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Human Resources Specialist

SUMMARY OBJECTIVE

Hiring range is negotiable between $51,653 and $67,139 depending on a candidate's qualifications and experience

The purpose of this position is to perform professional human resources work with primary responsibility for recruitment, talent acquisition, onboarding, applicant tracking system administration, and employment processing activities. This position serves as the central coordinator for the City's recruitment and hiring processes, ensuring compliance with employment policies, procedures, and applicable laws. The Human Resources Specialist works closely with hiring managers, applicants, and department leadership to attract, hire, and onboard qualified employees while maintaining accurate employment records and supporting strategic workforce initiatives.

This position works under general supervision and exercises independent judgment in carrying out recruitment, onboarding, and employment-related functions.

ESSENTIAL FUNCTIONS

The essential functions listed below are those that represent the majority of the time spent working in this class. Management may assign additional functions related to the type of work of the class as necessary.

Coordinates and administers the City's full-cycle recruitment process, including posting vacancies, advertising positions, screening applications, coordinating interviews, and communicating with applicants throughout the hiring process.
Serves as the primary administrator of the NeoGov applicant tracking system, including job postings, requisitions, applicant workflow management, system maintenance, reporting, and user support.
Reviews employment applications for completeness and minimum qualifications and forwards qualified applicants to hiring managers for consideration.
Communicates with applicants regarding application status, interview scheduling, employment opportunities, and hiring requirements.
Coordinates pre-employment activities including background investigations, reference checks, drug screenings, physical examinations, motor vehicle record checks, and other required employment verifications.
Prepares and processes conditional and official employment offers in accordance with City policies and approved Personnel Action Forms.
Facilitates employee onboarding activities, including new hire paperwork, orientation scheduling, system access coordination, and employment record creation.
Maintains applicant and recruitment records in compliance with federal and state regulations and City record retention requirements.
Creates, updates, and maintains electronic personnel and recruitment files utilizing NeoGov, Laserfiche, and other human resources information systems.
Assists with employee promotions, transfers, separations, and other employment actions by ensuring timely and accurate processing of required documentation.
Generates recruitment, applicant flow, turnover, and workforce reports to support departmental planning and decision-making.
Assists with the development and implementation of recruitment strategies designed to attract and retain a qualified and diverse workforce.
Represents the City at job fairs, career events, recruitment initiatives, and community outreach activities.
Provides customer service and technical assistance to applicants, employees, supervisors, and the public regarding employment opportunities, recruitment procedures, and onboarding processes.
Processes payroll information for the department, accounts payables, PCard, and prints reports as needed. Provides budget information to Director.
Assists with special human resources trainings, projects and initiatives as assigned.
Performs related work as assigned.

KNOWLEDGE, SKILLS, AND ABILITITES

Knowledge of human resources principles and practices, particularly recruitment, selection, onboarding, and employment processing.
Knowledge of applicant tracking systems, human resources information systems, and electronic records management systems.
Knowledge of applicable federal and state employment laws and regulations.
Skill in utilizing NeoGov or similar applicant tracking systems.
Skill in establishing and maintaining effective working relationships with applicants, employees, supervisors, and the public.
Skill in oral and written communication.
Ability to manage multiple recruitments and competing priorities simultaneously.
Ability to maintain confidentiality and exercise discretion when handling sensitive information.
Ability to analyze information, prepare reports, and maintain accurate records.

MINIMUM QUALIFICATIONS

MINIMUM EDUCATION AND EXPERIENCE REQUIREMENTS:

Associate degree in Human Resources, Business Administration, Public Administration, or a closely related field.
Three (3) years of progressively responsible experience in human resources, recruitment, talent acquisition, onboarding, or related personnel administration functions.
Experience utilizing NeoGov or a comparable applicant tracking system strongly preferred.
An equivalent combination of education, training, and experience may be considered.

SPECIAL CERTIFICATIONS AND LICENSES:

Possession of a North Carolina issued Notary of Public Certification or the ability to obtain in 6 months from date of hire.
Professional Human Resources certification is preferred

PHYSICAL DEMANDS:
Physical demands refer to the requirements for physical exertion and coordination of limb and body movement.

Performs sedentary work that involves walking or standing some of the time and involves exerting up to 10 pounds of force on a regular and recurring basis or sustained keyboard operations.

UNAVOIDABLE HAZARDS (WORK ENVIRONMENT):
Unavoidable hazards refer to the job conditions that may lead to injury or health hazards even though precautions have been taken.

None.

AMERICANS WITH DISABILITIES ACT COMPLIANCE
The City of Goldsboro is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodation to qualified persons with disabilities. Prospective and current employees are encouraged to discuss ADA accommodations with management.

STANDARD CLAUSES
May be required to work nights, weekends, holidays and emergencies (man-made or natural) to meet the business needs of the City.
This job description is not designed to cover or contain a comprehensive listing of essential functions and responsibilities that are required of an employee for this job. Other duties, responsibilities, and activities may change or be assigned at any time with or without notice.

ESSENTIAL SAFETY FUNCTIONS
It is the responsibility of each employee to comply with established policies, procedures, and safe work practices. Each employee must follow safety training and instructions provided by their supervisor. Each employee must also properly wear and maintain all personal protective equipment required for their job. Finally, each employee must immediately report any unsafe work practices or unsafe conditions as well as any on-the-job injury or illnesses.
Every manager/supervisor is responsible for enforcing all safety rules and regulations. In addition, they are responsible for ensuring that a safe work environment is maintained, safe work practices are followed, and employees are properly trained.

Benefits Summary

The following is a summary of the City of Goldsboro benefits:

Vacation Leave: Employees earn vacation leave as follows:

Years of Service Days per Year
0 - 4 years 12
5 - 9 years 15
10 - 14 years 18
15 - 19 years 21
20 + years 23

A maximum of 30 vacation days may be carried over from one calendar year to the next. Any excess of 30 vacation days on December 31 of each year may be transferred to employees sick leave balance, provided that they have taken five (5) days of vacation in the calendar year.

Holidays: City paid holidays are New Year's Day, Martin Luther King Jr.'s Birthday, Good Friday, Memorial Day, Independence Day, Labor Day, Veteran's Day, Thanksgiving (2 days) and Christmas (3 days).

When a holiday falls on a Saturday, the previous Friday shall be observed. When a holiday falls on a Sunday, the following Monday shall be observed. In order to receive a paid holiday, an employee must be on paid status before and after the holiday.

Sick Leave: Sick leave is accrued at one day per month or 12 days per year.

Employee Assistance Program
The Employee Assistance Program is available to all full-time employees and covered dependents on the employee's health insurance plan. Part-time employees who work 30 hours or more per week on a continuous year-round basis are also eligible for EAP services. Employees and dependents each receive three free visits per year. Services include, but are not limited to, financial counseling, depression, mental illness, and end of life/terminal illness.

Medical and Dental Insurance: The City of Goldsboro is fully-insured, and provides medical, dental, and vision insurance through the State Health Plan (SHP), MetLife, and Community Eye Care respectively. Medical, dental, and vision coverage is available to all full-time employees. Part-time employees who are scheduled to work 30 hours or more per week on a continuous year-round basis may, if they so desire, purchase available group health through the City for themselves and qualified dependents. The coverage for medical is the first day of the month following the date of employment and dental is effective on the first day of employment, vision insurance is effective the first day of the month following the effective date of employment. Medical insurance is provided to full-time employees at a minimal cost and pro-rated for part-time employees. The types of coverage available are individual (Employees only), Employee/Child, Employee/Spouse, and family. Dental and vision insurance is available at cost to the employee and/or his/her dependents. Premiums are paid through payroll deduction on a pre-tax basis.

Life Insurance: All regular employees are provided a basic term life insurance coverage policy in the amount of $20,000.00 at no cost.

Wellness Assistance Benefit
The City of Goldsboro offers a wellness assistance benefit of $25/month to employees. This can be used to offset the cost of dental insurance or gym membership. Employees must meet eligibility requirements for the State Health Plan and show proof of membership (if gym membership is selected).

Flexible Spending Account
Flexible Spending Accounts (FSAs) provide you with an important tax advantage that can help you pay for health care and dependent care expenses on a pre-tax basis. By estimating your family's health care and dependent care costs for the next year, you can lower your taxable income and save money. The City of Goldsboro offers a FSA through Health Equity. The Flexible Spending Account (FSA) is available to all full-time employees who are scheduled to work 40 hours per week. The FSA is effective the first day of the month following the date of employment. These are some of the expenses FSAs can be used for: medical and dental services, chiropractic services, orthodontia, and the child or adult dependent care.

Social Security: The City employees are members of the Social Security System. The employee contributes 6.2% (FICA) and 1.45% (Medicare) for a total of 7.65% of their annual salary and the City contributes the same amount. Social Security benefits include retirement and disability payments and survivor's insurance.

Tuition Reimbursement: Tuition reimbursement is available to all full-time employees up to $2500 per fiscal year for job-related courses or required courses leading to a job-related degree. This is subject to department approval and an employee must complete probation before reimbursement is granted.

Promotion Opportunities: Employees are encouraged to apply for internal positions. Employment opportunities for current employees are posted on the City's Intranet.

Retirement: All employees who are in a regular position that requires 1,000 hours or more of service per year are covered under the North Carolina Local Governmental Employee's Retirement System (NC LGERS). The employee contributes 6% of their annual salary on a tax deferred basis. The City contributes to the employee's retirement account. Eligibility for unreduced monthly benefits begins upon retirement after 30 years of service at any age, at age 65 with 5 years creditable service or at age 60 with 25 years creditable service. Police Officers and Park Rangers may retire at age 55 with 5 years of service and receive an unreduced benefit. Eligibility for reduced monthly benefits begins after you reach age 50 and complete 20 years of creditable service or you reach age 60 (age 55 if you are a firefighter) and complete five years of creditable service. Police Officers may retire early with a reduced retirement benefit after you reach age 50 and complete 15 years of creditable service as an officer.

457 & 401K Supplemental Retirement Plan: The City of Goldsboro offers the NC Supplemental Retirement Plans, 401K and 457. The City contributes 4% to the 401K for all non-sworn full-time employees and 5% for sworn police officers (as approved by the Council) and the 457 plan is voluntary with no contribution by the City.

The 457 and the 401k allow employees to set aside funds which is through payroll deduction and is tax deferred. Income tax is due when the deferred earnings are returned to the individual normally at retirement.

Worker's Compensation: All City employees are covered under the North Carolina Worker's Compensation Act. This act covers those employees who suffer injuries as a result of an accident while performing duties. The Workers' Compensation program will pay medical expenses and a portion of the employee's salary, after 7 days, if the individual is out of work as a result of a work-related disability.

Compensation, Performance Appraisals and Merit Process: The City of Goldsboro is committed to hiring and retaining high quality personnel. As a result, we offer competitive salaries that are consistent with market growth. New hires may serve a six month probationary period upon date of hire and are evaluated in six-month increments.

The eligibility for merit is based upon the following criteria:
Employee must have an overall appraisal rating of 2.0. Employee should score at least 2.0 in competencies; any competency with a score less than 2.0 will result in employee's ineligibility.

Note: The merit eligibility criteria is subject to change at the City Manager's discretion.

The appraisal process in the City of Goldsboro includes an evaluation of each employee's duties and responsibilities applicable to their position. Upon completion of the probationary period, employees are evaluated on an annual basis. The appraisal period is from October 1 – September 30 of each year.

The City of Goldsboro may provide merit incentives for high performing employees subject to City Council approval.

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