Human Resources Director

About the Role

Performs difficult professional and executive work planning, organizing, and directing the County's overall human resources program. Work is performed under the general supervision of the County Manager, with supervision exercised over department personnel. Represents the County Manager in regional and state HR programs and issues.

Responsibilities

• Planning, directing, supervising, and coordinating the County's human resources and personnel processes, systems, and staff; ensuring compliance with local, state, and federal regulations.
• Overseeing the preparation and maintenance of personnel records and files, employee and manager training, and special projects including organizational structure and workflow.
• Managing, overseeing, administering, and coordinating the County's human resource functions, including classification and pay, employee relations, affirmative action, recruitment and selection, performance management, training, and benefits administration.
• Consulting and providing advice on personnel matters, including interpretation of policies and procedures for employees, supervisors, the County Manager, Board of Commissioners, and the general public.
• Serving as an HR business partner, working with departments on workflow, business processes, and staffing.
• Assisting in the resolution of non-routine personnel matters such as disciplinary procedures and discrimination charges.
• Overseeing and administering special projects, such as the development of new or revised policies and procedures.
• Monitoring and addressing employee relations concerns, managing the internal grievance process, and coordinating responses to external complaints.
• Partnering with Risk Management/Safety on employee ADAAA, workers' compensation, and light-duty concerns.
• Overseeing county Wellness & Health programs and staff.
• Reviewing ongoing personnel actions for accuracy and uniformity.
• Attending Board of Commissioners, staff, and professional meetings.
• Preparing and scheduling staff development and training.
• Conducting exit interviews and work climate surveys, and providing assistance with action planning.
• Participating in interviews and assessment panels.
• Coordinating management, supervisory, and employee training programs.
• Ensuring compliance with federal and state employment standards.
• Assisting the County Manager, County officials, department directors, supervisors, and employees on personnel-related matters such as promotion, demotion, or discipline.
• Administering the performance management program and reviewing performance evaluations for accuracy and completeness.
• Maintaining records and handling related correspondence.
• Overseeing the processing and maintenance of personnel records and files.
• Responsible for department budget and vendor contract negotiations.

Requirements

• A master’s degree in human resources, public administration, business administration, organizational leadership, legal, or a related field; or a combination of education and experience equivalent to graduation from an accredited college or university with major coursework in human resources management, public administration, business administration, organizational development, legal, or a related field.
• Five to seven years of progressively responsible human resources experience, including substantial experience in employee relations, classification and compensation, recruitment and selection, benefits administration, performance management, policy development, compliance, and supervision or management of staff.
• Human resources experience in local government or another public-sector environment is preferred.
• Demonstrated experience advising executive leadership and managing complex personnel matters.
• Strong knowledge of employment laws, HR best practices, organizational development, and public administration.
• Proven leadership experience with the ability to develop staff, manage change, and build effective partnerships.
• Possession of an appropriate driver's license valid in the state of North Carolina.

Qualifications

• Senior-level HR certification such as SHRM-SCP, SPHR, IPMA-SCP, SHRM-CP, PHR, IPMA-CP, or a comparable senior-level HR certification is preferred.

An equivalent combination of education and experience may be considered. Official transcripts must clearly show the specific credential awarded to ensure accurate validation.