Human Resources Director (Salary commensurate with experience)
City of North Myrtle Beach
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Job summary
The City of North Myrtle Beach seeks an experienced Director of Human Resources to lead the CNMB HR functions and partner with executive leadership on workforce strategy, leadership effectiveness, and organizational performance.
The role develops and executes HR strategies, promotes policy alignment, and ensures compliance with federal/state laws, while advising the City Manager on workforce trends, risk, and talent strategy for a sustainable future.
Qualifications
- Bachelor’s degree in human resources, public administration, business administration, or closely related field.
- Ten (10) years of progressively responsible experience in human resources, including significant experience in an executive or senior leadership role providing strategic guidance to organizational leadership and overseeing enterprise-wide HR programs.
- Senior-level HR Professional Certification (SHRM-SCP, SPHR, and/or IPMA-SCP)
- Preferred: Master’s degree in HR/public admin/ business admin or related field; experience advising executive leadership on workforce strategy, organizational effectiveness, and employment risk.
Responsibilities
- Serves as trusted executive advisor to the City Manager on workforce-related matters including organizational design, leadership accountability, performance management, and succession planning.
- Provides advanced leadership for the HR Department and aligns responsibilities to strategic priorities.
- Establishes partnerships across departments for HR risk, retention, compliance, and employee development.
- Oversees governance of citywide HR systems, policies, classification, and compensation structures.
- Leads enterprise-level employee relations strategy and manages high-risk matters involving senior leadership.
- Oversees recruitment, selection, and talent management to ensure a high-performing workforce.
- Oversees comprehensive employee benefits programs and vendor partnerships for health and wellness.
- Provides HRIS governance and data-driven workforce insights for executive decision-making.
- Ensures compliance with federal/state laws and regulatory requirements; manages budget and resource stewardship.
Skills
Education
Job description
The Director of Human Resources leads the City of North Myrtle Beach (CNMB) human resources functions and partners with executive leadership to advance workforce strategy, leadership effectiveness, and organizational performance. This role develops and executes HR strategies across departments, promotes alignment of HR policies, practices, and organizational goals, and supports compliance with applicable federal and state laws, including FOIA, and recognized best practices in municipal government. Advises the City Manager and executive leadership on workforce trends, organizational risk, leadership accountability, and talent strategy to support the City's mission, strategic objectives, and long-term sustainability.
The City seeks a collaborative and forward-thinking HR leader who can help strengthen leadership accountability, advance workforce strategy, and support high-performing organizational culture. The successful candidate will bring both strategic insights and practical experience to help the City continue developing strong leadership practices and effective workforce systems.
- Education: Bachelor’s degree in human resources, public administration, business administration, or closely related field
- Experience: Ten (10) years of progressively responsible experience in human resources, including significant experience in an executive or senior leadership role providing strategic guidance to organizational leadership and overseeing enterprise-wide HR programs.
- Certifications: Senior-level HR Professional Certification (SHRM-SCP, SPHR, and/or IPMA-SCP)
- Preferred:
- Master’s degree in human resources, public administration, business administration, or a related field.
- Demonstrated experience advising executive leadership on workforce strategy, organizational effectiveness, and employment risk.
- Demonstrated interpersonal, communication, and conflict resolution skills necessary to effectively navigate complex employee relations matters and support organizational change.
- Experience in a public-sector or similarly regulated environment.
- Experience overseeing or partnering with vendors providing occupational health, workers’ compensation support, wellness initiatives, or employer-sponsored health center services; familiarity with wellness incentive programs and occupational health requirements.
- The City retains the right to determine equivalencies.
- Any certifications not possessed at hire must be obtained prior to completion of the probationary period as a condition of continued employment.
This position is primarily sedentary and is performed in an office environment. The employee must be able to perform essential job functions with or without reasonable accommodation. Essential functions include sitting for extended periods, operating standard office equipment, communicating verbally and in writing, and occasionally lifting or carrying light objects typically associated with office work.
Serves as a trusted executive advisor to the City Manager on workforce-related matters, including organizational design, leadership accountability, performance management, compensation philosophy, labor and employment risk, succession planning, and culture. Proactively identifies emerging workforce risks and opportunities and presents data-informed options and recommendations to support executive decision-making.
Provides advanced leadership for the Human Resources Department; assesses team strengths, aligns responsibilities to support strategic priorities, evaluates performance, and promotes professional development.
Establishes partnerships and collaboration across departments to support cross-functional alignment on HR risk, retention, compliance, and employee development.
Ensures the governance and integrity of Citywide human resources systems, standards, and frameworks, including personnel policy administration, classification and compensation structures, performance management systems, and leadership competency models. Promotes consistent Citywide application of policies, standards, and leadership expectations across all departments.
Exercises delegated authority for the interpretation and application of personnel policies, employment practices, and human resources standards; approves routine and elevated human resources actions within established policy, budget, and legal parameters; and escalates executive-level or high-risk matters to the City Manager with analysis, options, and recommended courses of action.
Leads enterprise-level employee relations strategy by establishing expectations, frameworks, and escalation thresholds that enable leaders to manage performance and conduct effectively while mitigating organizational and legal risk. Oversees complex and high-risk employee relations matters, including those involving senior leadership or issues with significant organizational, legal, or reputational impact.
Provides executive oversight of recruitment, selection, and talent management strategies to ensure the City attracts, selects, and retains a high-performing and diverse workforce. Establishes Citywide hiring standards, assessment practices, and workforce planning initiatives aligned with long-term organizational needs.
Oversees the design, administration, and evaluation of comprehensive employee benefits programs, including health, dental, vision, retirement, wellness, supplemental plans, and the City’s Employee Health Center. Provides strategic oversight of vendor partnerships supporting occupational health, workers’ compensation coordination, wellness initiatives, and advanced primary care services; evaluates vendor performance and outcomes to ensure alignment with City needs.
Provides leadership for workforce analytics, HRIS governance, and data-driven decision-making, ensuring executive leadership has access to reliable workforce insights and organizational risk indicators. Establishes standards for data integrity, reporting, and analysis to inform executive leadership on workforce trends, costs, risks, and opportunities.
Oversees the City’s compliance with applicable state and federal laws (FLSA, FMLA, ADA, Title VII, etc.), OSHA, and other regulatory requirements. Maintains current knowledge of employment law, regulatory developments, and best practices; provides executive oversight of compliance strategy, training, audit readiness, and continuous improvement.
Prepares and administers the Human Resources Department budget, evaluates financial impacts of workforce initiatives, and ensures responsible stewardship of resources.
Builds and leads a high-performing Human Resources Department by setting clear expectations, delegating operational responsibilities, developing leadership capacity, and fostering a culture of accountability, professionalism, and continuous improvement.
Represents the City and the Human Resources Department in public meetings, including City Council meetings as appropriate, and in interactions with external agencies, legal counsel, auditors, and professional organizations.
Supports emergency operations by learning and executing assigned emergency procedures and duties, which may include assignment to the Emergency Operations Center (EOC) during emergencies.
Performs other related duties as required to support the effective operation of the City.
The City of North Myrtle Beach (CNMB) provides an EHC for full-time employees and eligible dependents on the city’s health insurance plan. The EHC provides sick visits, primary care, onsite Rx, and annual physicals with no copays.
The CNMB maintains a Wellness Incentive Plan (WIP) for full-time employees and spouses on the city’s health insurance plan. The WIP is designed to help reduce health risk among employees and promote a healthy workplace.
- Saving money on insurance premiums
- Earning up to $505 in HRA funds
- Being proactive about your health
- Helping to keep City health insurance premiums low
- $1,000 individual deductible
- $3,000 family deductible
- Annual maximum out of pocket $3,000 per individual/ $7,500 per family including deductibles, copays and coinsurance
- Primary care $35 copay/ Specialty $45 copay
Plans Wellness Participant Wellness Non-Participant Employee $0.00 $42.00 Employee/Child $68.00 $102.00 Employee/Spouse $123.00 $204.00 Family $169.00 $277.00
- Preventative services covered at 100% in-network
- Major services covered at 50% in-network
- Annual maximum of $1,750
- $10 Generic/$35 Formulary/$45 Non-Formulary
- Mail order and specialty pharmacy available
- $225 material allowance (in-network) every benefit period towards prescription or nonprescription eyewear with a one-time $25 copay
- In-network vision exams covered 100% with a $10 copay
The CNMB offers full-time employees a discounted membership at the Aquatic & Fitness Center. Membership can be paid through payroll deduction.
- Tuition Reimbursement
- Flexible Spending Account
- Supplemental Insurance
- Long Term Disability
- Short Term Disability
- Employee Assistance Program
- New Years Day
- Dr. Martin Luther King Jr. Day
- Fourth of July
- Labor Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
- Four floating holidays (two personal)
Years of Service Regular FT0 to 580 hours each year 5 to 10120 hours each year 10 or More 160 hours each year
- 80 hours annually on January 1st
- Unused sick time is paid out at 50% in February of the following year
- Full-time employees, employed before August 15th of each year, are eligible for a Holiday Bonus
- Longevity awards at every five years of service (5 percent bonus)
Retirement health insurance is available if eligibility requirements are met.
General Employees* are enrolled in a 401(a) account upon hire. The account is funded by contributions made by the employee and the City.
- City contributes 8% of employee’s salary & employee contributes a mandatory 2%
- Vesting: 5 years of service
Designed for full-time employees to save and invest money with tax benefits. Contributions are made to an account based on the amount the employee chooses to allocate. Key features of the plan include:
- Flexible withdrawal upon separation from employment
- Withdrawals after age 59 1/2 or due to a qualified unforeseeable emergency
- For general employees*, the City will match contributions up to 6% of salary after 2 years of full-time employment.
- Available for employees to complement other retirement plans by allowing for tax-free earnings and, if needed, flexible withdrawals.
- General Employees are all City of NMB employees that are not eligible for PEBA.
- Policy of $10,000 paid for by the City
- Coverage up to $200,000 not to exceed 5 times annual base salary
- Can also be purchased for spouse and/or children
- Mandatory coverage
- Employee benefit—1x annual salary
- Coverage can be purchased for spouse or children $10,000/$5,000
Disclaimer: The City reserves the right to modify or eliminate, determine eligibility changes and/or revise employee benefits plans, premiums, and/or benefits at any time with or without notice. Nothing described herein creates a contract. Programs are subject to annual appropriations, policies and benefits, and plan descriptions.
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