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Greenwich HR seeks extra recruiter as hires climb; HRIS costs fall after migration
Summary
Human Resources asked for a 0.71 FTE recruitment position to handle an 82% increase in hires and reported training programs and a reduced HRIS cost after platform migration; town staff also flagged large FOIA review workloads affecting administrative time.
Human Resources leaders told the Budget Committee on Feb. 3 that recruitment needs and training commitments are straining department capacity and the town’s HR systems.
Mary Pepe, Director of Human Resources, said the department’s structure has been largely unchanged for a decade while the town’s hiring load rose from about 60 to 120 new full‑time hires annually, an 82% increase. The department requested a 0.71 full‑time equivalent recruitment position to address the change. HR runs mandated harassment-prevention training (approximately $20,000 annually) and a Leadership Academy (about $90,000) and reported completing a five‑year inherent bias training initiative.
Pepe said the Human Resources Information System (HRIS) supports about 3,400 biweekly pays for town and Board of Education employees. HRIS actual spending fell from $950,000 to $780,000 after a platform migration, according to the director. The HR Committee will review managerial and confidential (M&C) salary assumptions and all requested new positions and report back to the Budget Committee.
Separately, staff told the committee that Freedom of Information Act (FOIA) workload is unusually high, with staff spending an estimated 10–25% of their time processing requests and reviewing emails for records requests tied to the rink committee.
