Human Resources Business Partner

Human Resources Business Partner

The Human Resources Business Partner (HRBP) provides strategic and operational leadership in employee relations and learning and development. This role serves as a trusted advisor to City leadership and HR team members, guiding the organization toward a fair, consistent, and high-performing workplace. The HRBP leads citywide employee relations strategy, oversees complex investigations, supports labor relations, and directs the design, implementation, and evaluation of organizational learning, leadership development, and employee engagement initiatives.

Serving as a senior HR leader, the HRBP helps shape organizational culture, strengthen supervisory capability, and enhance the overall effectiveness of the City's workforce. This valuable team member will be an integral part of supporting efforts to become a high-performance, data-driven, and outcome-focused organization with the ultimate goal of creating a community of belonging and organization of choice, through planning, partnerships, and people.

The individual should have strong emotional intelligence and a continuous improvement mindset which will add value to our organization and community.

• Develop and implement a cohesive citywide strategy for employee relations, supervisory capability, and organizational learning aligned with City priorities and values.

• Serve as a strategic consultant to City leadership on complex employee issues, cultural challenges, and organizational change efforts.

• Utilize data, trends, investigations, grievances, engagement metrics, and assessments to identify systemic improvement opportunities.

• Oversee employee relations functions to ensure fair, consistent, and legally compliant application of policies and practices.

• Lead or direct complex workplace investigations related to performance, misconduct, discrimination, conflicts, harassment, safety, and other sensitive matters.

• Provide expert consultation to supervisors and department directors on performance management, discipline, ADA accommodations, fitness-for-duty, conflict resolution, and culture concerns.

• Partner with the City Attorney's Office on legal compliance, risk mitigation, and case resolution strategies.

• Coach leaders to improve supervisory consistency and reduce department-level operational burden.

• Support labor relations activities such as contract interpretation, grievance analysis, and labor-management communication.

• Direct the development, delivery, and evaluation of citywide training programs, including supervisory development, leadership academies, onboarding, compliance courses, and targeted professional learning.

• Oversee the Learning Management System (LMS), training records, and compliance reporting.

• Conduct learning needs assessments, identify capability gaps, and design tailored learning solutions using organizational development principles.

• Ensure alignment between learning programs and broader initiatives such as workforce planning, culture development, and performance management.

• Build and maintain partnerships with internal and external trainers, facilitators, and subject matter experts.

• Partner with HR leadership on workforce planning, succession planning, and organizational design as departmental structures evolve.

• Support employee engagement efforts through survey interpretation, action-planning guidance, and departmental coaching.

• Strengthen culture initiatives, Employee Resource Groups (ERGs), and employee-experience-driven programs across departments.

• Provide coaching, guidance, and leadership to HR staff working in employee relations and training.

• Contribute to HR strategic planning, service improvements, and internal process redesign.

• Lead HR projects such as system implementations, policy modernization, and cross-department process improvement.

• Serve as designee for the Chief Human Resources Officer as needed.

Knowledge, Skills, and Abilities:

• Strategic Thinking & Systems Awareness:
Ability to understand organizational dynamics, anticipate long-term needs, and assess how policies, decisions, and initiatives interact across systems to drive effective outcomes.

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