Human Resource Business Partner

Working closely with departmental leadership, this role is responsible for managing and advising on all HR processes. The Human Resources Business Partner (“HRBP”) will act as a consultant to their assigned organizations on employment and people issues. The HRBP will be a proactive communicator and change agent who can successfully balance employee needs with organization objectives to create integrated solutions.

ESSENTIAL FUNCTIONS

Build relationships across their assigned departments to provide advisement in areas of employee relations, talent management, training & development, recruiting, benefits, & compensation.

Strategically advise & partner with leadership on employee relations issues while remaining in compliance with state and federal laws as well as City policies and procedures and Union contracts.

Create innovative HR strategies that identify emerging organization or people trends and implement effective solutions.

Conduct investigations, review employee documents, and aid in disciplinary actions.

Support the organization to ensure proper workforce planning and alignment of roles and responsibilities.

Monitor compensation throughout the employment life cycle to ensure uniformity of compensation protocols in selection, promotion, and transfer.

Serve as a partner both to employees and leadership regarding all employee benefits initiatives.

Develop in-depth knowledge of the business both strategically and operationally to provide HR consulting to the leadership team.

Perform special projects for the overall goal of the organization and/or department.

Work as a liaison between the HR COEs and the departments to drive resolution to issues related to LOA, benefits, payroll, recruitment, training & development, engagement, and operations.

Conduct offboarding activities for employees (i.e., exit interviews, reviewing separation documentation, separation emails, etc.)

Review and analyze data to identify trends, provide insights and make recommendations to stakeholders and cross-functional partners to improve business results.

Support managers/supervisor via training of people manager tasks.

Monitor and maintain accuracy of Employee Records using various HRIS systems.

Support performance management to drive the best experience for manager & employee.

Engage in training & development that impacts the organization.

All other duties, as requested

MINIMUM QUALIFICATIONS

• Graduation from college with a Bachelor’s Degree in Human Resource Management, Business Administration, or related field; OR Three (3) years of progressively responsible experience performing the above related and/or HR Generalist job duties; OR An equivalent combination of education and experience that provides the required knowledge, skills, and abilities to perform the essential functions of the job. AND Able to complete required NIMS training within first six months of hire. This is an online training that will be provided upon hire

Knowledge, Skills, and Abilities:

Knowledge of labor relations; employee benefits, retirement, compensation, recruitment, training & development, & payroll.

Skill in verbal communications; interpersonal relationship with employees, vendors, and other involved; written communications; organizational presentations with attention to detail and accuracy; and diplomacy and judgment.

Ability to communicate effectively and interpersonally; demonstrate strong leadership qualities; work in a fast-paced, dynamic environment; utilize an applicant tracking system and HRIS databases; make decisions; organize; prioritize; and analyze processes.

Work Environment:

While performing the essential functions of this job the employee is frequently required to walk, sit, use hands to finger, handle, or feel, and talk or hear; work is performed in a normal office environment with little or no exposure to outdoor temperatures or dirt and dust. The incumbent's working conditions are typically quiet.

Background Check

Drug Screening

EQUAL OPPORTUNITY EMPLOYER