Maureen Murphy Deputy Sheriff Chief (Administration)

Chief Staff Services Deputy Maureen Murphy

I began my full time career with Onondaga County on March 8, 1982, in a labor class job when I put my college studies on hold to help care for my mother who was battling cancer.  I was fortunate to have some very engaged and helpful human resources staff there that were eager to see their employees excel.  It was there that I realized that human resources was the path I wanted to follow and I worked towards that goal.  This introduced me to the civil service testing process. I quickly developed a deep respect for the process, and lessons of integrity.  I worked in many positions at many different levels ultimately reaching my goal of human resources management.  I was eager to be able to educate, and assist the employees throughout their careers in the same manner as I was assisted at the beginning of my career.

In October of 2010, I was afforded the opportunity to transfer down to the Sheriffs Office as their human resources manager.  I was eager to bring my  expertise in managing a different type of 24/7 operation switching from employees focused on resident care to those protecting the residents of the County.  Guiding and assisting employees through different types of challenges and adversity was a welcome change.  It also came with new challenges for me as I had to learn GML 207C and how to care for and manage employees through a different workplace injury procedure.  The challenge was welcome and I was able to quickly learn and understand how to manage this in addition to all of the other duties this position presented.

I am proficient in negotiating, understanding and managing collective bargaining agreements, and am proud of the fact that during the course of my career I have managed all of the  bargaining agreements that exist in the County workforce. I am versed in all labor laws and employee rights and stay up to date with all changes and updates.  I believe that all employees should be given every opportunity to excel in their positions, which ultimately allows the mission of the department to be met.

I look forward to beginning this new position and am honored that Sheriff Shelley has the confidence in my ability to help him meet the goals he has outlined as he begins to serve and protect this County and all who live and visit here.




This section is comprised of a Human Resources Manager, a Human Resources Supervisor, and six additional Onondaga County CSEA employees.

The Human Resources Manager handles all employee disciplinary matters, coordinates with the Onondaga County Law Department on these issues, and oversees the daily operations of all of the units within the Human Resources Section.

The Human Resources Supervisor coordinates all canvassing, recruiting, and screening of prospective employees, processes all employee transfers/assignments, coordinates all employee promotions, oversees all medical-related issues, and supervises the Personnel and Payroll Units.

This section is divided into two units: Personnel and Payroll.

Personnel Unit: This unit is responsible for recruiting and pre-employment screening of potential employees to include canvassing, initial application processing, background investigation and polygraph examination. This unit also handles application of benefits for all current employees, processing of Injury/Illness reports and related medical information, promotion, demotion, assignment, discipline, discharge, and retirement of employees.

Payroll Unit: This unit is responsible for processing data pertaining to hours worked, accrued leave used, and other information pertaining to their participation submitted by all Sheriff’s Office employees in order to properly compensate them in accordance with current collective bargaining agreements and Onondaga County policy. Some of their duties include:

  • Acquiring and processing employee attendance and leave data
  • Amending the data and making necessary payroll adjustments where required
  • Generating processed payroll data to Comptroller’s to compensate employees
  • Making appropriate notifications regarding payroll and attendance issues
  • Processing new employees to include completing appropriate paperwork and data entering their information so they are added to payroll and insurance policies
  • Processing any change in employment status to include retirement, transfer, resignation, termination, or death