Human Resources Business Partner

Job Summary

The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to County leadership by aligning Human Resources practices with organizational goals and departmental needs. This position provides professional-level consultation and leadership in employee relations, investigations, training and development, compliance interpretation, recruitment strategy, employee engagement, and workforce initiatives. The HRBP functions as a trusted advisor to Department Heads, supervisors, and employees;

leads complex personnel casework; and recommends practical, risk-aware strategies that strengthen leadership effectiveness, employee engagement, organizational consistency, retention, and overall workplace performance.

The following duties are essential for this position. Employees must be able to perform each duty satisfactorily with or without reasonable accommodations. Other duties may be required and assigned.

30% Employee Relations & Performance Management:

• Serves as the primary Human Resources advisor to supervisors, managers, and Department Heads on employee relations, performance management, corrective action, workplace conduct, and consistent application of County policies and procedures.
• Provides consultation on managing performance concerns, workplace behavior, conflict resolution, attendance issues, employee accountability, and appropriate corrective action.
• Coaches leaders on documentation standards, expectations, communication, and risk-aware decision-making.
• Supports departments in addressing complex personnel issues and ensures consistent and defensible application of policy and practice across the organization.

30% Training, Leadership Development, and Organizational Effectiveness:

• Administers and oversees the County’s organization-wide training, leadership development, and organizational effectiveness efforts.
• Develops, coordinates, and delivers training for both supervisors and employees, including leadership development, core workplace skills, employee engagement-related practices, and HR-related compliance training.
• Establishes training standards, curriculum, and delivery methods to ensure consistent implementation across departments.
• Assesses organizational training and engagement needs through feedback, observations, and workforce data; identifies organizational themes and risk areas; partners with leadership to recommend practical actions to improve communication, leadership effectiveness, consistency, employee engagement, and overall organizational performance.

15% Leave Management:

• Administers the County’s leave and accommodation programs, including FMLA, ADA, PWFA, Workers’ Compensation coordination, and Leaves of Absence.
• Manages the accommodation process from initial request through final decision and implementation.
• Works with departments on job restrictions, essential functions, and return-to-work planning.
• Applies federal and state requirements and County policy to ensure leave and accommodation decisions are consistent, timely, and legally compliant.
• Supports leadership and departments in resolving complex or disputed leave and accommodation situations and ensures documentation and decisions are clear and defensible.

10% Investigations and Grievances:

• Leads and conducts workplace investigations related to misconduct, harassment, retaliation, discrimination, policy violations, and other workplace concerns.
• Determines investigative approach, conducts interviews, evaluates evidence, prepares written findings, and recommends corrective action when appropriate.
• Coordinates with the Human Resources Director, County Administrator, Corporation Counsel, and leadership on sensitive and high-risk matters that may lead to litigation.
• Supports grievance preparation and response activities as assigned and ensures recommendations and documentation are complete and defensible.

10% Recruitment and Hiring:

• Works with Department Heads and hiring managers to improve hiring results through practical guidance and support.
• Helps departments build or refine positions, set clear job-related selection criteria, structure interviews, and evaluate…