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HR director reports workforce growth to 691 employees; outlines benefits and systems changes
Summary
HR Director Anna Moore told the board Clay County employed 690 people as of the previous day (691 after a new hire reported), described benefits enrollment, workers' compensation submissions and plans to implement an onboarding module in the county HR system.
Anna Moore, Clay County human resources director, gave the board an annual update on staffing, benefits and planned HR system changes, saying the county’s workforce has grown and the department is streamlining recruiting and onboarding.
Moore said HR’s current staff comprises four people and that, as of the day before the update, Clay County had 690 employees; she noted a new hire would bring the total to 691. She described role responsibilities across HR — employee relations, recruiting, onboarding, benefits administration and oversight of the county’s HR information system (UKG) — and said the county is implementing an onboarding and recruiting module to centralize hiring paperwork and correspondence.
Moore provided a breakdown of benefit-eligible workers: 512 employees are benefit eligible, including 74 family enrollments and nine married-couple employee pairs. She said the county received 47 workers’ compensation incident forms in 2024 (some were incident-only, others proceeded through claims and OSHA reporting). In 2024 HR received 1,160 job applications.
Moore summarized recent and planned HR work: implementation updates for earned sick and safe time (ESST), a 2024 market study and 2025 onboarding improvements. She also told the board that the county’s four-year contract with Blue Cross Blue Shield of North Dakota — which included rate caps — ends this year and staff will issue a request for proposals for health insurance this summer.
Commissioners asked for trend data on applications and workplace incidents; Moore said she would provide comparative or percentage figures on request. The board pressed for continued staff support as HR takes on implementation tasks and a move to electronic forms to reduce paper in new-hire onboarding.
Moore closed by confirming the county is updating its posted wage bands to comply with new paid-transparency requirements and by describing next steps for the UKG onboarding rollout.
