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01-27 Bill 2026-02City of Richfield County of Hennepin State of Minnesota January 27, 2026 BILL NO. 2026-02 RC160\1\1070233.v1 Motion by: Hayford Oleary Seconded by: Burk AN ORDINANCE AMENDING SECTION 300 AND SECTION 310 OF THE CODE OF ORDINANCES RELATING TO THE CREATION OF THE HUMAN RESOURCES DEPARTMENT AND HUMAN RESOURCES DIRECTOR POSITION WITHIN THE CITY ORGANIZATION THE CITY OF RICHFIELD DOES ORDAIN: Section 1. Subsection 300.03 of the Richfield City Code is amended as follows: 300.03. – Departmental and divisional organization. The administrative service of the City is divided into the following departments and heads thereof: Executive Department City Manager Administrative Services Department Director of Administrative Services Fire Department Fire Chief Public Safety Department Director of Public Safety Public Works Department Director of Public Works Recreation Services Department Director of Recreation Services Community Development Department Director of Community Development Legal Department City Attorney Finance Department Finance Director Human Resources Department Human Resources Director Section 2. Subsection 300.22 is added to the Richfield City Code to read as follows: 300.22 Human Resources Department: duties of director. The Human Resources Director is responsible to the Manager for the organization, planning, administration and coordination of the human resources functions of the City. The Human 1 of 3 City of Richfield County of Hennepin State of Minnesota January 27, 2026 BILL NO. 2026-02 2 of 3 Resources Director shall perform the duties described in the job description for the position and any additional duties assigned by the City Manager. Section 3. Subsection 310.03 of the Richfield City Code is amended to repeal the following subdivision as follows with the remaining subdivisions renumbered accordingly: Subd. 16. "Human resources Manager" means a person appointed by the Manager and charged with the administration of this Section. The human resources Manager shall perform the functions of the personnel Manager. Section 3 4. Subsection 310.07 of the Richfield City Code is amended as follows: Subd. 5. Background investigations (c) Maintenance of Data. In conducting criminal history background investigations under this subdivision, the Public Safety Department is authorized to access data maintained in the state Bureau of Criminal Apprehension (BCA) computerized criminal history information system in accordance with BCA policy. Any data that is accessed and acquired must be maintained within the department under the care and custody of the Public Safety Director, or his or her designee. A summary of the results of the computerized criminal history data may be released by the Public Safety Department to the hiring authority, including the City Council, City Manager, Assistant City Manager/, Human Resources Manager Director, or other City staff involved in the hiring process. (d) Consent Required. Before the investigation is undertaken the finalist, volunteer, or contractor must give authorization to the Public Safety Department in writing to undertake the investigation and to release the information to the Human Resources Manager Director and other appropriate City staff. The written consent must fully comply with the provisions of applicable data privacy statutes regarding the collection, maintenance and use of the information. Subd. 6. Disqualification due to background investigation. Except for the positions set forth in Minn. Stat. § 364.09, no person shall be disqualified from employment with the City solely or in part because of a prior conviction of a crime or crimes—unless the crime or crimes for which convicted directly relate to the position of employment sought and the conviction is for a felony, gross misdemeanor, or misdemeanor with a jail sentence. In determining if a conviction directly related to the position of public employment sought, the hiring authority shall consider the requirements of Minnesota Statutes Chapter 364. Should the City reject the finalist's request for employment due, partially or solely, to the applicant's prior conviction of a crime, the Human Resources Manager Director shall notify the finalist in writing of the following: a. The grounds and reasons for the denial; b. The applicable complaint and grievance procedure set forth in Minnesota Statutes Section 364.06; c. The earliest date the applicant may reapply for employment; and City of Richfield County of Hennepin State of Minnesota January 27, 2026 BILL NO. 2026-02 3 of 3 d.That all competent evidence of rehabilitation will be considered upon reapplication. Section 5. This Ordinance will be effective in accordance with Section 3.09 of the City Charter. Adopted by the City of Richfield, Minnesota, this 27h day of January, 2026. VOTING AYE VOTING NAY Supple, Mary Supple, Mary Burk, Walter Burk, Walter Christensen, Sharon Christensen, Sharon Coleman-Woods, Rori Coleman-Woods, Rori Hayford Oleary, Sean Hayford Oleary, Sean Mary B. Supple, Mayor ATTEST: Michelle Friedrich, City Clerk THE CITY OF RICHFIELD, MINNESOTA HUMAN RESOURCES DIRECTOR Human Resources Department Salary Range: $135,678.40-$177,964.80 plus full City benefits. HOURS Standard business hours (Monday-Friday, 8:00 AM - 4:30 PM) some evenings required. Hours may vary. Flexible work schedule option available. SUPERVISION RECEIVED AND EXERCISED Work is performed independently with guidance and direction from the City Manager. Provides general supervision staff in Human Resources, including Equity Coordinator and two Generalists. NATURE OF WORK This position is responsible for directing all aspects of the human resources and Labor Relations function for the city, including recruitment and selection, succession planning and retention, equity and inclusion, employee and labor relations, job classification and compensation, benefits and leave administration, workers’ compensation, performance management, personnel policy development, training and organizational development, personnel recordkeeping, and drug testing program management, and worksite wellness programs. This position is a member of the Leadership Team for the City. ESSENTIAL DUTIES • Provides executive level leadership and direction of the Human Resource and Labor Relations functions for the City. • Ensures policies, priorities, and organizational and operational objectives keep pace with changing human resources and public employment environment; interprets and administers City policies; prepares and updates policies for City Manager approval. Communicates and approved policy or procedure changes to affected employees. • Oversees and coordinates efforts to ensure the City is an equitable, inclusive, and respectful organization and supports the City’s mission, vision, and core values. Provides consultation to departments on equity strategies and initiatives related to human resources and shares best practices. • Provides day-to-day performance management guidance on employment matters to all levels of management and employees including but not limited to coaching, counseling, career development, progressive discipline and disciplinary actions up to and including separation of employment. Provides recommendations for employee disciplinary issues. • Directly supervises the staff in the Human Resources Department. • As chief negotiator for the City’s labor contracts, sets negotiation strategy and serves as lead negotiator during contract negotiations, provides arbitration support and serves as primary contract interpreter for City and oversees and participates in labor-management committees. • Provides consultation to employees and management on complex employee issues including but not limited to allegations of misconduct, reasonable suspicion drug and alcohol testing, fitness for duty examinations, ADA accommodation requests, leave of absence inquiries, investigative procedures, identifying legal risks associated with actions or non- action, etc. Status Job Code Grade FLSA EEO-4 WC FT HRDIR 19 Exempt A - Officials and Administrators 8810 • Leads investigations into allegations of misconduct and/or policy violations and provides recommendations to the Assistant City Manager and City Manager. • Plans, develops, evaluates and recommends employee insurance and benefit providers and insurance agents; oversees benefit renewal and adoption of new benefit programs and oversees the day-to-day benefit administration and the overall annual open enrollment process. • Administers and prepares the annual operating budget for the Human Resources Department, the City’s wellness program, the employee recognition program and assists others in related areas as needed. • Partners with other City department heads to support city goals and initiatives. • Provides executive staff support to the Civil Service Commission including preparation of draft agendas, providing reports and meeting materials and guiding the commission on hiring processes. • Develops and oversees succession planning and retention programs, that corresponds to the city’s overall goals and objectives. • Develops and maintains the compensation program, including pay equity analysis. • Leads and oversees innovative recruitment and retention strategies, including the on- boarding and off-boarding process of all positions in order to attract, retain, lead and manage the City’s increasingly diverse workforce; conducts the executive recruitment process for upper management. • Oversees the administration of all leave management programs of the City including in accordance with all laws and regulations. • Oversees the city’s comprehensive employee wellness program. • Oversees the administration of the city’s performance appraisal program. • Manages the city’s worker’s compensation program, handling complex claims and disputed cases, authorizing independent medical exams, negotiating settlements, and monitoring quality of service provided by the third-party administrators. • Acts as main point of contact for City employment lawsuits, grievances, or other disputes. • Oversees major projects including personnel/medical file digitization, RFP’s for HR services, performance management development and facilitation, exit interview process and employee onboarding and retention. • Oversees management of the Drugfree Workplace act, DOT drug testing and Police Drug testing. • Oversees the City’s Safety Program and OSHA compliance, ensures all required training is completed an inspections and recordkeeping are in place. • Monitors legislation that may affect employment, safety and labor relations and determines the impact on the City and the need for adjustments in policies or procedures. • Develops or oversees training and development activities for the city related to supervision, employee development, policy and benefit changes and other statutorily required or recommended topics; oversees City education program and tuition reimbursement approval. • Oversees the handling of all unemployment claims, to include participation in administrative hearings for disputed claims. • Directs and leads labor management relations to maintain sound relationships with organized employees. • Provides consultation to employees and management on complex employee issues including but not limited to allegations of misconduct, reasonable suspicion drug and alcohol testing, fitness for duty examinations, ADA accommodation requests, leave of absence inquiries, investigative procedures, identifying legal risks associated with actions or non-action and monitors compliance and applies best practices in human resource policy and practices. • Acts as final approver for position review, determines the appropriate classification and compensation, subject to City Manager approval and oversees the administration of preparing and maintaining job descriptions. • Oversees records retention for Human Resources and Labor Relations-related files to include records retention and data requests. • Performs all other duties as assigned. COMPETENCIES • Demonstrates thorough knowledge of applicable state and federal laws, rules and regulations related to labor relations, and PELRA, FLSA, COBRA, FMLA, ADA, HIPPA, MN PFML, ESST,etc. • Demonstrates considerable knowledge of public sector human resources principles, practices, standards and methodology and the ability to apply them. • Demonstrates considerable knowledge of labor relations, including negotiations, mediation, contract management and labor-management relations. • Demonstrates knowledge of risk management, including various types of insurance coverage. Demonstrates knowledge of municipal government and the budget process. • Demonstrates knowledge of public sector employee fringe benefits and their administration. • Demonstrates ability to accurately comprehend, interpret, analyze and explain complex information. • Demonstrates ability to establish and maintain effective working relationships with others. • Demonstrates ability to communicate effectively both orally and in writing. • Demonstrates ability to exercise sound judgment to objectively define, investigate, and resolve problems/conflicts. • Demonstrates ability to negotiate and administer labor agreements and effectively manage and respond to grievances. • Demonstrates ability to investigate complaints, evaluates performance and misconduct concerns and advise appropriately. • Demonstrates ability to respect and maintain confidentiality of sensitive information, issues, and projects; maintain compliance with the Data Practices Act. • Demonstrates ability to understand and respect the diversity of customers and co-workers, effectively communicating with individuals whose first language may be one other than English. • Demonstrates proficiency using Microsoft Office and HRIS systems. CERTIFICATION AND LICENSURE • Must possess a valid Class D driver’s license. MINIMUM QUALIFICATIONS • Bachelor’s degree in human resource management, public administration, business administration, organizational development, Psychology or closely related field. • Must have at least seven years of progressively responsible professional human resource experience including staffing, performance management, employee relations, compensation, benefits, training and project management. PREFERRED QUALIFICATIONS • Master’s degree in public administration, public policy, organizational development, or closely related field. • Labor Relations experience. • Public sector experience. • HRIS experience. • Supervisory experience. • Fluency in Spanish, Somali, Vietnamese or other non-English language prevalent in the City of Richfield AN AFFIRMATIVE ACTION/EQUAL/EQUITABLE OPPORTUNITY EMPLOYER/MFD The City of Richfield is an equal opportunity employer and does not discriminate against any employee, job applicant, or cont ractor on the basis of race, color, creed, religion, national origin, ancestry, sex, sexual orientation, gender identity or express ion, disability, age, marital status, genetics, status with regard to public assistance, veteran status, familial status, or membership on a local human rights commission. This statement applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termina tion, layoff, recall, transfer, leaves of absence, compensation and training. PHYSICAL DEMANDS The physical demands that are described herein are representative of those that must be met by an employee to successfully perform the essential functions of the job. Office environment primarily. Must have the ability to: • Ability to sit, talk and listen for extended periods of time. • Ability to bend, stoop, reach, manipulate doors, drawers and locks • Specific vision abilities required include close vision and the ability to adjust focus. City of Richfield January 27, 2026 County of Hennepin State of Minnesota RESOLUTION NO. 12404 RESOLUTION APPROVING SUMMARY PUBLICATION OF AN ORDINANCE AMENDING SECTION 300 AND 310 OF THE CODE OF ORDINANCES TO ESTABLISH A HUMAN RESOURCES DEPARTMENT AND ADD A DIRECTOR OF HUMAN RESOURCES POSITION WHEREAS, the City has adopted the above-referenced amendment of the Richfield City Code; and WHEREAS, the verbatim text of the amendment is cumbersome, and the expense of publication of the complete text is not justified; NOW THEREFORE, BE IT RESOLVED by the City Council of the City of Richfield that the following summary is hereby approved for official publication: SUMMARY PUBLICATION BILL NO. 2026-02 AN ORDINANCE AMENDING SECTIONS 300 AND 310 OF THE CITY CODE This summary of the ordinance is published pursuant to Section 3.12 of the Richfield City Charter. This ordinance, which amends City Code Sections 300 and 310 establishes a Human Resources Department, and replaces the Human Resources Manager with a Human Resources Director position. Copies of the ordinance are available for public inspection in the City Clerk’s office during normal business hours or upon request by calling the City Clerk at 612- 861-9739. Adopted by the City Council of the City of Richfield, Minnesota, this 27th day of January, 2026. Mary B. Supple, Mayor ATTEST: Michelle Friedrich, City Clerk