Benton County supervisors vote to close in‑house HR department; day‑to‑day functions to move to auditor

The Benton County Board of Supervisors voted to close the county’s in‑house human resources department effective July 1, 2025, and to shift routine HR operations to the auditor’s office.

During discussion, supervisors and staff said the change is part of the county’s budget decisions and the plan is to outsource specialized functions as needed. A supervisor summarized, "The department, yes. But if there was a need for some outside help that the HR department would do, then that would be done on an as‑needed basis."

Why it matters: Supervisors and staff said closing the HR department will reduce ongoing staffing costs but warned it requires clear lines for handling personnel complaints, investigations, union contract issues and payroll. County officials said insurance and the county attorney currently handle many investigations, and that those relationships will continue. One supervisor stressed that removing a central HR function can make early intervention less likely and suggested the county still needs resources to prevent disputes from escalating.

Implementation details: The board directed that day‑to‑day HR paperwork and onboarding will be administered by the auditor’s office; insurance and the county attorney will remain the gatekeepers for legal claims and investigations. Supervisors discussed ensuring union contracts are aligned with handbook language before changes take effect and acknowledged some work may be hired out to outside firms (for mediation or specialized investigations). The county will notify employees about where to direct personnel questions and how to initiate complaints.

Board action: A supervisor moved that the county close the HR department effective the last day of June 2025 (with July 1 suggested as acceptable); the motion passed during the meeting. Supervisors asked the auditor’s office to coordinate communications and any needed transitional arrangements, including payroll and benefit deductions.

Concerns and clarifications: Supervisors asked how employee insurance and payroll deductions will be handled during the transition; staff said the auditor’s office will maintain payroll and that insurance premium timing may require minor administrative steps but reimbursement mechanisms are in place. The board emphasized that county attorney review and coordination with the insurance carrier would be used to manage liability and formal complaints.

Next steps: The auditor’s office will set up operational processes, inform staff where to take HR matters, and coordinate with the county attorney and insurer on protocols for investigations and claims.