Human Resources provides position classification and pay plan services, coordinates employee recruitment and selection, administers employee benefits, oversees employee relations, and ensures compliance with employment law and OSHA safety standards.

2022-2023 Workload Measures

1. Number of formal grievances filed by employees
2. Number of EEOC complaints filed
3. Number of new hires per month
4. Number of temporary/board/on call hires per month
5. Report the percent of turnover
6. Number of ongoing employee education classes offered or coordinated by HR

Updated 7/20/2022

2022-2023 Performance Management Goals
1) HR will compile and print customized Total Rewards Statements for all benefited employees to highlight the overall compensation package for their position.In Progress
2) HR will partner with IT to update and revamp the HR Sharepoint internal website for employee usability and enhancement.In Progress
3) HR will implement a new EACP program for employees to support overall health/mental health in the workplace. In Progress
4) HR will compile a HR dashboard report showing trends within employee turnover across departments. In Progress
5) HR will implement a new FMLA Adminstration system that allows better communication and support for employees and supervisors 24/7.In Progress
6) HR will support all departments within the county by reviewing and posting all job requisitions within an average of 48 hours.In Progress
7) HR will review the employee recognition program and implement recommended changes to enhance recognition for services to Alamance County. In Progress
8) HR will increase awareness of County employment opportunities by establishing a relationship with local schools and community collegesThe goal is to create a pipeline of local top talent. The team will participate in two recruiting events in the next fiscal year.In Progress
9) HR will partner with the new employee center to implement a strategic wellness program to increase healthy awareness and improve healthy outcomes. Reporting will be provided for results and accomplishments.In Progress
10) HR will develop Kronos/UKG materials and training activities through Kronos KnowledgePass to educate employees more on proper time-keeping and recording. In Progress
11) HR will strengthen the Safety Sensitive program increasing safety expectations and record-keeping standards by rolling out additional positions being covered and monitored within. In Progress
12) HR will open the new health center with Everside Health. HR will have a strategy for implementation including communication and marketing of the new health center for all enhanced offerings and benefits for covered members. In Progress
13) HR will benchmark high-turnover and imperative positions, as needed, within the market utilizing Payscale technology to gauge market placement and to drive strategy. In Progress