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Description
Job Description
As a strategic partner, the Human Resources Business Partner (HRBP) aligns business objectives with employees and management in designated departments. The HRBP serves as a consultant to assigned departments on Human Resource related issues, with guidance as needed from the HR Manager; performing professional, technical, and administrative human resources work in major functional areas ranging from employee relations, classification and compensation, training and organizational development, and recruitment and selection.
A successful HRBP will act as employee champion and change agent. The HRBP assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The HRBP maintains an effective level of business literacy about the business unit’s financial position, its strategic goals, its culture and its competition. This role is part of a 2-job series (HR Business Partner and SR. HR Business Partner). *ANTICIAPTED HIRING RANGE: $65,000 – $80,000*
Essential Duties And Responsibilities
The following duties are illustrative only and are not intended to be all inclusive:
Conduct regular meetings with respective departments. Consult with line management providing HR guidance when appropriate. Analyze trends and metrics in partnership with HR Manager (HRM) or Senior HRBP (SRHRBP) to develop solutions, programs and policies.
Manage and resolve routine employee relations issues and escalates more complex issues to
HR Manager or SR. HRBP. Advises managers, supervisors and employees on employee relations issues and disciplinary/grievance processes to ensure compliance with the rules, policies and procedures.
Works in collaboration with SR. HRBP & HRM to ensure consistency and a uniform HR presence.
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. Assists SR. HRBP/HRM in Interpreting and explaining federal laws (Americans with Disabilities Act, Family Medical Leave Act, Equal Opportunity/Affirmative Action), City of Wheat Ridge Personnel Policies, and other human resources policies and procedures to supervisors and employees.
Provide day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, increase productivity and retention. Demonstrates continuous effort to improve operations, decrease turnover, streamline work processes, and work cooperatively to provide quality customer service. Develop processes for new hires, promotions, transfers. Provide support and input in conjunction w/ SR. HRBP/HRM on business unit restructures, workforce planning, succession planning. Identify training needs for business units and individual executive coaching needs. Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
Maintain knowledge of strategic management principles and the strategic direction of the organization. Knowledge of business operations and alignment of HR services to support operational needs.
May be responsible for a specialized area of HR and serve as a subject matter expert in certain areas such as but not limited to: employee engagement or inquiries, policy, onboarding, benefits, budget, procedures, and training for the City.
May provide assistance and oversight to the recruitment process, ensuring compliance with current job outlines, policies, procedures, and governmental regulations; screen employment applications for consideration ensuring qualifications are met; participate in the interviewing portion of the selection process. Maintains database of applications and interacts with applicant tracking system.
Assist HRM and SR. HRBP with the development of job descriptions. Work on special and “on-going” projects as requested by HRM.
Analyze exit interview data to determine if there are current or potential problems; advise management of such, and recommend possible solutions.
May lead and/or attend various committees as the representative for the Human Resources Department.
Performs other duties as assigned.
Supervision Received:
Under the general supervision of the Human Resources Manager, the employee has personal accountability for carrying out an assigned function, program, or project within the scope of established guidelines and objectives and is expected to resolve problems that arise in the normal course of work. Completed work is generally reviewed by HRM or SR. HRBP for soundness of judgment, conclusion, adequacy, and conformance to policy.
Supervision Exercised:
May provide oversight, guidance, and training for support personnel.
Independence of Action:
Work is governed by general policy requiring judgment and initiative in developing and implementation procedures to address work challenges. Completed work is reviewed only for attainment of objectives and effectiveness of results. HRM is involved on problems of major impact.
WORKING CONDITIONS/PHYSICAL AND MENTAL EFFORT:
This position operates primarily in a standard office environment. The noise level in the work environment is moderate to light. The incumbent is frequently required to sit, talk, stoop, and hear; is occasionally required to walk; use hands to finger, handle, or feel objects, tools, or controls. Physical demands are described as sedentary and involves sitting most of the time and walking or standing for brief periods of time. Data entry and other tasks may require sitting at a computer for several hours. Work requires continuous mental and/or visual demand where the flow of work is repetitive or duties are diverse and/or hazardous and require continuous alertness and/or activity. Specific vision abilities required by this job include close vision and the ability to adjust focus. In addition, the ability to communicate in a clear and concise manner both in writing and verbally are essential to this position.
MINIMUM TRAINING AND EXPERIENCE REQUIRED TO PERFORM ESSENTIAL JOB FUNCTIONS
Education –with course work in human resources, public administration or general business.
Experience – Minimum of four 2 years of progressive experience in the Human Resources field. Local government experience preferred.
or
Any equivalent combination of training and experience that provides evidence that the applicant possesses the required knowledge, skills and abilities.
Pre-Employment Requirements:
Verification of employment, required education and/or certifications will be completed.
Special Requirements:
PHR/SPHR or IPMA-CP certification strongly preferred. Candidates in process of certification will be considered.
SUPPLEMENTAL INFORMATION
Qualifications:
Knowledge – Fundamental principles and practices of public personnel administration; applicable Federal and State laws and local ordinances relating to personnel administration; working knowledge of Equal Opportunity, Affirmative Action and Fair Labor Standards, etc; word processing, spreadsheet, and database; of agency policies and procedures; principles of basic mathematics as applied to calculating benefits and payroll information; English usage, spelling, grammar, punctuation.
Skills – Working knowledge in preparing written reports and projects; skill in the operation of equipment necessary to perform the functions of the job; public relations techniques. Ability to use MSTeams (or similar) as well as associated work applications.
Abilities – Plan, coordinate, and organize work to meet deadlines; understand the organization and operation of the City and outside agencies as necessary to assume assigned responsibilities; prepare and maintain accurate and complete confidential and statistical records and reports; maintain confidentiality; work independently; interpret the state and federal regulations that guide personnel functions, City personnel rules, programs, and policies; communicate clearly and concisely, orally and in writing; develop and maintain effective working relationships with other employees and the public. Diplomacy, communication and conflict management skills are required; sound judgment and discretion are essential.
