Highlands County Launches New Department to Support Workforce
Highlands County is establishing a new Human Resources & Information Department to better support its expanding workforce of approximately 430 employees. The move comes as the county experiences consistent growth, prompting the need for a dedicated department to manage core HR operations and employee services.
“Due to the growing nature of the county organization, a separate department is required to further assist in the daily HR operations,” said County Administrator Laurie Hurner following a recent county commission meeting.
Key Staff Will Transition to New Department
Two existing county employees will report to the incoming director of the department. Sherri Bennett, the county’s long-standing human resources manager, and Karen Clogston, assistant public information officer, will be under the new director’s leadership once the position is filled, according to Clogston.
The director position, which offers a compensation package totaling $113,700 including salary and benefits, is already being advertised.
Responsibilities and Qualifications for New Director
The new director’s responsibilities will include developing comprehensive HR strategies and policies, advising department heads and elected officials on labor laws and workforce planning, and overseeing the recruitment and hiring process. Moreover, the director will be tasked with creating strategies to attract and retain qualified employees, a key challenge faced by many municipalities.
Analyzing market trends to ensure Highlands County remains competitive with its compensation packages is also central to the role. This will help the county offer equitable salaries that draw in top talent.
While a degree in human resources is not mandatory, applicants must bring six to ten years of relevant experience, including in management and supervisory roles. Hurner added that she would ideally like the candidate to have two to five years of public information officer experience. A certification from the Society of Human Resource Management is preferred, though not required.
Emergency Preparedness Is a Must
Given the region’s susceptibility to hurricanes and other natural disasters, the county requires that all employees – including the new HR director – be “Disaster Essential.” This means the individual must be prepared to perform both human resources and public information duties during emergencies.
Although the job is categorized as a standard 40-hour workweek position, extended hours may be required during emergency events. “All county employees are disaster essential,” Clogston explained. “Each employee has a different disaster role. If they are activated to work during an incident or disaster, then yes, they would be working in their disaster role.”
Clarifying Jurisdiction Over HR Functions
Hurner noted that the new department will not oversee HR functions for the county’s constitutional offices. These include the Sheriff’s Office, Property Appraiser, Supervisor of Elections, Clerk of Court, and Tax Collector. As state-run entities, each of these offices maintains its own human resources department and policies.
Hiring Process and Next Steps
The responsibility of selecting the new HR & Information Department director lies with County Administrator Hurner. Once a candidate is chosen, they will be introduced to the County Commissioners in a ceremonial presentation known as a “confirmation.”
“They do something ceremonial called ‘confirm’ the individual, where the person is introduced to commissioners at a board meeting,” Clogston explained.
The creation of this new department represents a significant step in improving internal operations and ensuring that Highlands County is equipped to meet the needs of its growing workforce. With the right leadership, the county hopes to build a department that not only manages current HR demands but also lays the groundwork for long-term success and employee satisfaction.
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