City of Winston-Salem, NC
Human Resources Director
City of Winston-Salem, NC, Winston Salem, North Carolina, United States, 27104
Description
The application period is January 2, 2025 through January 31, 2025. To confidentially apply, please visit
https://www.governmentjobs.com/careers/developmentalassociates
and click the "HR Director – City of Winston-Salem, NC" link. If you are a strategic and collaborative change agent who wants to transform Human Resources (HR) to serve an organization, this is the opportunity for you! The City of Winston-Salem, North Carolina, seeks an innovative, visionary, customer service-driven leader to be their next Human Resources Director. The next City of Winston-Salem HR Director must have extensive knowledge of best practices in HR and have the ability to craft and implement strategies for the City to become an employer of choice in the region and the state while ensuring that the City workforce reflects the community it serves at all levels. The successful candidate will have a track record of leading a transformation of human resource management practices and be adept at developing systems that empower City departments to make sound and data-driven HR decisions. Candidates must be tech-savvy as requests for proposals have been solicited for a new HR Information System (HRIS), have a track record of evaluating department staffing needs, existing HR programs/policies, and effectively influencing, and advocating for revisions and innovative solutions to departmental and organizational challenges. The next director must also be someone who can build morale, select, and train the highest quality HR staff, and have high-performance standards for self and others. To achieve this, the HR Director must be an excellent communicator, collaborator, and strategic thinker who expects and delivers outstanding customer service to City employees and residents. The HR Director will be part of the executive team, providing leadership and oversight to develop and carry out the organization's goals. Examples of Duties The City is seeking a sound customer-service approach to HR designed around customer needs, increasing engagement and retention, and reducing legal liability. Thus, outstanding change management and technology skills are essential. The City employs 2,500 full-time employees across 34 departments. The HR Director will report to an Assistant City Manager. The HR Director oversees an operating budget of $2.7M and a health care fund of $36M, with 22 HR staff providing oversight of all City programs meeting the organization's human capital needs services in the HR function areas of recruitment and selection, benefits administration, employee relations, employee development, employee medical services, and human resources information and data management. The Department currently uses a centralized system with a mixture of individual specialists and generalists. Given that the staff's current focus is on carrying out the compliance and transactional functions of HR, the focus of the HR Director will be on transforming the Department into a strategic operation. Increasing accountability and consistency of policy decisions coming from HR is an important skill and expectation to be met. Assessing department staffing and training needs to ensure outstanding HR customer service outcomes that lead to win-win solutions that meet compliance requirements while fostering innovation and engagement.
Implementing a new HRIS system, once chosen, to include communication, user training, and metric-based action plans to ensure success.
Building trust and relationships internal to HR, with other Directors, and with the workforce generally to ensure effective outcomes.
Updating personnel and supervisory handbooks to include evaluation of policies and procedures and collaboration with stakeholders to use best practices.
Assessing turnover both within HR and throughout the organization to ensure effective strategies for engagement, recruitment, and retention.
Implementing the next phase of the 2024 Compensation and Classification study to include transparent and timely communication, training, and evaluation of metrics that tie compensation to retention factors.
Qualifications: Bachelor's degree in human resources, public administration, conflict management, or related field and 7-10 years of progressive experience managing human resources programs in the public or private sector, which must include time as a director or assistant director of HR, division manager of HR functions, or equivalent combination of education and experience. Master's degree and HR certification (e.g., SPHR, SHRM-SCP, PSHRA-CP, and PSHRA-SC) are preferred. Extensive experience with implementing HR technology solutions is desirable. The Successful Candidate is: one who sees HR as a strategic function that impacts the employee experience from recruitment to retirement, moving beyond the day-to-day transactions of managing a large workforce;
knowledgeable of best practices and trends, with significant breadth in the HR competency areas of recruitment and selection, benefits, classification, and compensation, health, and safety, employee training and development, diversity initiatives, and performance management;
a tech-savvy innovator who will be actively engaged in applying the most effective use of current technology solutions while evaluating ways that make HR services more convenient for employees and supervisors;
well-experienced in applying change management practices to HR processes to enhance efficiency, transparency, and effective decentralization in areas where appropriate to do so;
an excellent communicator who fosters teamwork through facilitative and collaborative approaches in leading cohesive and systematic change;
a results-oriented leader who can effectively incorporate the input of multiple stakeholders to deliver collaborative solutions;
a goal-oriented professional who thrives in a culture of high-performance expectations by using metric-based evaluations of programs to carry out timely, evidence-based changes as data warrant;
someone with outstanding interpersonal and communication skills who seeks to engage with others proactively, authentically, and transparently;
a champion for employees regardless of Department, tenure, or position; and,
an empowering leader who advocates for resources needed to deliver a cohesive HR vision throughout the City while working with groups and individuals to carry out the vision.
Salary and Benefits: The hiring range is $139,472 - $177,785, the full range is $139,472 - 216,098. Base salary and compensation are negotiable based on experience and qualifications. The City offers a comprehensive benefits package including a comprehensive wellness program. Learn more about benefits: https://www.cityofws.org/706/Benefits. Residency within 30 miles of Winston-Salem City Hall is required within 12 months of appointment. To confidentially apply, please visit
https://www.governmentjobs.com/careers/developmentalassociates
and click the "HR Director – City of Winston-Salem, NC" link.
#J-18808-Ljbffr
The application period is January 2, 2025 through January 31, 2025. To confidentially apply, please visit
https://www.governmentjobs.com/careers/developmentalassociates
and click the "HR Director – City of Winston-Salem, NC" link. If you are a strategic and collaborative change agent who wants to transform Human Resources (HR) to serve an organization, this is the opportunity for you! The City of Winston-Salem, North Carolina, seeks an innovative, visionary, customer service-driven leader to be their next Human Resources Director. The next City of Winston-Salem HR Director must have extensive knowledge of best practices in HR and have the ability to craft and implement strategies for the City to become an employer of choice in the region and the state while ensuring that the City workforce reflects the community it serves at all levels. The successful candidate will have a track record of leading a transformation of human resource management practices and be adept at developing systems that empower City departments to make sound and data-driven HR decisions. Candidates must be tech-savvy as requests for proposals have been solicited for a new HR Information System (HRIS), have a track record of evaluating department staffing needs, existing HR programs/policies, and effectively influencing, and advocating for revisions and innovative solutions to departmental and organizational challenges. The next director must also be someone who can build morale, select, and train the highest quality HR staff, and have high-performance standards for self and others. To achieve this, the HR Director must be an excellent communicator, collaborator, and strategic thinker who expects and delivers outstanding customer service to City employees and residents. The HR Director will be part of the executive team, providing leadership and oversight to develop and carry out the organization's goals. Examples of Duties The City is seeking a sound customer-service approach to HR designed around customer needs, increasing engagement and retention, and reducing legal liability. Thus, outstanding change management and technology skills are essential. The City employs 2,500 full-time employees across 34 departments. The HR Director will report to an Assistant City Manager. The HR Director oversees an operating budget of $2.7M and a health care fund of $36M, with 22 HR staff providing oversight of all City programs meeting the organization's human capital needs services in the HR function areas of recruitment and selection, benefits administration, employee relations, employee development, employee medical services, and human resources information and data management. The Department currently uses a centralized system with a mixture of individual specialists and generalists. Given that the staff's current focus is on carrying out the compliance and transactional functions of HR, the focus of the HR Director will be on transforming the Department into a strategic operation. Increasing accountability and consistency of policy decisions coming from HR is an important skill and expectation to be met. Assessing department staffing and training needs to ensure outstanding HR customer service outcomes that lead to win-win solutions that meet compliance requirements while fostering innovation and engagement.
Implementing a new HRIS system, once chosen, to include communication, user training, and metric-based action plans to ensure success.
Building trust and relationships internal to HR, with other Directors, and with the workforce generally to ensure effective outcomes.
Updating personnel and supervisory handbooks to include evaluation of policies and procedures and collaboration with stakeholders to use best practices.
Assessing turnover both within HR and throughout the organization to ensure effective strategies for engagement, recruitment, and retention.
Implementing the next phase of the 2024 Compensation and Classification study to include transparent and timely communication, training, and evaluation of metrics that tie compensation to retention factors.
Qualifications: Bachelor's degree in human resources, public administration, conflict management, or related field and 7-10 years of progressive experience managing human resources programs in the public or private sector, which must include time as a director or assistant director of HR, division manager of HR functions, or equivalent combination of education and experience. Master's degree and HR certification (e.g., SPHR, SHRM-SCP, PSHRA-CP, and PSHRA-SC) are preferred. Extensive experience with implementing HR technology solutions is desirable. The Successful Candidate is: one who sees HR as a strategic function that impacts the employee experience from recruitment to retirement, moving beyond the day-to-day transactions of managing a large workforce;
knowledgeable of best practices and trends, with significant breadth in the HR competency areas of recruitment and selection, benefits, classification, and compensation, health, and safety, employee training and development, diversity initiatives, and performance management;
a tech-savvy innovator who will be actively engaged in applying the most effective use of current technology solutions while evaluating ways that make HR services more convenient for employees and supervisors;
well-experienced in applying change management practices to HR processes to enhance efficiency, transparency, and effective decentralization in areas where appropriate to do so;
an excellent communicator who fosters teamwork through facilitative and collaborative approaches in leading cohesive and systematic change;
a results-oriented leader who can effectively incorporate the input of multiple stakeholders to deliver collaborative solutions;
a goal-oriented professional who thrives in a culture of high-performance expectations by using metric-based evaluations of programs to carry out timely, evidence-based changes as data warrant;
someone with outstanding interpersonal and communication skills who seeks to engage with others proactively, authentically, and transparently;
a champion for employees regardless of Department, tenure, or position; and,
an empowering leader who advocates for resources needed to deliver a cohesive HR vision throughout the City while working with groups and individuals to carry out the vision.
Salary and Benefits: The hiring range is $139,472 - $177,785, the full range is $139,472 - 216,098. Base salary and compensation are negotiable based on experience and qualifications. The City offers a comprehensive benefits package including a comprehensive wellness program. Learn more about benefits: https://www.cityofws.org/706/Benefits. Residency within 30 miles of Winston-Salem City Hall is required within 12 months of appointment. To confidentially apply, please visit
https://www.governmentjobs.com/careers/developmentalassociates
and click the "HR Director – City of Winston-Salem, NC" link.
#J-18808-Ljbffr