Recommendation for net increase in Human Resources Department of 1.0 FTE for the additon of the Workforce and Compensation Analyst positionCity of Dubuque
City Council
CONSENT ITEMS # 12.
Copyrighted
August 3, 2026
ITEM TITLE: Recommendation for net increase in Human Resources
Department of 1.0 FTE for the addition of the Workforce and
Compensation Analyst position
SUMMARY: City Manager recommending the creation of a Workforce &
Compensation Analyst position as part of a Human
Resources Department restructuring.
SUGGUESTED Receive and File; Approve
DISPOSITION:
ATTACHMENTS:
1. MVM Memo Recommendation for net increase in Human Resources Department of
1_0 FTE for the addition of the Workforce and Compensation Analyst position
2. Staff Memo
Page 995 of 1281
Dubuque
THE CITY OF
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TO: The Honorable Mayor and City Council Members
FROM: Michael C. Van Milligen, City Manager
SUBJECT: Recommendation for net increase in Human Resources Department of 1.0
FTE for the addition of the Workforce and Compensation Analyst position
DATE: July 30, 2026
Chief Human Resources Officer Shelley Stickfort and Talent Acquisition Manager
Kristen Dietz are recommending the creation of a Workforce & Compensation Analyst
position as part of a department restructuring.
The proposed restructuring results in a net increase of 1.0 FTE for the addition of the
Workforce & Compensation Analyst position.
The estimated FY2027 budget impact is $29,228.01. This cost will be absorbed through
salary savings generated by the vacant Employee Relations Manager position, which
has produced approximately $9,500 per month in vacancy savings. With approximately
four months of vacancy savings, the department has an estimated $38,000 and growing
amount available salary savings to offset the FY2027 cost.
Future fiscal year budgets will be adjusted to reflect the approved position additions and
eliminations as part of the department's ongoing budget process.
I concur with the recommendation and respectfully request Mayor and City Council
approval.
v
Mic ael C. Van Milligen
MCVM:sv
Attachment
cc: Crenna Brumwell, City Attorney
Cori Burbach, Assistant City Manager
Shelley Stickfort, Chief Human Resources Officer
Kristen Dietz, Talent Acquisition Manager
Jenny Larson, Chief Financial Officer
Laura Bendorf, Budget Manager
Page 996 of 1281
THE CF
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Masterpiece on the Mississippi
TO: Michael Van Milligen, City Manager
FROM: Shelley Stickfort, Chief Human Resources Officer
Kristen Dietz, Talent Acquisition Manager
DATE: July 29, 2026 (Updated)
Dubuque
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RE: Recommendation for net increase in Human Resources Department of 1.0 FTE for
the addition of the Workforce and Compensation Analyst position.
INTRODUCTION
The purpose of this memo is to respectfully request consideration of the proposed
restructure of the Human Resources Department.
BACKGROUND
The Human Resources Department is currently undergoing a comprehensive
organizational review to evaluate position responsibilities, reporting relationships, and long-
term operational needs. This review is occurring concurrently with the Human Resources
Information System (HRIS) implementation, which will automate numerous administrative
processes and create opportunities to strategically realign responsibilities.
Additionally, the department is experiencing some staffing transitions, including the
departure of the Employee Relations Manager and the Benefits & Compensation Manager,
and the retirement of Learning & Development Manager on December 31, 2026. These
changes provide an opportunity to thoughtfully redesign the department to better support
organizational priorities while ensuring continuity of critical Human Resources functions.
DISCUSSION
The proposed restructuring is designed to improve operational efficiency, strengthen
compliance, enhance workforce planning capabilities, and establish clear areas of subject
matter expertise. The recommendations below redistribute responsibilities based on
organizational need while positioning the department for long-term sustainability.
Page 997 of 1281
Employment Manager
It is recommended that the Human Resources Employment Specialist position be
reclassified to Employment Manager (NB14). The current incumbent is already
performing the majority of these responsibilities and would assume the position.
The Employment Manager will oversee recruitment, pre -employment processes,
unemployment administration, and drug and alcohol program compliance while providing
leadership for the City's employment functions.
Human Resources Generalist (Employment & Unemployment Administration)
(Replacement for Employee Relations Manager)
It is recommended that the Employee Relations Manager position be eliminated and
replaced with a Human Resources Generalist (NB12). The position will be posted
internally and externally.
This position will administratively report to the Chief Human Resources Officer and
functionally report to the Employment Manager. Responsibilities will include unemployment
administration, DOT compliance, drug and alcohol program support, license tracking, and
general Human Resources support. This position fills the operational gap created by the
departure of the Employee Relations Manager.
Human Resources Business Partner
(Replacement for Learning & Development Manager)
It is recommended that the Learning & Development Manager position be eliminated and
replaced with a Human Resources Business Partner (NB17). The position will be posted
internally and externally.
The Human Resources Business Partner will partner with City leadership on organizational
development, employee relations, workplace investigations, performance management,
collective bargaining support and CBA interpretation, organizational culture initiatives, and
other strategic Human Resources functions.
Human Resources Generalist (Benefits and Leave Administration)
(Title Update for Payroll & Benefits Specialist)
It is recommended that the Payroll & Benefits Specialist title be updated to Human
Resources Generalist (NB12) to better reflect the expanded responsibilities of the
position.
2
Page 998 of 1281
With efficiencies gained through the HRIS implementation, this position will continue
payroll and benefits administration while assuming responsibility for leave administration,
including FMLA.
Benefits Manager
(Replacement for Benefits & Compensation Manager — Benefits Function)
It is recommended that the Benefits & Compensation Manager position be replaced with a
Benefits Manager (NB14) reporting to the Chief Human Resources Officer.
This position will oversee employee benefits, leave administration, vendor management,
wellness initiatives, retirement programs, benefits compliance, and workers' compensation.
Separating benefits from compensation allows for greater specialization and improved
operational focus.
Workforce and Compensation Analyst
(Replacement for Benefits & Compensation Manager — Compensation Function)
It is recommended that the compensation responsibilities currently assigned to the Benefits
& Compensation Manager be established as a Workforce and Compensation Analyst
(NB13), reporting to the Chief Human Resources Officer.
This position will administer the City's classification and compensation program while
providing workforce analytics and organizational planning support. Responsibilities include
job analysis, classification and compensation studies, market benchmarking, organizational
structure reviews, workforce planning, and analysis of key workforce metrics such as
vacancy, turnover, retention, and employee demographics to support data -driven
organizational decisions.
Proposed Organizational Structure:
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,Wiq
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VW
Employment
Talent
HR
Benefits
HR Generalist
HR Generalist
Workforce &
Administrative
Manager
Acquisition
Business
Manager
(Employment&
(Benefits&
Compensation
Support
Manager
Partner
Unemployment)
Leave
Analyst
Professional
Administration)
3
Page 999 of 1281
BUDGETIMPACT
In collaboration with Budget Manager Laura Benforf, below is a summary of the
recommended position eliminations and additions as part of the restructure, including
associated grades, steps, hourly rates, and fiscal impact.
Position Adjustments
Eliminate: Learning and Development Manager
Position #: 281567001
Grade: NB15 I Step: 5
Hourly Rate: $51.40
Impact: ($62,973.99) (Partial year)
Add: Human Resources Business Partner
Position #: —
Grade: NB17 I Step: 2
Hourly Rate: $51.83
Impact: $63,504.03
(partial year FY27)
Eliminate: Employee Relations Manager
Position #: 282567001
Grade: NB16 I Step: 2
Hourly Rate: $47.60
Impact: ($144,456.56)
Add: HR Generalist
Position #: —
Grade: NB12 I Step: 2
Hourly Rate: $32.99
Impact: $85,311.46
Eliminate: HR Employment Specialist
Position #: 676567002
Grade: NB12 I Step: 4
Hourly Rate: $38.81
Impact: ($95,104.61)
Add: Employment Manager
Position #: —
Grade: NB14 I Step: 5
Hourly Rate: $40.25
Impact: $98,638.22
0
Page 1000 of 1281
Eliminate: Benefits & Comp Mgr
Position #: 283567001
Grade: NB16 I Step-6
Hourly Rate: $40.25
Impact: ($137,205.06)
(Reflects occupancy
through August 11,
2026)
Add: Workforce & Comp Analyst
Position #: —
Grade: NB13 I Step: 4
Hourly Rate: $40.25
Impact: $90,586.94
Add: Benefits Manager
Position #: —
Grade: NB14 I Step: 3
Hourly Rate: $40.25
Impact: $98,638.22
Eliminate: Payroll & Benefits Specialist
Position #: 677567001
Grade: NB11 1 Step: 2
Hourly Rate: $32.99
Impact: ($80,843.97)
Add: HR Generalist
Position #: —
Grade: NB12 I Step: 2
Hourly Rate: $34.81
Impact: $85,311.46
5
Page 1001 of 1281
Add/Elim
Position
HE Grade
Step Hourly
Eliminate
Learning and Development Mgr
-1.00 NB15
5 $51.3970
$
(62.973.99)
Add
HR Business Partner
1.00 NB17
2 $51.8296
$
63.504.03
Eliminate
Benefits Compensation Mgr
-1.00 NB16
5 $55.9908
$
(137,205.06)
Add
Benefits Mgr
1.00 NB14
2 $402524
$
96,638.22
Add
workforce and Compensation Analyst
1.00 NB13
2 $36.9667
$
90.596.64
Change
HR Payroll Benefits Specialist
-1.00 NB11
2 $32.9909
$
(80.843.97)
Add
HRGenerabst
1.00 NB12
2 $34.8140
$
85,311.46
Eliminate
Employee Relations Mgr
-1.00 NB16
2 $47.5963
$
(116,634.40)
Add
HRGeneralisr
1.00 NB12
2 $34.8140
$
85,311.46
Eliminate
HR Employment Specialist
-1.00 NB12
4 $38.8104
$
(95.104.61)
"Cirl
Employment Manager
1.00 NB14
2 $40.2524
$
98.638.22
1.00
$
29, 228.01
The proposed restructuring results in a net increase of 1.0 FTE for the addition of the Workforce &
Compensation Analyst position.
The estimated FY2027 budget impact is $29,228.01. This cost will be absorbed through
salary savings generated by the vacant Employee Relations Manager position, which has
produced approximately $9,500 per month in vacancy savings. With approximately four
months of vacancy savings, the department has an estimated $38,000 and growing
amount available salary savings to offset the FY2027 cost.
Future fiscal year budgets will be adjusted to reflect the approved position additions and
eliminations as part of the department's ongoing budget process.
0
Page 1002 of 1281
ACTION REQUESTED
Approval is respectfully requested to proceed with the proposed Human Resources
Department restructure. This includes:
• Eliminating the Learning & Development Manager, Employee Relations
Manager, Benefits & Compensation Manager and HR Employment Specialist
positions
• Creating the HR Business Partner, Benefits Manager, Workforce &
Compensation Analyst, HR Generalist, and Employment Manager positions
• Updating the Payroll & Benefits Specialist title to HR Generalist
These adjustments will align responsibilities with departmental needs, strengthen
operational capacity, and ensure appropriate classification of the work being performed.
cc: Jenny Larson, Chief Financial Officer
Laura Bendorf, Budget Manager
7
Page 1003 of 1281