Senior HR Business Partner

Under the general supervision of the Human Resources Director, the Senior Human Resource Business Partner focuses on organizational development, coordinating Citywide programs that support organizational effectiveness, leadership development, workforce development, employee engagement, and retention.

Responsibilities include developing leadership and employee training programs, coordinating succession and workforce planning, supporting performance and talent management, enhancing employee onboarding and development, and implementing engagement and retention initiatives. The position partners with departments and City leadership to identify workforce needs, strengthen leadership capacity, develop career pathways, and support organizational change and continuous improvement.

This position supports the City's strategic priorities by developing programs that build employee capabilities, strengthen the City's leadership pipeline, and prepare the organization for current and future workforce needs. The position reports to the Human Resources Director.

• Create leadership development programs for supervisors, managers, and emerging leaders.
• Develop a citywide employee development strategy and annual training calendar.
• Oversee onboarding beyond day one, including 30/60/90-day integration programs.
• Coordinate succession planning for critical positions and retirement-risk roles.
• Develop career pathways, internal promotion frameworks, and internship programs, and build community partnerships that increase awareness of public-sector career opportunities.
• Manage tuition reimbursement program effectiveness and employee development plans.
• Curate training content through HSI and other learning platforms.

• Lead employee engagement surveys and action planning.
• Facilitate department culture assessments and improvement initiatives.
• Partner with departments on change management during growth and organizational transitions.
• Develop workforce planning strategies tied to rapid city growth.
• Support organizational design reviews as departments evolve.
• Establish competency models for key positions and leadership levels.

• Develop the performance management process and supervisor coaching practices.
• Create goal setting and development planning tools for employees.
• Develop methods to identify and develop employees for future leadership and critical-role opportunities.
• Coordinate talent reviews across departments.
• Improve new supervisor training and accountability.
• Develop job buddy/mentorship/job shadow program.

• Expand employee recognition from events to a comprehensive recognition strategy.
• Lead employee appreciation, service awards, and engagement programming.
• Coordinate stay interviews to improve retention.
• Design employee wellness and resilience initiatives.
• Develop employee resource groups, mentorship programs, or peer networks.
• Improve communication and connection across departments.

Perform other related duties as assigned.

• Bachelor's degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field required.
• Five (5) years of progressively responsible experience in human resources, organizational development, learning and development, talent management, workforce development, or a related field.
• 3–5-years in a principal role directly supporting and advising leadership on strategic workforce initiatives and implementing HR projects and programs.
• An equivalent combination of education and experience may be considered.
• ODCC, ODCP, SHRM-CP, SRM-SCP, SPHR or other HR-relatedcertification preferred.
• Experience in public sector preferred.

• Knowledge of human resources principles and practices, including organizational development, adult learning/training, facilitation, employee engagement, performance management, workforce planning, project management, and data/metrics.
• Knowledge of applicable federal, state, and local employment laws and regulations.
• Skill in customer service, communication, organization, and maintaining confidentiality.
• Ability to interpret policies, prioritize work, maintain accurate records, and manage multiple projects simultaneously.
• Ability to establish effective working relationships with employees, applicants, supervisors, and the public.
• Proficiency in Microsoft Office Suite, HRIS/payroll systems, and applicant…