Assistant Human Resources Director

City of Raleigh North Carolina•Raleigh, NC

2d•Onsite

About The Position

The vision of the Human Resources Department is to be a model for excellence and leadership in human resource management, emphasizing strategic and progressive human resource practices, high quality service, efficiency, employee growth and development. We will seek to implement human resource best practices and innovative human resource solutions that support the attraction, development, rewarding and retention of a high performing, diverse workforce. The City of Raleigh Department of Human Resources seeks an innovative and forward-thinking Assistant Human Resources Director to lead a diverse team of professionals and administrative staff. The ideal candidate will have extensive experience and knowledge of Classification & Compensation, Benefits & Wellness, Occupational Health, Safety & Worker’s Compensation, Organizational Development and Learning, Talent Acquisition, and Employee Relations in a local government organization. The Assistant Human Resources Director is the second in command of the Human Resources Department and will work closely with the Human Resources Director to lead the department. The Assistant Human Resources Director will assist in planning, developing, and managing the Human Resources functions, HR strategies and initiatives to achieve the department’s strategic plans and will collaborate with City leaders and internal customers. This position involves overseeing various divisions, managing critical projects, updating HR-related organizational policies, encouraging cross-team collaboration, and fostering a positive workplace culture to improve the efficiency and effectiveness of the department. The City of Raleigh is the second-largest city in North Carolina and remains one of the fastest growing areas in the country and is emerging as a large city with a population of approximately 516,807. It’s both the county seat of Wake County (the largest county in North Carolina) and the capital of the state. Driven by a strong economy and an outstanding quality of life, Raleigh is consistently ranked among the nation’s best places to live and operate a business. Sustained population growth has created new development opportunities in Raleigh. The City has made strategic investments into new operational facilities, parks, transportation, transit and affordable housing. Similarly, reform of development standards has allowed more urban, transit-focused development and more diverse housing types to encourage housing choice and affordability.

Requirements

Bachelor’s degree in human resources, Public Administration, or related field.
Master of Business Administration/Master of Public Administration preferred and a minimum of ten years of experience in Human Resources with at least 7 to 9 years in a managerial or supervisory role or some combination.
OR An equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed above, unless otherwise subject to any other requirements set forth in law or regulation.
SHRM-CP, SHRM-SCP, PHR, SPHR, IPMA-CP and/or IPMA-SCP
Human Resources, particularly in the areas of organizational development and learning, performance management, recruitment and selection, employment laws and policies, self-funded benefits plan, supplemental retirement and pension plans, classification and compensation, health and safety, occupational health, and overall generalist knowledge
Leading and managing business plans and process development
Navigating complex systems and structures
Analyzing issues/problems and develop reasonable solutions
Coaching and counseling employees at all levels
Excellent demonstrated stand-up presentation skills
Excellent interpersonal and written communication skills and negotiation skills
Microsoft programs (Word, Excel, PowerPoint)
Working with PeopleSoft HRIS, HCM or similar system, applicant tracking systems, learning management systems and performance management systems

Responsibilities

Identifies organizational needs and priorities through engagement, development, cultural and other surveys/assessments.
Uses feedback and other resources to align the Human Resources Department Business Plan and Citywide Strategic Plan, resulting in emphasis and focus on work plans and programs that impact the employee experience
Plans, manages, and administers the operations of assigned major divisions within Human Resources, coordinates and provides oversight of the implementation of divisional programs and activities, participates in policy development, strives to align divisional operations with overall business and strategic plans, mission, and vision
Develops, implements, manages, and evolves City-wide workforce strategies and services that directly influence the employee lifecycle and experience, including Recruitment, Benefits and Wellness, Compensation, Organizational Development, City-wide Training, Safety, and Employee Engagement and Retention.
Influences the employee lifecycle and experience by advising City leadership and making recommendations to City management, Department Directors, and City leadership
Leads development, implementation, and administration of benefits programs across the organization.
Provides leadership, expertise, and guidance in the development of innovative wellness programs that reinforce the city’s vision and overall benefits strategy.
Develops a strategic roadmap for benefits strategy that aligns with business initiatives and culture.
Creates tools and communication strategies to enhance engagement and understanding of benefits program to new and existing employees
Oversees health and safety protocols for the organization and ensures that employees are properly informed regarding emergency preparedness.
Reviews existing policies and procedures to ensure they are up to date.
Provide leadership and guidance on developing, maintaining, and enhancing safety programs.
Co-Lead the Safety Committee; engaging and soliciting feedback from stakeholders and collaborating on continuous improvement efforts.
Provide guidance on how to champion a safety-first culture and strengthen communication across organization.
Develop strategic plan for other health and safety initiatives aimed at prevention and risk reduction
Responsible for the strategic planning, evaluation, communication, implementation, and administration of classification and compensation programs.
Provides overall accountability and responsibility for the strategic development and implementation of compensation for the organization.
Plans, directs, and reviews the activities and operations of the Classification and Compensation unit with salary administration guidelines and compensation best practices
Assists the HR Director with projects, issues and follow-up items with the team and others within the department as needed and appropriate. This also includes coordinating participation and involvement in various groups and committees within the organization
Interacts regularly with external partners/vendors to assess performance and negotiate contracts.
Handles any RFP processes as the need arises
Performs periodic audits of work being performed in each division to ensure accuracy and effectiveness
Supervises, manages, and evaluates assigned employees and makes decisions about hiring, discipline and/or termination of employees; prioritizes and assigns work; develops and oversees employee work schedules and approves time away from work; provides and/or facilitates employee training and development; addresses employee concerns and/or problems; counsels and/or disciplines as appropriate; completes employee performance appraisals; determines or makes recommendations regarding new hire salaries and salary changes; and acts as liaison between employees and management
Performs related work as required