Lead HR Business Partner

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Open Gov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the Open Gov Public Service Platform to operate efficiently, adapt to change, and strengthen public trust. Our suite of products includes enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data.

These solutions come together in the Open Gov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync.

The Lead HR Business Partner (HRBP) is a strategic, hands‑on individual contributor who partners closely with senior leaders to drive people strategies that support business objectives in a fast‑paced, evolving environment. Acting as a trusted advisor, this role blends business acumen with deep HR expertise to influence organizational design, talent strategies, and workforce planning. The Lead HRBP is not only a strategic thinker but also a roll‑up‑your‑sleeves partner who collaborates across functions and HR Centers of Excellence (COEs) to develop and implement effective, scalable solutions.

This role plays a critical part in fostering a high‑performance culture, enhancing employee engagement, and enabling long‑term organizational success.

• Act as a primary HR advisor to senior leaders, using advanced expertise to provide strategic guidance on workforce planning, talent strategies, and organizational design.
• Tackle complex business challenges by evaluating variable factors, adapting and refining processes, and proposing creative solutions.
• Develop and execute HR strategies that align with business goals to enhance long‑term organizational effectiveness.
• Collaborate with senior leaders and HR Centers of Excellence (COEs) to influence the design and execution of scalable programs, ensuring integration with broader business initiatives.
• Build and maintain strong relationships with internal and external stakeholders to influence key decisions and ensure alignment with company‑wide goals.
• Act as a change agent, leading change management efforts through clear communication, stakeholder engagement, and effective cross‑functional collaboration.

• Lead company‑wide initiatives to promote employee satisfaction, engagement, and a culture of inclusion and innovation.
• Act as a key advisor to leadership on complex employee relations matters, navigating ambiguity and balancing legal, ethical, and business considerations.
• Partner and implement retention programs and career development initiatives tailored to address workforce needs.

• Lead performance management processes, ensuring alignment of goal‑setting, feedback, and rewards with business objectives.
• Collaborate closely with managers and the HR COEs team to deliver high‑impact people programs, including compensation, benefits, organizational development, performance management, and talent development.
• Develop leadership capabilities by coaching managers and aligning their practices with organizational priorities.
• Partner with Learning & Development to design and implement targeted training programs that address skill gaps and build future‑ready talent.
• Lead succession planning efforts to ensure organizational readiness for key leadership transitions.

• Analyze HR metrics to identify trends and deliver actionable insights to leadership.
• Use data to inform and improve HR processes, programs, and organizational strategies.
• Influence decision‑making by tailoring communication strategies to diverse audiences, including executives, managers, and external partners, ensuring clarity, alignment, and engagement.
• Foster trust and credibility through proactive, transparent communication and reliable follow‑through on high‑stakes, often time‑sensitive issues.