Human Resources Consultant

Human Resources Consultant

Salary

$60,000.00 Annually

Location

Central Campus - Uptown/Elizabeth

Job Type

Full-Time Staff

Job Number

2026-00520

Unit

SE-Human Resources

Department

Human Resources

Opening Date

10/06/2026

Closing Date

10/20/2026 11:00 AM Eastern

For part-time/adjunct faculty only:

N/A (not a PT faculty role)

Projected average hours of work per week:

40 (full-time)

• Description
• Benefits
• Questions

General Function

Are you an HR professional who enjoys variety, thrives on building relationships, and excels at solving complex employee challenges? Central Piedmont seeks a Human Resources Consultant who brings a broad foundation of human resources experience and a passion for helping employees navigate every stage of the employment journey. This role requires a professional who can confidently assess situations, apply policies thoughtfully, collaborate with subject matter experts, and deliver exceptional service to employees and managers across the College. Success in this position comes from combining strong human resources knowledge with curiosity, adaptability, and a willingness to continuously learn as HR processes, technologies, and employee expectations evolve. The ideal candidate is energized by change, values collaboration, and is excited to help shape the future of the employee experience at Central Piedmont.

The Human Resources Consultant is a full-time HR advisor who serves as the primary front-line resource for employee and manager inquiries that require HR knowledge beyond routine administrative assistance. The position evaluates needs, provides policy and process guidance, resolves matters within its scope, and escalates complex or specialized issues to the appropriate HR resource. The Consultant manages the Human Resources shared inbox in partnership with the Part-Time Human Resources Administrative Coordinator, with the coordinator handling routine administrative requests and the Consultant addressing substantive HR questions.

The position supports employee engagement and the development of new employee experience processes; partners on HR operations, systems, and technology projects that move appropriate services from manual support to efficient technology-enabled solutions; and provides operational support to the Leave Specialist and Benefits Coordinator. The Consultant works with the Leave Specialist to process leave and workers' compensation requests and balance case volume as needed, while maintaining responsive, compliant, and employee-centered service.

Applicants are encouraged to apply promptly, as this posting may be taken down before the listed closing date once adequate candidate interest has been reached.

Duties and Responsibilities

HR Inquiry Management, Policy Guidance, and Service Delivery

1. Serves as the primary point of contact for Human Resources inquiries received through the HR shared inbox and other service channels.

2. Reviews employee and manager concerns, conducts preliminary fact finding and assessment, and determines the appropriate course of action.

3. Provides front-line interpretation and explanation of College Human Resources policies, procedures, programs, and employment practices.

4. Responds to employee and manager inquiries regarding Human Resources programs, leave processes, benefits resources, accommodations, and workplace concerns.

5. Resolves routine Human Resources matters within assigned authority and escalates complex, sensitive, or specialized issues to the appropriate Human Resources subject matter expert.

6. Partners with the Part-Time Human Resources Administrative Coordinator to ensure efficient routing and resolution of employee inquiries.

7. Identifies recurring employee concerns, service gaps, and opportunities to improve Human Resources communications, resources, and service delivery.

8. Maintains confidentiality, professionalism, sound judgment, and accurate documentation when handling employee matters

HR Operations, Systems, and Continuous Improvement

1. Partners with Human Resources leadership, the HR Analyst, Information Technology, and other stakeholders to support Human Resources technology initiatives, system enhancements, integrations, testing, and implementation activities.

2. Reviews employee and departmental service needs and helps develop improved workflows, self-service resources, knowledge management tools, and technology-enabled solutions.

3. Supports projects designed to transition appropriate manual processes and services into automated or system-supported solutions.

4. Participates in process mapping, requirements gathering, user acceptance testing, implementation planning, issue resolution, communication, and training efforts.

5. Develops and maintains standard operating procedures, process documentation, templates, knowledge articles, and employee resources.

6. Monitors service trends and recommends process improvements that strengthen Human Resources efficiency, customer service, compliance, and employee experience.

7. Supports change management efforts related to Human Resources programs, systems, and operational improvements.

Employee Engagement and Employee Experience

1. Partners with Human Resources leadership to develop, implement, and evaluate employee engagement initiatives that support organizational culture, employee satisfaction, retention, and workplace connection.

2. Supports the development and implementation of employee listening programs, surveys, focus groups, feedback processes, and engagement action plans.

3. Coordinates and supports employee recognition programs, service awards, appreciation initiatives, Human Resources outreach activities, and employee experience initiatives.

4. Collaborates with departments across the College to identify employee needs and opportunities to improve key employee lifecycle experiences.

5. Assists with development of communications, presentations, toolkits, and resources that support engagement and promote awareness of Human Resources services.

6. Supports initiatives that strengthen employee well-being, belonging, communication, and organizational effectiveness.

Leave Administration, Accommodations, and Workers' Compensation

1. Partners closely with the Leave Specialist to administer and process FMLA, ADA accommodations, parental leave, military leave, short-term disability, long-term disability, and other leave-related requests.

2. Works collaboratively with the Leave Specialist to balance workloads and case assignments based on operational needs, deadlines, and employee demand.

3. Provides coverage and support during periods of increased leave volume or staff absences.

4. Reviews requests and supporting documentation for completeness and assists with communication, tracking, and case management activities.

5. Assists employees and managers in understanding leave eligibility requirements, documentation requirements, available resources, and next steps.

6. Supports workers' compensation claim intake, documentation, communication, coordination, and return-to-work activities.

7. Partners with employees, supervisors, medical providers, carriers, and other stakeholders to support leave and workers compensation processes.

8. Escalates complex leave, accommodation, compliance, medical, or workers compensation matters to the Leave Specialist or appropriate Human Resources leadership.

Benefits Support and Cross-Functional Partnership

1. Maintains a basic working knowledge of employee benefits administration and employee benefit programs.

2. Assists the Benefits Coordinator with open enrollment, benefits fairs, benefits education initiatives, and routine benefits inquiries.

3. Provides guidance regarding available benefits resources and directs employees to the appropriate resource when specialized assistance is needed.

4. Coordinates with the Benefits Coordinator and Leave Specialist when employee needs involve overlapping benefits, leave, disability, accommodation, or workers compensation considerations.

5. Supports continuity of Human Resources operations through collaboration across functional Human Resources areas.

Growth Mindset

1. Demonstrate a growth mindset by seeking feedback, embracing new ideas, and identifying opportunities to improve administrative processes, service delivery, and the employee experience.

2. Apply the principles of Unreasonable Hospitality to create welcoming, responsive, and positive experiences for employees, visitors, and colleagues.

3. Maintain a high level of accuracy and attention to detail in all documentation, communications, recordkeeping, and system-related tasks.

4. Build strong, collaborative relationships with teammates through professionalism, curiosity, adaptability, and a commitment to continuous improvement.

5. Foster a welcoming, service-oriented environment for employees and visitors by providing timely assistance, responding to inquiries, and ensuring each interaction is professional, respectful, and helpful.

6. Support Human Resources outreach efforts by assisting with in-person and virtual employee engagement activities, information sessions, training events, and other departmental initiatives that promote accessibility and awareness of HR services.

7. Demonstrate flexibility and a willingness to assist across the Human Resources team while supporting departmental priorities and operational needs.

8. Contribute to a positive team environment by sharing information, supporting colleagues, and helping ensure seamless service delivery to employees and stakeholders.

Minimum Requirements and Preferred Qualifications

Associate degree from an accredited institution in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field and a minimum of three (3) years of progressively responsible Human Resources, employee services, benefits, leave administration, payroll, employee relations, or related experience.

An equivalent combination of education and experience may be considered.

Preferred Qualifications:

• Bachelors degree from an accredited institution in Human Resources, Business Administration, Organizational Leadership, Public Administration, or a related field.
• Five (5) or more years of Human Resources experience with responsibilities in employee support, leave administration, benefits administration, employee engagement, employee relations, HR operations, or policy interpretation.
• HR certification such as SHRM-CP, PHR, or comparable certification preferred.

Additional Information

Knowledge, Skills, Abilities, and Worker Characteristics:

• Knowledge of Human Resources principles, practices, policies, and employment regulations.
• Knowledge of leave administration, workers compensation, accommodations, and employee benefits programs.
• Ability to interpret policies and procedures and provide clear guidance to employees and managers.
• Strong customer service, consultation, communication, and problem-solving skills.
• Ability to assess employee needs, exercise sound judgment, and appropriately escalate complex matters.
• Ability to manage multiple priorities while maintaining accuracy, confidentiality, and attention to detail.
• Ability to build collaborative relationships and work effectively with employees, managers, and stakeholders.
• Ability to support employee engagement initiatives, technology improvements, and process enhancement efforts.
• Proficiency with Microsoft Office applications and Human Resources information systems.
• Commitment to continuous improvement, professionalism, and exceptional employee service.

Working Conditions:

• Typical office environment with regular business hours (some work may occur outside regular business hours, as needed)
• In-person service with prolonged periods of working at a desk and on a computer

Central Piedmont is happy offer a comprehensive and affordable benefits package to full-time employees including:

• health care
• dental
• vision
• retirement and supplemental retirement
• flexible spending accounts (dependent care and health)
• life insurance and supplemental life insurance
• employee assistance program (for employee and family)
• short-term and long-term disability
• free parking
• holidays (12 + 2 necessity days)
• vacation (120 hours per year to start)
• sick leave (96 hours per year)
• personal days (2 days)
• voluntary shared leave
• paid parental leave (4 to 8 weeks)
• bereavement leave
• longevity pay

To learn more details, visit our Benefits page to see the Summary of Benefits.

01

Do you have an associate degree from an accredited institution in Human Resources, Business Administration, Public Administration, Organizational Leadership, or a related field?

• Yes
• No

02

Do you have 3 years of progressively responsible Human Resources, employee services, benefits, leave administration, payroll, employee relations, or related experience?

• Yes
• No

03

Do you have experience with employee engagement?

• Yes
• No

Required Question

Employer Central Piedmont Community College

Address 1201 Elizabeth Avenue

Charlotte, North Carolina, 28204

Phone 7043306631

Website http://www.cpcc.edu