Human Resources Director

Nash County Government
Published
May 10, 2024
Location
120 W. Washington Street, Nashville, NC
Billing Address
120 W. Washington Street Nashville, NC 27856
First Name
Tia
Last Name
Foula
Phone Number
2524599804
County
Nash
Closing Date
Until Filled (1st round virtual interviews 5/21/24

Description

An employee in this class applies professional knowledge and skills to strategize, plan, develop and implement program areas including recruitment, selection, position classification, compensation, employee relations, employee benefits, Human Resources Information Systems (HRIS), training and development, safety, insurance, workforce planning, legal compliance and and other close related programs and objectives.

Considerable independent judgment and initiative are required and work is performed with a wide degree of latitude. Work is performed in accordance with established County personnel policies and procedures, local ordinances and North Carolina General Statutes governing the responsibilities of local government employees. The Human Resources Director works in an office setting and is not substantially exposed to adverse environmental conditions.  Work is performed under the general direction of the County Manager’s Office and is evaluated through the observation of work, periodic conferences, and review of reports for goal attainment and resolution of problems.
 
Key Position Priorities
Evaluate our current HR staffing, departmental organization, policies, procedures and practices to assess gaps and ensure legal compliance.

Develop and lead a strong team of passionate staff eager to fulfill the Nash County vision, meet high-performance standards, foster healthy collaborations to achieve strategic goals and model a standard of unified teamwork for the county.

Develop a vision and strategic priorities for the HR department to support its growth and sustainability.

Assess the County's training and development needs to create initiatives that ensure effective employee development, crisis and discipline management, engagement, retention, and succession planning.

Develop and nurture strong relationships with key stakeholders within and beyond the County government organization to enhance the continuous recruitment of a highly-skilled and dedicated workforce.

Essential Duties and Tasks

Develops, plans and implements goals and objectives, policies and priorities of the human resources programs designed to help the organization achieve its mission; supervises staff employees.

 Advises, consults, and counsels the County Manager, department heads, supervisors, legal staff and boards on personnel matters; makes recommendations based on research and evaluation findings.

 Participates as part of the County's management team; develops and recommends human resource programs and policies; researches existing and new programs for alternative and innovative proposals; seeks legal advice, as necessary; implements programs; advises the County Manager on human resource related issues; confers with department heads on policy issues and interpretation; advises employees on personnel policy and program matters.

 Provides support to and advises department heads and supervisors on various laws and regulations related to disciplinary actions; consults with County Attorney as needed; assists employees with resolving work-related problems; administers grievance procedures and oversees employee assistance programs.

 Reviews, researches, and recommends various benefits programs; coordinates worker's compensation, wellness and safety programs; insures cost effectiveness of structure and providers of benefits; supervises the administration of employee benefit and insurance programs, including federal regulation compliance; counsels, troubleshoots and resolves related employee questions and problems.
 Counsels employees on retirement process and options, and related benefits; calculates benefit estimates and assists employees with completion of paperwork. 

 Prepares annual departmental budget projection and monitors expenditures; reviews salary and benefit projections for inclusion in budget.

 Reviews, researches, and recommends various benefits programs; coordinates   wellness programs; insures cost effectiveness of structure and providers of benefits; oversees annual open enrollment for employees; updates records as needed; verifies completeness of enrollment.

 Supervises the processing and maintenance of personnel transactions, records, and files pertaining to appointments, transfers, promotions, separations, pay adjustments, and related personnel actions; provides training and consultation as needed.

 Interprets personnel rules and regulations for department heads and employees in group sessions and on an individual basis; conducts studies concerning the development and administration of personnel policies, programs, rules, and regulations and submits recommendations to the County Manager.

 Oversees the talent acquisition, recruitment and selection program including oversight of advertisement and screening using applicant tracking systems (ATS), and oversight of background checks and credit reports; oversees salary administration for new hires and other personnel transactions; may serve on interview panels for department head and management-level positions.

 Interviews, hires and supervises departmental employees; completes employee evaluations; grants vacation, sick leave, and time off; recommends organizational or structural changes; recommends departmental employees for training needs, merit increases and promotions.

 Directs the administration of position classification and pay plans; conducts studies related to the continued maintenance of the classification and pay plans; makes recommendations to the County Manager concerning appropriate revisions; responds to manages the communication of human resources information related to survey requests and questions regarding pay and classification from outside agencies; and completes salary surveys.

 Monitors and enforces personnel actions in accordance with established rules, regulations, state and federal laws, including FMLA, FLSA, HIPPA, ACA, and COBRA compliance; recommends and implements procedural changes as needed.

 Researches and compiles statistical data as requested by County Commissioners, County Manager, Department Heads, or others; explains proposed regulations, policies or programs; presents information on past or proposed new employees or classification changes.

 Makes periodic presentations to managerial and employee groups.
 Researches, publicizes and implements community and county-wide projects for the County Manager.

Knowledges, Skills and Abilities

Thorough knowledge of the principles and practices of public personnel administration and management principles, practices and techniques as they relate to the administration of staffing resources and planning, position management, staff development and training, policy development and administration, employee relations, and related personnel and management functions and services.

 Considerable knowledge of the organization functions and programs of County government

 Considerable knowledge of administrative, managerial and supervisory practices and techniques involved in directing personnel management programs and services. 

 Working knowledge of computer capabilities as related to numerous personnel programs,  office suite software and payroll systems.

 Ability to work independently and utilize judgment and discretion in programs.

Ability to provide leadership and to supervise the planning, development and establishment of new, modified and/or improved personnel programs, services and activities.

 Ability to make routine administrative and personnel related decisions independently in accordance with laws, regulations and County policies and procedures.

 Ability to work with a variety of officials at different levels of government under differing managerial controls and at different physical locations.

Ability to organize and supervise effective personnel management programs and services and to promote personnel management practices as a part of the total management process.

 Ability to communicate effectively with individuals and groups orally and in writing.

 Ability to establish and maintain effective working relationships with departmental or organizational supervisors, managers, division heads, consultants and State personnel representatives.

Salary

Salary is commensurate with experience and qualifications.

Qualifications

A bachelor's degree in Human Resource Management, Public Administration, Business Administration, or a related field is required, along with ten (10) years of increasingly responsible executive-level experiences, preferably in a private or public sector human resources operation. A Master's Degree is highly preferred. 

HR certification (e.g., SPHR, SHRM-SCP, IMPA-CP) or eligibility and desire to sit for certificate are preferred.

Extensive knowledge of HR technology solutions, Substantial Equivalency, & OSHR regulations, personnel management: classification and compensation, employee climate versatility, personnel policy development, professional leadership development, metrics evaluation, and cross-department collaboration to solve complex human resources issues is required.

An equivalent combination of training and experience may be considered.

Special Requirements

N/A

Miscellaneous

First round interviews will be held virtually on Tuesday, May 21st 2024. All candidates are encouraged to reserve this date should they be invited to participate in an interview.