This department is a centralized human resources administration program consisting of seven functional divisions/sections:

• Benefits
• Employee Health & Safety
• General Administration & Policy
• Organizational Effectiveness & Development (OED)
• Talent Acquisition
• Workforce Strategies & Analytics
• Compensation

The Benefits Division is responsible for developing and administering a comprehensive program for employees and their families, as well as coordinating the provisions of benefits through third-party providers. The City employs more than 3,000 full-time, 200 part-time, and up to 1,000 temporary and seasonal employees.

Benefits are provided to City employees in full-time positions (budgeted at least 40 hours per week) and also for employees in part-time positions (budgeted at least 20 hours per week). 

For more information about the City’s benefits programs, please review the City of Greensboro Benefits Book. 

Please review the Benefits Book or visit the Retirees page on this website. If you have further questions, please contact your benefits specialist (contact information can be found on the Retirees page). 

The City’s Medical Services unit provides both pre-employment and periodic (Public Safety) physical exams for employees, treatment of worker’s compensation injuries, administration of immunizations/vaccines, routine clinic visits, and review of an employee’s fit for duty for employees returning from FMLA, extended medical leave, or workers compensation. This unit is also the internal referral unit for employees in need of the Employee Assistance Program (EAP) and provides a variety of healthy lifestyle educational activities, programs, and screenings. Additionally, this unit is responsible for the administration of FMLA, post accident drug screens, and other substance abuse screenings.

The City’s Medical Services unit is available to current City of Greensboro employees and retirees. Having this program available to City employees is part of the City’s efforts to create a safe and healthy workforce.

Maintaining a safe and healthy work environment is vital to the City’s success. The Safety, Health, and Worker’s Compensation Division is responsible for managing the accident and injury prevention program, auditing OSHA compliance, administering the Worker’s Compensation program, and addressing ADA compliance for the City of Greensboro. 

The division partners with other City departments to develop programs, policies, and operational guidelines. The occupational components of the program include regulatory review, training in a variety of areas, equipment, vehicle, and facility assessments, accident investigation, and accident history analysis. The team also provides safety and health guidance/assistance to management and supervisors. 

This division, along with other support services, is designed to assist employees when returning to work and ensure proper delivery of worker’s compensation benefits that comply with the North Carolina Industrial Commission laws for governing work-related employee injuries and illnesses. 

Building a skilled and customer-focused employee base is important to the City. Training and Development is conducted by the Organizational Effectiveness and Development division. This division’s mission is to provide opportunities for employees to achieve exemplary performance through quality learning experiences and organizational development. The vision is to be the organization's preferred and most reliable source for learning and organizational development activities, programs, and resources by providing customized training for work groups, retreats, meeting facilitation, and team building.

The Organizational Effectiveness and Development is housed within the Law and Compliance Team. This team manages all employee relations functions and services including formal grievances, employer/employee complaints, dispute resolution, and claims of discrimination.

Each department recruits and hires employees. The City’s Employment Office is a responsible partner for organizing and coordinating the recruitment, initial screening, and selection processes for all positions (except temporary events staff at Greensboro Coliseum). The goal of this office is to attract qualified applicants and ensure equal opportunity employment for all without regard to age, race, gender, color, national origin, religion, disability, genetic information, or sexual orientation. 

Information on current announced vacancies can be found on the City’s Employment Job Board. Please do not send unsolicited resumes as they will not be reviewed. The City will only accept applications for current openings.

The City’s total compensation program is a critical part of the City’s human resources strategy because it provides management with a powerful, cost-effective tool to meet customer needs by bringing about desired behaviors from employees. It begins with the City’s mission, vision and business strategy. In turn, the City’s business strategy greatly influences its human resources strategy with one of the outcomes being a total compensation philosophy.

The City embraces a pay-for-performance philosophy, thereby mapping rewards to results. Performance evaluations are conducted at least annually. Merit award program guidelines are presented to the City Manager and City Council on an annual basis for review and program approval.

The PCIS component has the primary responsibility for administering the City’s People & Culture Information System as part of an enterprise resource planning team. Major areas of responsibility include reviewing and confirming all payroll/personnel transactions, ensuring HRIS data integrity, creating management reports, authorizing employee security access, training City staff in the functional uses of HRIS, and filing required federal and state reports.