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Human Resources 
History of the Human Resources Department 
In October of 1985, Janice St. John was hired as Walworth County’s third Personnel 
Director.  At that time, the personnel department, as it was called, was responsible for 
such things as providing staff support to the Personnel Committee, administering and 
interpreting the personnel policy, conducting contractual negotiations with the County’s 
bargaining units, administering equal opportunity and affirmative action policies, 
administering payroll and administering and maintaining the fiscal records for all County 
employee benefit programs. 
Prior to 2001 each of the larger departments had payroll personnel embedded in each 
department.  Beginning in 2001 with the nursing home and continuing in 2003 with 
Health & Human Services the Human Resources Department absorbed the duties, and in 
some cases the personnel as well, of the larger departments’ payrolls.
2004 was a year of numerous changes.  Effective June 21
of that year, the payroll 
function was transferred to the Finance Department under the direction of the Finance 
Director.  The Payroll and Benefits Coordinator, HR Payroll Technician and Clerk III 
were transferred to the Finance Department with the payroll function.  (The Payroll & 
Benefits Coordinator became the Payroll Coordinator, and the HR Payroll Technician 
became the Finance Technician).  The department name also changed from the Human 
Resources Department to the Employee Relations Department. 
In July of 2004, Deputy Corporation Counsel, Mari Nahn, assumed responsibility for 
support of the Human Resources Committee (formerly the Personnel Committee) in 
preparation for Janice St. John’s retirement.  Later that year, Nahn assumed responsibility 
for the balance of Employee Relations staff and functions. 
In the spring of 2005, the newly created Employee Relations Department moved from 
their offices in the Annex to the Corporation Counsel office at the new Judicial Center.  
While the department was no longer responsible for payroll, it was responsible for 
recruitment, orientation, benefits, performance, position changes, discipline and 
retirement.  The department also continued to be responsible for collective bargaining 
agreement negotiations and administration, insurance plan renewals, changes and 
budgeting, worker’s compensation
, organizational development and salary 
Another change in the department was the creation of three employee relations specialist 
positions.  The three positions reported directly to the Deputy Corporation 
Counsel/Director of Employee Relations.  Each specialist was assigned specific County 
departments.  The specialists were responsible for handling any issues relating to 
recruitment, employee benefits, discipline, performance and grievances in their assigned 
departments.  The department also consisted of a Recruiter, Leave Technician and 
Compensation and Benefits Technician. 
In September of 2005, Mari Nahn left the County’s employ, and County 
Administrator/Corporation Counsel, Dave Bretl, took over the responsibility for oversight 
of the department until June of 2007, when the department was again restructured and 
Suzi Hagstrom became the Labor/Employee Relations Director.  At the same time, the 
department also went back to being called the Human Resources Department. 
A major part of that restructuring was the transfer of responsibility of benefit 
administration (insurance, retirement, etc.) to the Finance Department under the Direction 
of the Deputy County Administrator 
Finance.  This included a physical move for 
benefit staff to Finance and the remaining HR staff members to the County 
Administrator’s Office in the Government Center.   The Labor/Employee Relations 
Director became responsible for oversight of the newly created Human Resource 
Specialist and the two Human Resources Assistants. 
While the department has not gone through any major restructuring since its move to the 
Government Center in 2007, it has seen such major changes as the creation of a clerical 
eligibility list in July of 2009, the outsourcing of FMLA administration in August of 2009 
and the move to a “paperless” (online) application system in January 2010.  
More major 
changes were to come in 2011 with the passage of Governor Scott Walker’s Budget 
Repair Bill (“Act 10”), which eliminated nearly all collective bargaining.
With the exception of the Deputy Sheriffs Association, which was exempt from the major 
collective bargaining changes, unions were limited to bargaining only base wages once 
their existing contracts expired on December 31, 2011.  Upon the expiration of their 
contracts, the four AFSCME units decertified, while the HHS Professionals and the 
Lakeland Education Association remained intact.   
Because work rules were no longer governed by contracts, the County was tasked with 
creating work rules in the form of County Ordinances to cover all of those employees 
who were no longer under contract.  The bulk of this large undertaking, which was 
headed by the Labor/Employee Relations Director and her transition team, was 
completed late in 2011.  While the major changes to Chapter 15 were adopted by the 
Board on November 8, 2011, minor revisions have been made since that time to address 
unforeseen issues that have arisen.   
Another result of Act 10 was the County’s ability to look beyond the former borders of 
“comparability” in terms of pay rates.  Before Act 10, positions were only compared to 
those in other counties.  2012 was used to perform a comprehensive market study for all 
hourly positions.  This market study, for the first time, included pay data from both the 
public and private sector.  At the conclusion of the study, it was found that 1/3 of the 
County’s positions were overpaid, 1/3 were at market and 1/3 were below market.  
Between October and November of 2012, the 2013 pay ranges for hourly employees were 
adopted by the Board as well as the rules on how to move employees into the new ranges.  
All employees were moved into the new ranges in January of 2013.   
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