The City of Wilmington is an Equal Opportunity Employer.
Position Description
One City. One Workforce. One Purpose.
Are you a proven executive leader with a demonstrated track record of leading successful organizational change and building high-performing organizations?
The City of Wilmington is seeking a
Human Resources Director to serve as its chief human capital strategist and lead the City’s human resources programs, services, and workforce initiatives with integrity.
Reporting to the Chief of Staff and serving as a member of the Executive Leadership Team, the Human Resources Director serves as the City's chief human resources strategist and organizational development leader. This executive-level position is responsible for leading the Human Resources Department, driving organizational change initiatives, advising executive leadership on complex workforce matters, and building a high-performing workforce aligned with the City's strategic priorities.
The Director is expected to bring demonstrated success leading an HR department through transformation, modernization, and continuous improvement while fostering a culture of accountability, engagement, and service excellence. The successful candidate will have a proven ability to assess existing systems and practices, distinguish between symptoms and root causes, and implement strategic improvements that strengthen organizational effectiveness, employee experience, and operational outcomes.
The city seeks an accomplished HR leader who has successfully led and improved complex systems beyond managing existing processes.
This is a reposted position. If you have previously applied, your application remains under consideration, and there is no need to reapply
Typical Tasks
Responsibilities Of This Position Include
Strategic Leadership & Organizational Change
- Lead organization-wide change initiatives, including workforce restructuring; cultural transformation; process modernization; and implementation of new workforce strategies
- Demonstrate the ability to influence executive leaders and department directors in achieving organizational objectives through strategic human capital planning
- Champion organizational effectiveness by identifying systemic challenges and implementing sustainable solutions that improve workforce performance and service delivery
- Serve as a trusted executive advisor and change agent capable of leading through ambiguity, resistance, and competing organizational priorities
Department Leadership & HR Operations
- Provide strategic and transformational leadership for the Human Resources Department, positioning HR as a trusted advisor to City leadership and advancing initiatives that strengthen employee experience, improve organizational effectiveness, and support the City of Wilmington’s goal of being an “Employer of Choice”
- Build organizational credibility for HR through responsive service delivery, sound judgment, consistent policy application, and strong relationships across all levels of the organization
- Develop and mentor HR professionals while creating departmental succession plans, performance standards, and a culture of continuous improvement
- Implement continuous improvement efforts to ensure capacity and capability of the HR team
Employee Relations & Workplace Investigations
- Provide leadership and oversight of employee relations functions including workplace investigations, disciplinary processes, grievance management, and conflict resolution
- Ensure investigative processes are thorough, impartial, and legally defensible; and that personnel matters are handled fairly, consistently, and in compliance with applicable laws and policies
- Provide guidance to department directors and supervisors regarding complex employee relations issues
- Oversee investigations involving allegations of misconduct, harassment, discrimination, retaliation, and other workplace concerns
Policy Development & Governance
- Develop, review, and implement personnel policies and procedures to support effective workforce management
- Ensure policies comply with federal and state employment laws and reflect best practices in municipal human resources management
- Advise executive leadership and City Council on personnel policies and workforce initiatives.
- Promote consistent application of policies across departments
Compliance
- Ensure compliance with federal, state, and local employment laws including Title VII, ADA, FMLA, FLSA, ADEA, and related regulations
- Partner with the City Attorney’s Office on employment-related legal matters
- Identify and mitigate potential organizational risks related to workforce practices
- Maintain a fair, respectful, and legally compliant workplace environment for all employees
Budget & Resource Management
- Develop and manage the Human Resources Department operating budget
- Monitor expenditures and ensure responsible stewardship of public resources
- Lead the assessment, redesign, and modernization of HR systems, processes, and service delivery models, with demonstrated outcomes in efficiency, compliance, employee experience, and organizational effectiveness
- Use data, metrics, and workforce analytics to drive strategic decisions and measure the effectiveness of HR programs and initiatives
Qualifications
Education and Experience
Bachelor’s degree in Human Resources, Public Administration, Business Administration, Organizational Leadership, or a related field with ten (10) years of progressively responsible human resources leadership experience, including at least five (5) years directing a human resources function, department, division, or major operational area with responsibility for strategic planning, organizational development, workforce planning, and supervision of professional staff.
Additional Qualifications
- Valid driver's license with acceptable driving record
- Experience in municipal or public-sector human resources strongly preferred
- Experience leading an HR department through significant organizational change, modernization efforts, process improvement initiatives, or workforce transformation is strongly preferred.
- Professional HR certification such as SHRM-SCP, SPHR, or IPMA-HR certification preferred (required within 1 year of hire)
Ideal Candidate
The ideal candidate is a proven Human Resources executive with demonstrated success leading an HR department within a complex organization. They will bring a track record of driving organizational change, modernizing HR operations, implementing sustainable process improvements, and achieving measurable workforce outcomes.
This individual is a strategic, systems-oriented leader who makes thoughtful, evidence-based decisions, and has successfully led organizational transformation through collaboration, credibility, and sound judgment.
The successful candidate will be a champion for both the organization and the Human Resources team, with demonstrated success developing staff, building high-performing teams, and establishing HR as a trusted strategic partner. They will possess the executive presence, integrity, and leadership experience necessary to navigate complex workforce challenges while fostering trust, accountability, transparency, and continuous improvement.
Supplemental Information
- Office Work: Primarily sedentary, involving prolonged sitting, computer use, telephone and office equipment operation, and standard office tasks. Requires visual acuity, hearing, and manual dexterity for reviewing documents, analyzing data, and completing administrative responsibilities.
- Field Work: require standing, walking, stooping, kneeling, crouching, reaching, pushing, pulling, and lifting or carrying objects up to 10 pounds occasionally. Employees may encounter uneven terrain, traffic, construction areas, and outdoor weather conditions and must use appropriate personal protective equipment.
- General Requirements: The position involves occasional travel to meetings, evening events, and after-hours response, as needed, in support of a 24-hour municipal operation. All work is performed in compliance with applicable State and Federal OSHA regulations, including hazard communication, personal protective equipment, and slip, trip, and fall prevention
Our Core Values
INCLUSION | COLLABORATION | CREATIVITY | ACCOUNTABILITY
Our Mission Statement: Through forward-thinking policies and responsible stewardship, we are creating a better city every day with excellent core services and quality of life for all.
What We Offer
The City of Wilmington believes that employees are one of our most important resources. We offer an excellent salary and competitive benefits package to serve the needs of our employees and their families. Our benefits package includes:
- Comprehensive medical, dental, and vision insurance + many other insurance options
- Excellent retirement benefits, including a city provided 4.5% contribution each pay period into a 401(k) account and automatic enrollment into the North Carolina Local Government Employees’ Retirement System
- Employer-paid health & wellness clinic
- Free on-site city gym access
- Paid sick and vacation leave + 13 paid holidays per year
- 6-weeks paid parental leave
- Paid volunteer & blood donation leave to give back to our community
- Flex schedule and telework availability, depending on your position
- Professional development trainings & leadership initiatives
- Tuition assistance benefits
Applicant Status Updates: After the closing date for this position, applications will be screened by Human Resources. Applicants who meet the minimum and/or preferred qualifications will be referred over to the hiring department.
All updates regarding an application can be viewed through your applicant portal.
Health Benefits are offered to employees working at least 30 hours per week.
Health Insurance - The City offers two options for health coverage: a standard PPO plan and a High Deductible Health Plan with an associated Health Savings Account. Coverage becomes effective the first day of the month following hire for employees and their eligible dependents. Both you and the City contribute to the overall cost of coverage.
Dental Insurance - Coverage becomes effective the first day of the month following hire. Employees, their spouse and dependent children are eligible for coverage.
Life Insurance - The city pays to provide coverage valued at one times your annual salary. Supplemental insurance is available for employees to purchase. Optional coverage for dependents is also available for purchase.
Retirement
- NC Local Government Retirement System - All benefits eligible employees make a mandatory 6% contribution every pay period.
- Deferred Compensation – The city contributes an amount equal to 4.5% of the annual salary to a 401(k) plan regardless of employee contribution. Employees may choose to contribute additional money to the 401(k) or 457 deferred compensation plans, without a match from the City, within the IRS guidelines.
Paid Leave (offered to employees working at least 1,000 hours annually*):
- Sick Leave - 12 days accrued each year
- Annual Leave - Accrual based on years of service and classification. Employees can earn from 10 to 24 days each year.
- Holidays - 13 paid holidays annually
- Paid Parental Leave - Six weeks of paid leave for the birth, adoption or placement of a child (must run concurrently with FMLA).
- Part-Time Employees will earn paid leave benefits on a pro-rated basis.
Miscellaneous
- Tuition reimbursement
- Employee Assistance Program
- Short & Long Term Disability
- Cancer & Critical Illness
- Accident Insurance
- Whole Life Insurance
- Credit Union membership
Note: The City of Wilmington is on a bi-weekly pay cycle. New employees should expect to recieve their first paycheck approximately 3 weeks after their start date.
**This is intended to be a brief overview of the benefits offered. Please visit our website at https://www.wilmingtonnc.gov/Government/Departments-Divisions/Human-Resources/Benefits for more information.**
01
Please acknowledge that you agree to fully completed all required sections of the application, including work experience, education, and the supplemental questionnaire; and that your responses are truthful and complete and can be verified within your application. Entering "N/A' or "See Resume/Application" does not qualify as an acceptable response.
02
Do you have a valid Drivers License?
03
Which best describes your highest level of education in Human Resources, Public Administration, Business Administration, Organizational Leadership, or a related field?
- High School Diploma or GED
- Vocational/Technical Training or Certificate
- Some College
- Associate's Degree
- Bachelor's Degree
- Master's Degree
- Doctorate Degree
- None - N/A
04
How many years of progressively responsible human resources experience do you have?
- I have no experience
- less than 1 year
- 1 year to less than 3 years
- 3 years to less than 5 years
- 5 years to less than 8 years
- 8 years to less than 10 years
- 10 years to less than 12 years
- 12 years to less than 14 years
- 14 years or more
05
Please identify the company/agency/organization where you gained the experience described in question #4 and provide a summary of related experience. Note: These employers must be listed in the work history section on your employment application to receive credit. Entering "N/A' or "See Resume/Application" does not qualify as an acceptable response.
06
How many years of human resources supervisory or leadership experience do you have?
- I have no experience
- less than 1 year
- 1 year to less than 3 years
- 3 years to less than 5 years
- 5 years to less than 10 years
- 10 years or more
07
Please identify the company/agency/organization where you gained the experience described in questions #6 and provide a summary of related experience. Note: These employers must be listed in the work history section on your employment application to receive credit. Entering "N/A' or "See Resume/Application" does not qualify as an acceptable response.
08
Do you have experience working in municipal or public-sector government?
09
Please check all that apply
- SPHR
- SHRM-SCP
- IPMA-HR
- PHR, I am aware I must obtain SPHR within 1 year of hire
- SHRM-CP, I am aware I must obtain SHRM-CP within 1 year of hire
- None, but I am aware I must obtain within 1 year of hire
10
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.
