Human Resources Director

Salary: Depends on Qualifications
Location : Zebulon, NC
Job Type: Full-Time
Job Number: 00117
Department: Administration
Opening Date: 03/14/2025
Closing Date: 4/5/2025 5:00 PM Eastern

Description

Join Team Zebulon

The Town of Zebulon values the individual talents and innovative ideas each team member brings to our community. As the "Town of Friendly People," we're seeking dedicated professionals to help shape our growing community.

Comprehensive Benefits

• Premium health, dental, and vision insurance
• North Carolina state retirement benefits
• Paid vacation, sick leave, and most state holidays
• Support for continuing education and professional development

As one of the fastest-growing communities in the Triangle region, Zebulon offers unique opportunities to make a meaningful impact. Join our team where your contributions are valued, your growth is prioritized, and your work directly enhances the quality of life for our residents.

ANITICIPATED HIRING RANGE: $91,565 - $127,369
Detailed Work Activities
Under administrative direction of the Town Manager (or their designee), provides strategic leadership in planning, developing, implementing, and administering comprehensive human resources programs and policies for the Town. This senior-level position is responsible for providing professional leadership and direction in human resources management while ensuring the Town's compliance with all applicable laws, regulations, and policies.

ESSENTIAL FUNCTIONS AND RESPONSIBILITIES
Strategic Leadership & Administration

• Develops and implements comprehensive strategic HR plans aligned with the Town's mission, vision, and objectives.

• Serves as a key advisor to the Assistant Town Manager and Town Manager and Board of Commissioners on HR matters.

• Directs the development, implementation, and administration of Town-wide human resources policies, procedures, and programs.

• Evaluates the effectiveness of HR programs and recommends improvements to enhance organizational performance.

• Prepares and administers departmental budget; monitors and controls expenditures.

• Directs and supervises professional, technical, and administrative staff within the department.

• Represents the Town in various professional organizations and at conferences related to human resources management.

Human Resources Management

• Provides leadership in talent acquisition, workforce planning, and succession management.

• Oversees employee relations programs designed to maintain a positive work environment.

• Develops and administers compensation and classification systems to ensure internal equity and external competitiveness.

• Directs the administration of employee benefits programs including health insurance, retirement, and other benefit offerings.

• Designs and implements performance management systems that effectively evaluate employee contributions.

• Ensures compliance with federal, state, and local employment laws and regulations.

• Develops and implements employee training and development programs.

• Administers labor relations activities including grievance procedures and disciplinary actions.

• Oversees risk management functions related to workers' compensation, safety programs, and OSHA compliance.

• Manages the Town's diversity, equity, and inclusion initiatives.

• Provides guidance to department heads on complex personnel matters.

Additional Responsibilities

• Represents the Town at professional meetings, conferences, and other public events.

• Conducts research and prepares comprehensive reports on various administrative matters.

• Serves on special committees and task forces as assigned.

• Participates in Management Team meetings and strategic planning sessions.

• Maintains awareness of current trends, best practices, and innovations in human resources management.

• Performs related duties as required.

(This listing is intended only as illustrations of the various types of work performed. The omission of specific duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.)

Qualifications
MINIMUM QUALIFICATIONS
Education and Experience:

• Bachelors Degree in Human Resources Management, Public Administration, Business Administration, or a closely related field, Master's degree preferred.

• Seven (7) years of progressively responsible experience in human resources management, including at least four (4) years in a supervisory or management capacity, preferably in a municipal or government setting.

• Current professional HR certification (PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-CP, IPMA-CP, or IPMA-SCP) or the ability to obtain one of these within one (1) year of hire date.

Special Requirements:

• Valid North Carolina driver's license.

• Must obtain one of the following professional HR certifications within one (1) year of hire date, if not already certified with one of the following: PHR, SPHR, SHRM-CP, SHRM-SCP, PSHRA-CP, PSHRA-CP, IPMA-CP, or IPMA-SCP.

PREFERRED QUALIFICATIONS

• Experience in local government administration.

• Knowledge of North Carolina General Statutes relating to public employment.

• Experience with labor relations and collective bargaining.

• Experience implementing and managing HRIS and other HR technology systems.

• Experience developing and implementing strategic workforce planning initiatives.

Knowledge, Skills and Abilities
KNOWLEDGE, SKILLS, AND ABILITIES
Knowledge of:

• Principles and practices of human resources administration.

• Federal, state, and local laws, regulations, and court decisions pertaining to human resources.

• Modern principles of organizational development and management.

• Strategic planning methodologies and implementation techniques.

• Principles of budget development and fiscal management.

• Current trends in employee relations, compensation, benefits, and training.

• Change management principles and practices.

• Risk management and workplace safety requirements.

Skill in:

• Strategic planning and policy development.

• Leadership and management of professional staff.

• Interpreting complex laws, regulations, and policies.

• Problem analysis and resolution at both strategic and operational levels.

• Written and oral communication with diverse audiences.

• Advanced computer applications relevant to human resources management.

• Conflict resolution and negotiation.

• Data analysis and metrics-based decision making.

Ability to:

• Develop and implement comprehensive human resources strategies and programs.

• Build effective working relationships with board members, elected officials, employees, and the public.

• Analyze complex administrative and personnel problems and recommend solutions.

• Present technical information clearly and concisely in written and oral formats.

• Exercise sound judgment and maintain confidentiality of sensitive information.

• Interpret and apply employment laws, regulations, and policies.

• Adapt to changing priorities and manage multiple projects simultaneously.

• Provide leadership in creating a positive and productive organizational culture.

• Think innovatively and implement creative solutions to complex problems.

The Town of Zebulon is dedicated to providing unique benefits that meet the needs of our employees and their families. We offer the following benefits to all full-time permanent employees:

Please note that the following is only a summary of Town employee benefits and policies. For further details and additional information, please refer to the Town of Zebulon Personnel Administration Policy handbook or see Human Resources. This document does not constitute a guarantee of benefits.

Annual Leave:Vacation accrues as follows:

Vacation is accrued on the 2nd Payroll of each month. Employees hired on or before the 15th of the month accrue annual leave during that month. Employees hired after the 15th do not accrue annual leave for the month in which they are hired. Employees are not permitted to use their vacation time during their probationary period except when approved by the Town Manager. Employees are permitted to accumulate vacation time with no maximum throughout the year. However, all accumulated vacation time over 240 hours at the end of the calendar year will be transferred to your sick leave.

Sick Leave: All employees earn eight hours of sick leave each month. There is no maximum accumulation of sick leave. Any employee hired on or before the 15th of the month accrues sick leave during that month. Employees hired after the 15th do not accrue sick leave for the month in which they are hired.

Petty Leave: Each employee earns 14 hours of petty leave per year (1.17 hours per month). Petty leave may be taken by employees with the approval of their supervisor. Any amount after two hours will not be approved as petty leave. Petty leave lapses at the calendar year end.

Holidays: The Town follows the basic holidays that the State of NC follows, except we add the employees birthday as a holiday. Each employee receives 13 holidays per year: New Year's Day, Martin Luther King Birthday, Good Friday, Independence Day, Memorial Day, Labor Day, Veteran's Day, Thanksgiving (2 days), Christmas (3 days), and Employee's Birthday.

Maternity/Paternity Leave: Maternity/Paternity leave is composed of approved paid and unpaid time away from work for pregnancy or placing of a child related reasons. A combination of compensatory time, sick, vacation, and leave without pay may be used during this time if the necessary requirements are met.

Bereavement Leave: Bereavement leave may be used to attend the funeral for a death in the employee's immediate family, but may not exceed three days for any one occurrence.

Civil Leave: An employee called for jury duty or as a court witness for the federal or state governments or subdivision thereof shall receive leave with pay for such duty during the required absence without charge to accumulated vacation or sick leave. Any court fees paid to the employee are allowed to be retained by the employee. While on civil leave, benefits and leave shall accrue as though on regular duty. Employees required to be in court for their own case, defendant or plaintiff, must use compensatory, petty or vacation leave.

Military Leave: Any employee who is a member of an Armed Forces Reserve Organization or the National Guard will be granted ten workdays per year for military training. This leave is not charged to annual leave; however, any salary payment that the employee receives from the military shall be deducted from the employee's regular salary paid by the Town.

FMLA Leave: Any employee eligible under the Family and Medical Leave Act is eligible for 12-weeks of leave. FMLA leave will run concurrently with all workers compensation leave, short term disability, maternity and any other leave that qualifies. The employee is required to notify their supervisor and Human Resources of the need to be out on leave and must also provide Human Resources with the necessary documentation.

Social Security Deductions: Employees are covered under FICA (Federal Medicare and Social Security program). The FICA deduction is taken each pay period. The Town of Zebulon matches and contributes this amount to the Social Security Administration.

Workers' Compensations Salary Supplement: All full-time employees are covered by worker' compensation. Employees with a job-related injury are paid 66 percent of their salary from the Town via an independent workers' compensation insurance carrier. The employee may elect to use accumulated compensatory time, vacation or sick leave to augment workers' compensation pay.

Credit Union: Employees may join the North Carolina Local Government Employees' Federal Credit Union. For information contact the Credit Union at 919/269-5477 or refer to the NCLGFCU packet.

Health Insurance: The Town provides health insurance coverage for all full-time employees. Insurance coverage becomes effective 30 days after hire date. Spouse, dependent, or family coverage is also available. Employees are responsible for paying additional premiums for any dependent coverage. See your health care package for further details.

Dental Insurance: Dental insurance is provided for Town employees at no cost to the employee. Insurance coverage becomes effective 30 days after hire date. Spouse, dependent, and family coverage is also available. Employees are responsible for paying additional premiums for any dependent coverage. See your dental care package for further details.

Vision Insurance: Vision insurance is provided for Town employees at no cost to the employee. Insurance coverage becomes effective 30 days after hire date. Employee has the opportunity to purchase vision insurance for their family members.

Note: As part of the Town's cafeteria plan you may choose to not be carried under the Town health insurance plan, provided you can show proof of some other type of group health coverage. You also may opt out of the dental insurance plan. If you choose not to be carried under the plan, you may receive a portion of the premiums that would be paid if you selected to be covered under the Town's plan. Any opt out pay is determined by the Board of Commissioners.

Supplemental Insurance: Various supplemental insurance policies, including accident, cancer, and hospitalization insurance, are available through Colonial Life at the cost of the employee. See your Colonial Life packet for further details.

Disability Insurance: Full-time employees have short-term disability insurance provided by the Town of Zebulon. Disability Insurance pays an employee 66 percent of their weekly salary when supported by medical documentation of disability and department head verification of known disability. The employee may elect to use accumulated compensatory time, vacation or sick leave to augment disability pay. Disability insurance begins paying on the sixth workday of any disability and/or after all accrued vacation, compensation time and sick time is exhausted. Maximum duration of short-term disability leave is 26 weeks. The Town does not offer long-term disability.

Long Term Disability Insurance: Long Term Disability Insurance is available to employees at their own expense. This insurance is through Hartford Insurance.

Life Insurance and Accidental Death and Dismemberment (AD&D): The Town pays for employee individual term life insurance and AD&D at one time their annual salary. Insurance coverage becomes effective 30 days after hire date. Employees also have the opportunity to purchase additional life insurance for them self or their family members through Hartford Insurance. Employee is responsible for paying all premiums for family and additional coverage.

Flexible Spending Accounts: Employees have the opportunity (after six months of employment) to have amounts deducted from their pay pre-tax and placed in a flexible spending account. Please speak to the Finance Department staff if you have questions or are interested in participating in this program.

Death Benefit: An employee with one year of service time in the NC Local Governmental Employees Retirement System is covered by a death benefit paid to his or her beneficiary. It is equal to the employee highest 12-month salary not to exceed $150,000.

Retirement System/Deductions: All full-time employees are members of the State Retirement System. Police officers are members of the Local Law Enforcement Retirement System while other employees are members of the Local Government Retirement System. All Town full-time employees are required to contribute six percent of their salary to the retirement system and the Town contributes to the system based on rates determined by the state. Employees are vested after five years in the State Retirement System.

Supplement Retirement: The Town contributes additional retirement equal to five percent of the employee's salary to a supplemental plan for each full-time employee. All full-time employees are members of the Prudential NC 401(k) program. Employees are not required but also may contribute additional amounts to these plans, including a Roth 401(k) plan. See your Prudential handbook for further details.

NC529 Plan: Employees have the opportunity to have amounts deducted from their pay and sent to the College Foundation of NC National College Saving Program. Please refer to the College Foundation handout for more information.

COBRA: All full-time employees are covered under the Consolidated Omnibus Budget Reconciliation Act, meaning that, upon leaving employment with the Town, they can continue to be covered under the Town's health and dental plans at their own cost.

THIS DOCUMENT IS SUBJECT TO CHANGE WITHOUT NOTICE.
THIS DOCUMENT IS FOR REFERENCE PURPOSES ONLY AND IN NO WAY CONSTITUTES A GUARANTEE OF BENEFITS TO BE OFFERED
01

Do you have a valid NC driver's license?

• Yes
• No

02

Do you have any type of certifications? If so, please describe.
03

Do you have experience in maintaining files, records, listservs and databases? If yes, please describe.
04

Describe your management experience and style.
05

How do you ensure that diversity, equity, and inclusion are integrated into all aspects of the municipality's HR practices?
06

Given the rapid changes in technology and the workplace, how do you stay current on best practices in human resources, and how do you encourage continuous learning within your team?
07

Municipalities often face challenges related to attracting and retaining qualified employees in a competitive market. How would you develop innovative recruitment and retention strategies to address these challenges?
08

Describe how your educational background has prepared you to develop and implement effective Human Resource strategies in a public sector environment.
09

The hiring salary for the position is posted on the job posting. Salary determination is supported by budget availability and qualifications of the candidate to maintain internal equity. Please acknowledge that you understand this process.

• Yes
• No

Required Question