Human Resources Business Partner

Human Resources Partner

Under general supervision, serves as a strategic Human Resources partner by providing consultative support and guidance aligned with organizational and operational objectives. Collaborates with leaders, peers, and employees on workforce planning, employee relations, talent strategy, policy application, and workplace culture and organizational development. Manages employee relations matters and investigations of routine to moderate complexity, ensuring consistency, compliance, accountability, and effective organizational practices.

Supports organizational effectiveness, employee engagement, and operational success.

Essential Functions and Other Important Duties

ESSENTIAL FUNCTIONS Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. DUTIES

• Partners with managers and employees to assess and anticipate HR-related needs, provide guidance, and recommend solutions aligned with operational objectives.
• Builds collaborative partnerships with department leadership to support workforce planning, succession planning, organizational effectiveness, employee engagement, workplace culture, communication, accountability, and operational initiatives.
• Provides guidance and support related to organizational changes, restructuring efforts, staffing strategies, employee engagement, and workforce planning initiatives.
• Maintains an effective level of business literacy regarding assigned departments' operational goals, workforce challenges, and service delivery needs.
• Provides input in the design, development, and implementation of organization-wide HR initiatives, programs, policies, and procedures to ensure alignment with operational needs.
• Provides daily guidance on performance management, coaching, documentation, corrective action, workplace concerns, and policy interpretation.
• Manages employee relations matters, including responding to workplace complaints and concerns; conducting administrative investigations involving misconduct, policy violations, harassment, discrimination, retaliation, and workplace conflict; gathering evidence, interviewing involved parties, documenting findings, and maintaining confidential records in compliance with federal, state, and local laws and City policies.
• Reviews proposed disciplinary actions and presents findings and recommendations to management to ensure compliance with applicable laws, City policies, procedural fairness, and operational considerations, escalating complex or high-risk matters to senior HR leadership as appropriate.
• Supports operational and organizational assessments by conducting research, gathering data, analyzing trends, and preparing recommendations.
• Assists in developing and delivering training on workplace conduct, performance management, documentation practices, policy application, leadership development, and employee relations topics.
• Identifies recurring employee relations concerns, workplace trends, and organizational challenges and recommends improvements.
• Conducts exit interviews and assists with retention initiatives and workforce feedback analysis.
• Researches and assists in developing personnel policies, procedures, and HR-related programs.
• Prepares reports, summaries, metrics, presentations, and supporting documentation as needed.
• Engages in highly interactive working relationships across the organization and maintains professionalism, sound judgment, discretion, confidentiality, and accountability in all interactions and assignments.
• Manages multiple assignments and priorities in a fast-paced environment while maintaining responsiveness and attention to detail.

Provides backup support to other HR functions as needed and assists with special projects and initiatives as assigned.

SUPERVISORY/BUDGET RESPONSIBILITIES

• None.

OTHER DUTIES Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.

Job Requirements

EDUCATION, EXPERIENCE, AND LICENSES/CERTIFICATIONS

• Bachelor's degree in Business Administration, Human Resources Management, Public Administration, Organizational Development, or other related field with six (6) years progressively responsible Human Resources experience involving functions such as employee relations, investigations, recruitment, compensation, organizational support, performance management, workforce planning, or related functions.
• Must have a PHR, SPHR, SHRM-CP, or SHRM-SCP certification.

REQUIRED SKILLS/ABILITIES An individual must be able to perform each essential duty satisfactorily. The list below represents the knowledge, skill, and/or ability to perform this job successfully:

• Knowledge of human resources functional areas, such as employee relations, investigations, performance management, compensation, organizational development, workforce planning, and policy…