Library - Director, Human Resources

Position Overview

Reporting to the Detroit Public Library (DPL) Executive Director, uses a “business first” orientation to gain a broad and deep understanding of the strategies and system-wide operations of DPL. Develops, recommends, and implements human resources strategies aligned with DPL’s organizational strategies, priorities and desired culture. Serves as DPL’s chief labor negotiator, representing DPL in contract negotiations, grievances and other related matters with DPL’s six bargaining units. Develops and implements business-focused policies/contracts, procedures, and processes. Leads change in key human resources areas including staffing, performance management, HRIS, professional development, employee/labor relations, compensation, and benefits. Leads and coaches assigned management, professional and support staff.

To apply, please send your resume and cover letter to Debra Williams at dwilliams@detroitpubliclibrary.org by Friday, September 19th, 2025.

Position Type

Full Time

Salary Range

$102,456 - $145,686

Job Family

Human Resources

FLSA Status

Exempt

Bargaining Unit

Non-Represented

Revision Date

August 5, 2025

General Purpose

Reporting to the Detroit Public Library (DPL) Executive Director, uses a “business first” orientation to gain a broad and deep understanding of the strategies and system-wide operations of DPL. Develops, recommends, and implements human resources strategies aligned with DPL’s organizational strategies, priorities and desired culture. Serves as DPL’s chief labor negotiator, representing DPL in contract negotiations, grievances and other related matters with DPL’s six bargaining units. Develops and implements business-focused policies/contracts, procedures, and processes. Leads change in key human resources areas including staffing, performance management, HRIS, professional development, employee/labor relations, compensation, and benefits. Leads and coaches assigned management, professional and support staff.

Primary Responsibilities

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES:

1. Develops and implements human resources strategies aligned to organizational and HR divisional strategies and core objectives.

2. Directly and through assigned staff, designs and implements business-focused policies/contracts, processes, and procedures that are in alignment with DPL’s strategies and objectives, best practices and applicable law. Provides interpretation of same.

3. Directly and through assigned staff, provides full-service human resources consultation services and support for assigned areas to include staffing, performance management, professional development, employee and labor relations, change leadership, compensation/benefits, and regulatory/legal compliance.

4. Directly and through assigned staff manages the end-to-end talent acquisition process including but not limited to:

• Writes job profiles, interview questions, job postings, job descriptions, and other related media.
• Crafts tailored candidate sourcing strategies to support the goal of creating a diverse pool of well-qualified candidates.
• Using a standardized, strategic approach, assesses applicants, facilitates departmental interviews, and performs background and reference checks on qualified candidates. Evaluates competency, experience, and education of candidates and negotiates salaries according to established compensation guidelines. Makes job offers on behalf of DPL and arranges for preplacement assessments. Provides direction and support to hiring managers.
• Designs and directly and through assigned staff provides comprehensive DPL-wide new hire onboarding, orientation and training and support department leadership with the design and implementation of department and job specific orientation, onboarding and training.

5. Directly and through assigned staff, advises and assists in the application and interpretation of human resources policies, legal and union contract compliance, staff planning, transfers, promotions and terminations. Serves as DPL’s chief negotiator for all labor contract negotiations. Manages union and non-union grievance procedure directly and through assigned staff.

6. Facilitates, leads, and participates in large-scale organizational projects and multidisciplinary teams.

7. Hires, manages the performance of, coaches, and leads assigned staff.

8. Leads and manages the design and facilitation of staff education and development.

9. In consultation with external legal counsel, assists in preparation of data for litigation, compliance hearings, arbitration, contract negotiations, and the like.

10. Directly and through assigned staff, facilitates development and implementation of policies, procedures and processes to administer or support the administration of benefits, compensation, leaves of absence, ADA, unemployment compensation, worker’s compensation and other related programs.

11. Directly and through assigned staff, develops and implements human resources information systems, and documentation and recordkeeping processes and procedures, ensuring compliance with applicable laws, standards, etc.

12. Provides senior leadership for DPL’s Payroll operations.

13. Serves as DPL’s liaison to ensure alignment with the City of Detroit for identified HR services, including but not limited to payroll processing and administration of select benefits programs.

14. Performs related duties as required.

Minimum Qualifications

REQUIRED EXPERIENCE AND EXPERTISE:

• Outstanding depth and breadth of the human resources profession: ability to articulate broadly and deeply about core areas of human resources at a level consistent with seven – ten years’ progressively responsible HR leadership experience in complex, multi-site organizations. Specific areas include:
  • Culture change and alignment
  • Proven ability to co-lead the creation of a culture that respects and leverages diversity in all forms for employees, customers and all stakeholders.
  • Linking HR to business strategies
  • Performance alignment
  • Leadership development
  • Learning and development
  • Human resources measurements, metrics and analytics
  • Staffing
  • Employee and labor relations, including contract negotiations
  • Human resources information systems
  • Employment law (i.e., FLSA, ADA, FMLA, Wage and Hour, Title VII, etc.)
  • Compensation plan design and implementation
  • Benefit administration
  • Payroll

• Leadership/management/teamwork: Expert knowledge of leadership, management, and teamwork principles, and demonstrated ability to effectively apply principles to support and advance organizational objectives. Proven ability to appropriately hire, manage performance of, and develop assigned staff. Demonstrated capability to form and effectively facilitate organizational-wide multidisciplinary teams, and to gain cooperation and buy in of staff, stakeholders, and other entities when s/he has no formal authority over the individuals. Demonstrated ability to introduce and lead large-scale change through assigned work groups and organization as a whole.
• Service excellence orientation: Demonstrated ability to communicate and work effectively with employees at all levels. Can function as a team leader and team member as the situation requires. Strives to promote esprit de corps with team members. Effectively negotiates turnaround times and manages internal partner expectations.
• Business orientation: Possesses a business orientation first, sales/marketing orientation second, and HR orientation third. Displays an appropriate bias for action that demonstrates deep understanding of business needs and service excellence standards. Demonstrates ability to “think ahead” to anticipate needs of team and internal partners s/he is supporting.
  • Consistently exercises appropriate judgment and discretion in all job functions, even when clearly defined processes may not be in place. Identifies viable courses of action first, and reviews recommendations (as appropriate) with next-level manager.

• Process development, implementation, and improvement; project
  management: Demonstrated ability to develop and successfully implement sound, repeatable business/human resources processes, with a strong focus on operational efficiency and effectiveness. Can appropriately identify core business issues, viable business-oriented solutions, and necessary resources. Ability to effectively operationalize defined processes. Demonstrated ability to structure, implement, and manage to successful completion complex strategic and operational projects.
• Communication: Must have highly effective verbal and written communication skills. Must be able to communicate effectively with individuals at all levels of the organization, candidates, and other individuals external to the company. Demonstrated ability to “sell” ideas and concepts and gain buy in of targeted audiences.
• Technology: Working knowledge of current standard business and HR systems and software technology

EDUCATION AND WORK EXPERIENCE REQUIREMENTS:

1. Bachelor’s degree in business administration, human resources, or related field. MBA or other graduate degree, or equivalent combination of undergraduate degree and experience preferred.

2. Seven – ten years’ progressively more responsible HR leadership experience in complex, multi-site unionized organizations. HR leadership experience in an organization where human resources is strategically aligned to the core business is strongly preferred, as is previous leadership experience in an organization undergoing transformational change.