner.
Prepares employees for assignments by establishing and conducting orientation and training programs.
Oversee, monitor, and manage employment leave programs such as FMLA, AFLA, unpaid leave, ADA (including managing the interactive process on behalf of the city). Provide technical guidance to managers and employees on complex leave and accommodation scenarios.
Serve as Risk Management for the City of Palmer. File, manage, monitor all workers’ compensation injuries, auto and property damage claims. Work with outside agencies regarding claims, return to work, payments and policy renewals. Develop and implement procedures to ensure city employees work in a safe manner adhering to standard safety practices.
Establish and maintain files, records, and other human resources information both via hard copy and various electronic systems. Maintain employee files and records in compliance with various laws and regulations.
Perform other duties as assigned.

HOT! IT Project Manager

Under minimal supervision, this position is responsible for managing the planning, coordination, and execution of IT infrastructure within construction projects.
The role requires a high degree of specialized knowledge in IT systems, networking, and infrastructure deployment in large-scale construction environments.

This position ensures that IT components are seamlessly integrated into project plans, align with industry standards, and meet operational requirements.
The IT Project Manager collaborates closely with construction teams, contractors, and stakeholders to deliver reliable and efficient IT solutions while ensuring compliance with security, regulatory, and operational standards.

Functional Requirements:

Review and interpret construction drawings, develop IT scopes of work, and oversee the design, installation, and integration of IT infrastructure, including networking, structured cabling, telecommunications, and data center components. Ensure all IT systems align with project objectives, industry standards, and security requirements.
Act as the IT subject matter expert, collaborating with construction teams, contractors, vendors, and internal departments to align IT infrastructure with overall project timelines. Facilitate IT project reviews, track milestones, and ensure clear communication between technical and non-technical stakeholders.
Oversee the installation, testing, and commissioning of IT systems, ensuring functionality, reliability, and compliance with security, regulatory, and operational standards.
Develop as-built documentation, training materials, and system handover guides to support ongoing operations.
Identify and mitigate IT infrastructure risks within construction projects, manage vendor contracts and performance, and enforce compliance with IT project requirements and service level agreements. Continuously evaluate IT infrastructure strategies, recommending improvements for efficiency, scalability, and security.