Position Title:Human Resources Manager
 
Date Posted: June 30, 2025
 
Job Location: Madison
 
Company Name: Madison Metropolitan Sewerage District
 
Contact: Dana Reed
1610 Moorland Rd
Madison, WI 53713
(608) 222-1201
hr@madsewer.org
madsewer.org
 
Description: The Human Resources Manager provides comprehensive oversight for all human resources functions within the District. This position provides strong District-wide leadership on HR matters including supporting District management with HR issues and developing HR plans consistent with District strategic plans. The position emphasizes hands-on service delivery across key areas including talent acquisition, employee relations, compensation and benefits, compliance, training and development, and workplace safety. The successful candidate will build and maintain a positive workplace culture that supports the District's mission while ensuring legal compliance and minimizing employment-related risks.

Reporting to the Deputy Executive Director, this position manages the Human Resources (HR) team and serves as the primary HR business partner to all supervisors, managers, and directors throughout the District.

Who We Are

Established in 1930 to protect the lakes and streams of the upper Yahara watershed, the District is a wastewater collection and treatment utility serving about 435,000 people in 24 Madison-area owner communities covering about 190 square miles. Organized as a municipal corporation, the District is governed by a nine-member Commission appointed by the communities we serve.

The District owns and operates 150 miles of pipe and 18 regional pumping stations that convey approximately 37 million gallons of wastewater to the Nine Springs Wastewater Treatment Plant daily. Through the treatment process, we recover valuable resources from the wastewater we receive before returning clean water to the environment. 

Our mission is to protect public health and the environment. The District is dedicated to service, reliability, and sustainability, and our tradition of innovation has positioned us as a leader among clean water utilities.

Working at the District is more than just a paycheck. It is about taking care of the communities we live in and giving back to the environment that surrounds us. We are trusted leaders working together to protect one of our most valuable resources- our water. When you think about your career and what you want to accomplish in your lifetime, choose to do Work Worth Doing!

To be considered for this position, applicants must submit both a resume and a cover letter. Applications that do not include both documents will be considered incomplete and will not be reviewed. It is the applicant’s responsibility to ensure all required materials are uploaded prior to the application deadline.

 

The successful HR Manager must demonstrate:

 

  • Leadership — Anticipates workforce implications of internal and external changes, facilitates forward-looking collaboration on HR strategies, and provides guidance and direction to District leadership and management. Maintains awareness of industry trends and fosters continuous improvement.
  • Management Excellence — Develops and implements comprehensive HR programs that align with organizational goals and drive operational results.
  • Employee Relations Excellence — Skilled in conflict resolution, performance management, and fostering positive employee relationships.
  • Proactive Compliance — Maintains expertise in employment law, regulatory requirements, HR evidence-based practices, and workforce trends that impact operations.
  • Workforce Development — Experienced in building engaged, well-trained teams and fostering employee growth and development.
Critical Results

  • Integrated HR program consistent with industry best practices and District strategic priorities.
  • Effective talent acquisition and employee experience programs that attract, retain, engage, and develop an effective workforce .
  • Compliant and competitive compensation and benefits programs.
  • Positive employee relations climate with effective resolution of workplace issues.
  • Safety-conscious workplace culture aligned with accessibility and accommodation standards.
  • Respectful and inclusive workplace culture.
  • Comprehensive training and development programs that build organizational capability.
  • Effective succession planning initiatives for critical technical and leadership roles to reduce organizational risk and support continuity of operations.
  • Ensures fair and equitable HR practices, including full compliance with all employment laws and regulations.
  • Minimized employment-related legal risks and liability.
Duties

HR Program Management and Strategic Direction — 25%

  • Develop and execute comprehensive HR programs aligned with organizational objectives
  • Analyze HR metrics, workforce trends, and labor market conditions to inform the District’s HR approach.
  • Lead HR-related change initiatives and process improvements
  • Support executive leadership and the Commission with HR expertise and recommendations
  • Support cross-functional partnership including areas of operations, safety, emergency response, budget, and communications.
  • Ensure HR alignment with organizational priorities, initiatives and enterprise systems.
  • Develop communication strategies that keep employees informed and engaged in HR programs and initiatives.
  • Maintain knowledge of trends, best practices, regulatory changes and new technologies in HR
  • Manage human capital management (HCM) modules in ERP
Talent Management — 25%

  • Oversee recruitment, selection, and onboarding processes for all positions
  • Develop and implement performance management systems and processes
  • Design and deliver leadership development and succession planning programs
  • Manage employee recognition and engagement programs
  • Oversee the District’s training and development programs, ensuring assessment of organizational training needs and development of comprehensive training programs
  • Ensure training approaches leverage in-house and external training resources appropriately
  • Support professional development opportunities for all employees
  • Support and promote management and leadership training
Employee Relations — 15%

  • Lead employee relations with a focus on fostering collaborative working relationships and mutually beneficial solutions
  • Provide guidance and support to managers on employee relations issues
  • Investigate and resolve employee complaints, grievances, and disciplinary matters
  • Conduct workplace investigations as needed
  • Facilitate conflict resolution and mediation processes
  • Support and work with employee representative groups
  • Support HR-related District committees
Compensation and Benefits — 15%

  • Administer compensation programs including job analysis, salary surveys, and pay equity reviews
  • Oversee employee benefits programs and vendor relationships
  • Ensure competitive and equitable compensation practices
  • Manage annual compensation planning and budgeting processes
Safety, Compliance and HR Risk Management — 10%

  • Ensure fair and equitable employment practices that minimize legal risk and promote accessibility and inclusion
  • Oversee the District’s safety program
  • Ensure compliance with federal, state, and local employment laws and regulations
  • Develop, update, and communicate HR policies and procedures
  • Maintain employee handbook and ensure regular updates
  • Collaborate with legal counsel on employment law matters
  • Oversee HR records management and information systems and ensure data accuracy and security
  • Coordinate HR risk management with staff responsible for insurance and emergency preparedness
  • Coordinate mandatory compliance training (safety, harassment prevention, etc.)
  • Monitor legal developments and regulatory changes and translates them into actionable recommendations
HR Operations — 10%

  • Provide strategic direction, supervision, and professional development for HR team members
  • Manage HRIS systems and HR technology platforms
  • Manage HR records
  • Oversee HR budget and vendor management
  • Ensure efficient HR service delivery to all departments

Education and Experience

Required:

  • Bachelor’s degree in human resources, business administration, or related field. Demonstrated training or education plus two additional years of experience may be substituted for the degree.
  • Minimum 6 years of progressive HR experience with at least 3 years in a leadership role managing HR staff
  • Proficiency with Enterprise Resource Planning (ERP) systems

Preferred:

  • Master’s degree in human resources or related field
  • HR professional certification (PHR, SPHR, SHRM-CP, SHRM-SCP)
  • Experience with public entities supporting exempt and non-exempt employees, familiarity with labor relations
  • Background in workplace safety, HR risk management, and injury reporting and management processes, including familiarity with OSHA regulations.
  • Experience with the Workday ERP.
Knowledge, Skills, and Abilities

  • Comprehensive knowledge of federal and state employment laws and regulations
  • Strategic thinking skills, with ability to align HR programs with organizational goals and key operational outcomes
  • Ability to identify and address barriers to equal opportunity in recruitment, development, performance management, and advancement processes
  • Excellent verbal and written communication skills
  • Strong interpersonal and relationship-building skills
  • Conflict resolution and negotiation expertise
  • Analytical skills with ability to interpret HR data and metrics
  • Project management and organizational skills
  • Proficiency with HRIS systems and Microsoft Office Suite
  • Ability to maintain confidentiality and exercise sound judgment
  • Change management and leadership skills
  • Employee engagement expertise and commitment to workforce development and retention
  • Ability to develop and maintain productive working relationships with HR professionals and industry experts.
 
Work is typically performed in an office environment, with occasional visits to field or plant locations. The role involves extended use of standard office equipment, including computers. Noise levels may vary depending on the work location. A hybrid schedule, including both remote and in-office work, may be available based on operational needs and job responsibilities.

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