Assistant Director, Human Resources

Job Description

Work, Serve, Thrive. With the City of Durham
Advance in your career while making a real difference in the community you serve.

Hiring Range: $93,185 – $108,000
Work Day/Hours: Monday – Friday, 8:00am – 4:30pm

The Human Resources (HR) Department provides the City with effective services focusing on our employees’ needs. The Department comprises seven (7) divisions: HR Connect & Communications, Benefits & Wellness, Employee Relations, Learning & Organizational Development, Talent Acquisition, Classification & Compensation, and Human Resources Information Systems (HRIS).

The City of Durham seeks an innovative, business-minded, forward-thinking Assistant Human Resources Director to lead a diverse team of professionals in the Employee Experience division. The Employee Experience division influences employee success in being their best at work and delivering service.

The ideal candidate will have extensive experience and knowledge of Employee Development, Organizational Development, Compensation, Talent Acquisition, Performance Management, and Employee Relations. The Assistant Director will oversee the daily operation and functional teams within the Employee Experience division by providing leadership, guidance, direction, and support. The candidate will fully embrace transparency, communication, collaboration, and relationship-building.

The following overview provides an overview of responsibilities and is not an all-inclusive job description:

Organizational Development and Engagement:
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 to the Citywide Strategic Priorities, resulting in emphasis and focus on work plans and programs that embrace employee development and engagement, organizational design and effectiveness, succession, career planning opportunities, coaching, Leads and facilitates organizational strategies such as employee engagement through employee experience collaboratives, corporate excellence initiatives, and a strengths-based culture focusing on our workforce’s current and future needs.

Employee Development:
Responsible for developing and learning initiatives, including foundational, professional, supervisory, and leadership programs promoting a high-performing, sustainable, and agile workforce. Partners with the Manager to develop a strategy that addresses the growing and diverse development needs.

Compensation:
Provides guidance and support to the compensation program. Ensures that the compensation strategies align with the City’s strategy and compensation philosophy. Conducts research and provides insight to ensure the City can attract, retain and motivate employees. Provides support on the compensation study program. Ensures fair and equitable treatment of all employees. Manages the compensation program in a fiscally responsible manner.

Benefits:
Provides guidance and support for the employee benefits and wellness program. Provides benefit offerings that retain and motivate employees. Works with the benefits team and the third-party administrator on open enrollment and renewals. Continues the development of a robust wellness program. Assists in the annual health symposium and other related initiatives.

Performance Management:
Leads the organization’s performance management program, including continuous feedback and annual employee performance evaluations. Guides probationary extensions and the performance improvement process. Identifies strategies to build and enhance performance management for long-term effectiveness.

Talent Acquisition:
Leads development, implementation, and administration of recruitment, selection, and retention policies, practice, and programs. Provides leadership, expertise, and guidance in developing innovative recruitment and retention programs reinforcing the city’s vision and mission. Creates a strategic roadmap for recruiting strategies that align with business initiatives. Ensures promotional processes and systems are equitable to achieve organization goals and results. Maintains an environment that fosters sound principles for recruitment, selection, and promotions that adhere to equal opportunity, diversity, and inclusion. Remains responsive to trends in recruiting and retention to meet the needs of the organization and workforce currently and for the future. Facilitates strong internal and external partnerships that supports hiring and retaining employees.

Human Resources Business Plan Management:
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 the overall strategic plan, mission, and vision. Partners with Division Managers to prepare and deliver strategic updates.

Leadership and Administration:
Spends individual time with each direct report providing guidance, coaching, and mentoring. May be asked to help and support other team members as required. Will provide goals and performance objectives, and metrics.

Makes recommendations and prepares proposals for new and improved programs based on the organization’s needs and changes. Oversees and participates in the analysis, development, and administration of assigned budget; monitors and approves expenditures and budget compliance; and recommends adjustments.

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. Manages any division-related RFP processes. May make Council presentations in the absence of the HR Director. Manages assigned projects to ensure the timely delivery of new services.

Performs periodic audits of work performed in each division to ensure accuracy and effectiveness.
May be asked to perform all related duties and tasks as assigned.