Human Resources Business Partner

City of Winston-Salem; Winston-Salem (NC); On-site; USD 75,000 - 95,000; Full time

Job summary

City of Winston-Salem seeks an experienced HR professional to serve as a strategic partner across the employee life cycle. You will support workforce planning, recruitment, onboarding, employee relations, and organizational development while collaborating with department leaders to advance city-wide HR initiatives.

You will analyze workforce data, advise on structure and compensation, and ensure compliant application of policies. Collaboration and discretion are essential in this role.

Qualifications

• Bachelor's degree with coursework in human resources, organizational development, business administration, public administration, industrial relations, or a related field
• At least three years of progressively responsible professional human resources experience with broad generalist responsibilities and consultations with managers or leaders

Responsibilities

• Works with leaders to understand operational needs, identify workforce risks, and develop practical HR strategies.
• Coordinates services across Human Resources to provide consistent guidance and timely support.
• Leads and supports talent management and employee development initiatives including recruitment, onboarding, performance management, and succession planning.
• Analyzes workforce data and HRIS information to identify trends, risks, and opportunities and provides recommendations to leadership.
• Interprets and communicates City policies, procedures, and employment requirements; supports policy development and implementation.

Skills

HR generalist

consultation

facilitation

coaching

data analysis

employee relations

policy interpretation

communication

Education

Bachelor's degree in HR/OD/BA/related field

3+ years HR generalist experience

Tools

Microsoft Office

HRIS

ATS

Job description

THIS POSITION IS OPEN TO CITY OF WINSTON-SALEM EMPLOYEES ONLY

*** INTERNAL POSTING ONLY ***

Performs advanced professional human resources work as a strategic and generalist partner. Provides consultation and support across the employee life cycle, including workforce planning, recruitment and selection, onboarding, employee relations, classification and compensation, benefits and leave coordination, performance management, employee development, organizational effectiveness, policy interpretation, and workforce analytics.

The position works with leaders to understand operational needs, identify workforce risks, and develop practical human resources strategies. It also coordinates services across Human Resources so departments receive consistent guidance and timely support. The position may lead Citywide initiatives or provide direct support to assigned departments based on organizational priorities.

Work is performed under the general supervision of the Human Resources Director or designee. The position exercises considerable judgment, discretion, and confidentiality and collaborates with Human Resources managers and subject‑matter experts when matters require specialized review.

The duties listed below are representative of the work performed and are not intended to include every task that may be assigned.

• Works with and supports the Human Resources Director, department heads, managers, and supervisors on workforce matters, organizational needs, and employee‑related impacts of operational decisions.
• Builds effective relationships with City leaders and departments and develops an understanding of operations, workforce needs, staffing challenges, and service priorities.
• Develops and implements workforce strategies related to recruitment, retention, succession planning, critical skills, leadership development, employee engagement, organizational change, and workforce readiness.
• Advises leaders on organizational structure, job design, staffing, position management, classification and compensation, and workforce impacts of reorganizations or service changes.
• Provides guidance and coordination on employee relations, performance management, benefits, leave, accommodations, and other complex HR matters, engaging HR subject‑matter experts as appropriate.
• Leads and supports talent management and employee development initiatives, including recruitment, onboarding, performance management, training, career development, and succession planning.
• Analyzes workforce data and HRIS information to identify trends, risks, and opportunities and provides recommendations to leadership.
• Interprets and communicates City policies, procedures, and employment requirements; supports policy development and implementation; and identifies matters requiring legal, policy, or executive review.
• Leads and participates in Citywide HR initiatives, including process improvements, audits, employee engagement, communications, and implementation of HR programs and systems.
• Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law; maintains required records and safeguards confidential information.
• Performs other related duties as assigned.

Education and Experience

Bachelor's degree with coursework in human resources, organizational development, business administration, public administration, industrial relations, or a related field and at least three years of progressively responsible professional human resources experience that includes broad generalist responsibilities and consultation with managers or organizational leaders; or an equivalent combination of education and experience.

Experience supporting a large, complex, or public‑sector organization and experience leading cross‑functional workforce initiatives are preferred. An industry‑recognized human resources certification such as SHRM‑CP, SHRM‑SCP, PHR, SPHR, PSHRA‑CP, PSHRA‑SCP, or other HR Certification is a plus.

Knowledge Skills and Abilities

Comprehensive knowledge of human resources principles and practices across talent acquisition, employee relations, classification and compensation, benefits and leave, performance management, employee development, workforce planning, and human resources information systems.
Working knowledge of applicable federal, state, and local employment laws and regulations and the ability to apply City policies and procedures fairly and consistently.
Ability to understand municipal operations, organizational priorities, governance relationships, and the service needs of diverse departments.
Ability to assess complex workforce issues, identify underlying causes, evaluate risk, develop options, and make practical recommendations.
Ability to establish credibility, communicate effectively, and maintain productive working relationships with executives, managers, supervisors, employees, applicants, vendors, and Human Resources colleagues.
Skill in consultation, facilitation, coaching, conflict resolution, investigation, negotiation, and communicating sensitive or complex information.
Strong analytical, problem‑solving, organization, and project‑management skills, including the ability to interpret workforce data, identify trends, and lead work involving multiple stakeholders and competing priorities.
Excellent verbal and written communication, attention to detail, and time‑management skills.
Ability to work independently within delegated authority, recognize when escalation or specialized review is needed, collaborate across Human Resources functions, and act with integrity, discretion, impartiality, and confidentiality.
Proficiency with Microsoft Office Suite, human resources information systems, applicant‑tracking systems, reporting tools, and other position‑related software.