Human Resources Business Partner

Position Description

Act as a strategic business partner and change agent in advising management in designated operating units on aligning business objectives with employee and management goals. Assist leadership developing and maintaining a productive, focused City culture through the engagement, care and growth of its human capital resources. Advise leadership, supervisors, managers and employees on policies and procedures that direct and govern the employment relationship.

Serve as a consultant to all levels of employees on a variety of human resource initiatives and topics seeking to develop and implement integrated solutions on human resources related issues to foster enterprise success.

Interviews are scheduled for the 2nd of February and Final Round interviews are scheduled for the 4th and 5th of February.

This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office.

The City of Minneapolis does not sponsor applicants for work visas.

• Provide day-to-day performance management guidance on human capital matters to all levels of management including coaching, counseling, career development, progressive discipline and disciplinary actions up to and including separation of employment. Provide recommendations for employee disciplinary issues.
• Provide consultation to employees and management on complex employee issues including allegations of misconduct, reasonable suspicion drug and alcohol testing, fitness for duty examinations, ADA accommodation requests, leave of absence inquiries, investigative procedures, identifying legal risks associated with actions or non-action, etc.
• Lead investigations into allegations of misconduct and/or violations of the ethics code of the City of Minneapolis and report back to the Ethics Officer on results of the investigation.
• Compare and evaluate possible courses of conduct and decide after the various possibilities have been considered, and act or put forward a recommendation.

• Consult with management to provide ongoing strategic HR guidance in the areas of succession planning, organizational design and development, team effectiveness, change management, leadership development, employee engagement and other related areas.
• Provide Human Resources policy, collective bargaining agreement guidance and interpretation to all employees.
• Ensure compliance with and maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
• Assure employee privacy is maintained by being knowledgeable and following HIPAA privacy, security regulations and state and federal data privacy regulations, and maintain confidentiality.
• Leads the interactive process conversations with employees, evaluating potential accommodations and solutions to meet employees' needs for assigned business unit.
• Formulate, affect, interpret, or implement management policy/procedure.

• Provide business unit leaders with workforce analytics to drive business decisions that impact human capital resource including recruitment and selection, retention of employees, removing barriers to employment in order to attract and retain employees who represent the community.
• Oversee and ensure proper and fairness of staffing and selection process in accordance to Civil Service Rules, laws and regulations.
• Support succession plans for key talents and key job positions and plan for key departures in order to provide knowledge transfer.

• Serve as a liaison to all other divisions within Human Resources for assigned business units.
• Serve as a representative of management on labor relations negotiating teams, in grievance processes, in civil service appeals, and other similar forums.
• Serve as a liaison between the assigned business units and the FMLA Administrator in analyzing, tracking and following up on employees' leaves of absences.
• Prepare a variety of reports by collecting, analyzing, and summarizing data and trends.
• Manage client expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports.
• Develop integrated solutions, communicating needs proactively with HR department and business management, and deliver excellent customer service.
• Provide data to HRTS team and HRIS reps in order to ensure timely updates in HRIS for employee changes.
• Represent the organization in handling complaints, arbitrating disputes or resolving grievances, appealing decisions, and/or in lawsuits.
• Participate in legal proceeding (I.e. participating in mediations, depositions and serving as witness in court on behalf of the City of Minneapolis), as required.
• Oversee timely updates and accuracy of employee personnel and medical…