The Town of Cary is seeking an experienced Talent and Culture Consultant to serve as a strategic partner to Town departments and leaders. This role supports a broad range of core human resource functions, including recruitment, selection, onboarding, authorized position management, employee relations, policy compliance, employee development, workforce planning, and applicable records management. This position is ideal for an HR professional who enjoys deploying traditional HR related practices, while partnering with leaders, influencing decisions, and improving how work gets done.

The successful candidate will build strong relationships across the organization, provide practical guidance to managers, help departments develop high-performing teams and balance day-to-day employee needs with long-term organizational goals.

This position requires sound judgment, the ability to navigate complex employee situations, and a proactive approach to solving problems. The work is varied, fast-paced, and relationship-driven, requiring someone who is adaptable, credible, and comfortable working with employees and leaders at all levels of the organization.

You'll work independently, under the direction of the HR Talent Manager, while collaborating closely with colleagues across the Talent Team and leaders throughout the organization.

Anticipated Hiring Range-$84,032- $100,484*

*Higher starting salary may be considered for highly qualified candidates with directly relevant experience.

In this roll you will:

Serve as the primary HR representative for assigned departments by understanding operational needs and aligning traditional human resources practices with departmental and organizational goals.
Build and maintain trusted relationships with managers and employees to provide strategic consultation, practical guidance, and timely human resources support.
Help departmental leaders build engaged, high-performing teams while ensuring human resources practices are compliant, support employees, and align with Cary's business needs.
Apply personnel policies, procedures, and guidelines, providing consultation and support to employees and applicants.

Partner with other Talent Team members and colleagues to identify opportunities to improve processes, challenge outdated practices, and enhance service delivery; collaborate and provide input on policies, practices, and programs.
Partner with managers throughout the recruitment and selection process by developing recruitment strategies, preparing job advertisements, creating interview questions, screening applicants, and facilitating hiring processes, while ensuring compliance with employment laws, policies, and procedures.
Collaborate with hiring managers on the onboarding process of selected candidates to ensure applicable documentation is received and appropriate onboarding is provided to each candidate.
Collect external market and salary data and conduct salary research to support departments and compensation information; complete salary surveys from external organizations.
Monitor and respond appropriately to recruitment related 311 cases; coordinate with other appropriate HR staff for escalated issues.
Provide position control support to departments to ensure recruitment aligns with authorized staffing, identify and recommend needed classification changes, and support development of the staffing document.
Participate in discussions regarding classification, compensation, organizational design, and other workforce strategies, providing information, guidance, and recommendations to support effective operations.
Collaborate with managers and provide guidance on performance management, goal-setting and compensation; review Personnel Transaction Forms (PTFs) relating to pay and position information for assigned departments; coordinate with staff on changes as they relate to the performance award chart and pay segments.
Work with department managers and supervisors in the development, delivery and administration of performance evaluations and performance improvement plans, in alignment with Cary policies.
Provide initial support and guidance to managers on employee relations related matters, like performance concerns, disciplinary actions, workplace investigations, and conflict resolution, referring cases to the HR Talent Manager or HR leadership.
Ensure applicable personnel related documentation is completed and received by departments and stored in personnel files, according to records retention schedule.
Analyze workforce and human resources data to identify trends, support decision-making, and recommend solutions that improve organizational effectiveness.
Develop and deliver training, presentations, and resources to support managers and employees on human resources programs, policies, and best practices.
Participate in department and Town-wide initiatives, like process improvements, technology enhancements, and other strategic projects.
Build and maintain partnerships with external agencies, vendors, professional organizations, and peer municipalities to maximize HR related services.
Provide support and assistance to the Human Resources Director, Assistant Human Resources Director and Human Resources Talent Manager.
Perform other related duties as assigned.

What you need to be successful:

General knowledge of human resources disciplines including, but not limited to, recruitment, selection, position management, compensation, performance management, employee relations, employee development, and records management.
General knowledge of applicable federal, state, and local employment laws and regulations, such as equal employment opportunity (EEO), Fair Labor Standards Act (FLSA), Title VII, Americans with Disabilities Act (ADA), Family Medical Leave Act (FMLA), Age Discrimination in Employment Act (ADEA), Uniformed Services Employment and Reemployment Rights Act (USERRA), immigration and employment eligibility (Form I-9).

General knowledge of municipal government.
Basic knowledge of North Carolina public records laws and records retention requirements applicable to human resources records.
Skill in the ability to develop foundational relationships rooted in trust and honesty.
Ability to remain flexible and comfortable with uncertainty while adapting to a fast-paced, ever-evolving organization.
Skill in taking initiative, learning from challenges, and taking accountability for decisions, recommendations, and outcomes.
Ability to handle confidential matters with necessary discretion, using appropriate judgement to notify the HR Talent Manager and/or seek additional guidance.
Ability to work autonomously on a variety of tasks while being organized and detail-oriented, ensuring adequate follow-through and meeting deadlines.
Ability to navigate and distinguish between situations which should be solved with technical fixes and those that require more adaptive and thoughtful approaches.
Ability to view situations from operational and broader organizational perspectives while also considering the impact on individual employees.
Ability to welcome and navigate dissenting opinions to find a common ground that is compliant, supports the employee and meets departmental or organizational goals.
Ability and willingness to bring attention to uncomfortable situations and difficult problems and have productive, crucial and courageous conversations.
Ability and willingness to seek input, be vulnerable, and apply feedback to change course.
Ability to communicate efficiently and effectively with co-workers and the public.

Requires any combination of education and experience equivalent to graduation from a four-year college or university with a bachelor's degree in business administration, human resources management, psychology, or a related field; a relevant master's degree (or higher) may substitute for one (1) year of required experience.

A minimum of two (2) years of HR generalist or HR business partner experience is preferred. Other relevant governmental or related HR experience may also be considered.

Must possess a valid drivers license with an acceptable driving record.

Requires drug testing and background check (which may include criminal check, education verification and credit history review) prior to employment.

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