HR Business Partner I
Hiring Salary Range: $53,144-$62,400 annually (DOE)
Department: Human Resources
Reports to (Role): Human Resources Manager
FLSA Status: Exempt
Job Code: 5133
Pay Grade: 18E
Travel Required: Local
Position(s) Supervised: None
POSITION SUMMARY:
As the main point of contact for assigned department(s), provides strategic HR and talent support to designated leaders and employees in one or more assigned departments, creating the desired workplace culture and an engaged and productive workforce through the city’s policies, programs, and practices. Responsibilities will include employee relations, recruitment, onboarding, processing applicable data entry for position and pay changes, exit and stay interviews, providing guidance to managers and staff on city policies and procedures, and serving as a consultant/advisor to management in assigned department(s).
The HR Business Partner will establish mutually respectful relationships and drive proactive resourcing practices. The role requires a blend of out-in-front influencing and networking, with behind-the-scenes resilient emotional intelligence, data and tech savvy, and problem solving in a fast-paced, project-driven environment.
ESSENTIAL FUNCTIONS:
Human Resource Generalist:
- Resolve complex employee relations issues and address grievances.
- Implement workforce strategies and diagnose and solve workplace issues.
- Collaborate with management and employees to improve work relationships, build morale, and increase productivity and retention.
- Manage full-cycle recruiting, including consultations with hiring teams, promoting jobs, sourcing candidates, screening, interviewing, coordinating the selection and offer process, supporting the hiring process, and onboarding.
- Process any applicable data entry for employee position and pay changes for assigned department(s).
- Assist with the execution and facilitation of various HR and recruitment events, including new employee orientation, hiring events, and career fairs.
- Provide guidance on interpretation and application of policies and procedures.
Planning:
- Hold trend review, priority setting, and staffing forecast review meetings with respective leaders on a regular basis. Consult with the Human Resources Manager when staffing challenging situations and high-priority positions.
- Responsible for assuring onboarding, mentoring, training, and education needs are met to help assigned department leadership better understand processes and tools needed to execute their work.
Managing Stakeholders:
- Drive an effective partnership with department leaders and team leaders to infuse compliant employment, benefit, and compensation practices, plus teach the productive use of talent processes.
- Stay current in understanding the organizational business challenges, benefits, and policies. Keep up-to-date on changes and communicate with stakeholders as they occur.
- Work in close partnership with key internal service functions.
- Monitor solution trends and developments and share best practices among appropriate teams and leaders.
- Conduct 30/60/90-day check-ins with new hires, stay interviews, and exit interviews with staff in assigned department(s) to keep a pulse on assigned department(s), identify trends, and advise leaders on people issues.
Sourcing:
- Apply general knowledge of all human resource disciplines.
- Know your talent pool needs including numbers, individual skill/job role profiles, emerging interests, department skill gaps/surpluses, and potential training needs.
- Manage assigned client team expectations through appropriate information sharing and education.
- Think appropriately outside immediate talent pools for the right assignment opportunity for others.
- Coordinate and assign requests to appropriate internal services groups where necessary and follow agreed-upon internal service processes.
- Help expose new or unknown talents to engagement teams, advocating for their capability to be successful in a new environment.
- Onboard new leaders and employees, educating them on how to partner with HRBPs effectively.
- Seek and provide feedback; maintain an ongoing feedback loop with assigned client group directors and people managers on performance.
- Utilize information to enhance development opportunities for workforce development planning moving forward.
Understanding the Business:
- Apply your knowledge of human resources best practices and employment law.
- Leverage the use of the Human Capital ERP system to manage processes, enter timely and accurate data, and provide reports.
- Review and monitor monthly reports, including but not limited to staffing and turnover reporting, talent pipeline challenge/solution-specific reporting, and backlog solutions.
- Leverage business and financial acumen to understand the implications of prioritizing work, etc.
- Understand our city business and our departments, what they do, what they need, how we are helping them, and unintended roadblocks our systems, processes or tools may be creating.
- Demonstrate strong assigned department business awareness when reporting to stakeholders: data accuracy monitoring, investigating discrepancies between the data, and providing insight to the leadership teams, highlighting any potential concerns.
Operations:
- Provide initial support to employees and department leaders in assigned department(s).
- Partner with leaders to maximize effectiveness and efficiency through labor and efficiency initiatives.
- Partner with designated leaders to uphold all compliance standards (Department of Labor, HR policies, etc.)
- Support the tracking and interpretation of metrics.
- Support program implementation (i.e., new benefits, compensation and performance management strategies, DiSC facilitation, Candid Culture, and more), measure outcomes, and raise program awareness.
- Deploy development programs, performance management/evaluation, and talent acquisition program tools.
- Facilitate employee onboarding and present in orientation.
- Partner with employees and leaders in assigned department(s) and HR team members to uphold all compliance standards and programs related to employment law, workers’ compensation, leave of absence, and return-to-work administration.
- Provide feedback on programs to ensure continuous improvement activities.
ADDITIONAL FUNCTIONS:
- May serve as a backup to support employee benefits data entry and other HR duties
- May be responsible for workers’ compensation intake processing and claims management.
- May administer leave of absence program for assigned department(s).
- May create and present training related to HR processes, employment law, supervisory skill sets, and other training as assigned.
- May respond to unemployment insurance claims.
- May assist with responding to public records requests or prepare various ad hoc reports for leadership.
- May assist assigned department(s) with developing or updating progression plans and/or succession plans.
- May be involved in the planning/coordinating events, such as the Employee Benefits & Wellness Fair, benefits open enrollment, service recognition, employee picnic, holiday celebrations, and recruiting events.
- May perform other duties as assigned. Nothing in this job description restricts management’s right to assign or reassign duties and responsibilities to this position at any time.
REQUIRED EDUCATION, EXPERIENCE, & LICENSE/CERTIFICATIONS:
- High School Graduate or General Education Degree (GED) required.
- Bachelor’s degree in Business Administration, Human Resource Management, Psychology, Organizational Development, or other related field preferred.
- PHR, SPHR, SHRM-CP, SHRM-SCP, IPMA-CP, or IPMA-SCP professional certification preferred.
- At least five years of progressive experience in human resources or related field.
REQUIRED KNOWLEDGE, SKILLS & ABILITIES:
- Fluent in English, with exceptional technical writing skills.
- Knowledge of applicable employment laws, including FLSA, FMLA, ADA, EEO, and Title VII of the Civil Rights Act.
- Demonstrate an understanding of group dynamics, interpersonal and conflict resolution skills with a successful track record of establishing credibility and trust with a diverse client group.
- Strong analytical, critical thinking, problem-solving, judgment, and influencing skills.
- Demonstrate a high degree of professionalism in all areas (communication, approach, style); understanding what it means to represent the Human Resources department.
- Highly developed adaptability to various personality styles, diplomacy, influencing, negotiation, and conflict-management skills.
- Ability to build and sustain trust-based relationships.
- Ability to facilitate discussions around change and transformation, with the ability to identify in advance where and when change management will be needed and proactively participate in developing plans.
- Ability to align HR actions with both the intent and letter of the law and regulations, ensuring consistent implementation with intended outcomes of legal and regulatory changes.
- Ability to select and use, as appropriate, a variety of problem-solving techniques to achieve organizational goals and objectives.
- Ability to communicate effectively verbally and in writing, including in front of audiences.
- Ability to maintain confidentiality, tact, and diplomacy.
- Ability to lead multiple high-profile/value and complex projects with multiple top-level stakeholders.
- Ability to adapt and learn quickly to work effectively under pressure and with short timelines/competing demands.
- Ability to work effectively in human resources and across multiple departments/cultures.
- Ability to communicate effectively with others and work with a variety of individuals from different ethnic and socio-economic backgrounds.
- Ability to partner at all levels of the organization internally and externally.
- Sound decision-making and judgment to understand when and how to challenge senior leaders productively and effectively maintain relationships.
- Ability to work as a member of a team to accomplish department goals.
- Ability to make sound judgments and draw valid conclusions.
- Ability to maintain effective working relationships.
- Ability to train and provide guidance to others.
- Creative and resourceful.
- Detail-oriented to process HR and payroll-related transactions efficiently and accurately.
- Highly analytical and capable of using technology to share trends.
- Must demonstrate strong proficiency in Microsoft Office with advanced Excel skills and the ability to quickly learn a Human Resource ERP System.
- Skill in communicating verbally and in writing.
- All applicants must be able to successfully pass City of Nampa background check processes and drug testing, which may include reference checks, criminal history checks, driving record checks, and pre-employment, random, and post-accident drug tests.
WORK ENVIRONMENT:
- Work is performed primarily in an office environment, and the employee in this class is subject to inside environmental conditions
ESSENTIAL PHYSICAL ABILITIES:
- Finger Dexterity: Sufficient finger or manual dexterity with or without reasonable accommodation to enable the employee to operate a personal computer, telephone, and related equipment and use primarily just the fingers to make small movements such as typing, picking up small objects, or pinching fingers together.
- Speech: Sufficient clarity of speech or other communication ability with or without reasonable accommodation to enable the employee to communicate effectively and convey detailed or important instructions or ideas accurately, loudly, or quickly.
- Hearing: Sufficient clarity of hearing with or without reasonable accommodation to enable the employee to hear average or normal conversations and receive ordinary information.
- Visual Abilities: Sufficient visual acuity or other power of observation with or without reasonable accommodation to enable the employee to review a wide variety of materials in electronic or hard copy form and perform activities such as viewing a computer terminal; extensive reading; visual inspection involving small defects, small parts, and/or operation of machines (including inspection).
- Physical Strength & Personal Mobility: Sufficient personal mobility and physical reflexes, with or without reasonable accommodation, to permit the employee to maneuver and function in and around an office environment. Sedentary work; sitting most of the time. Exerts up to 50 lbs. of force occasionally.
REASONABLE ACCOMMODATION STATEMENT:
To accomplish this job successfully, an individual must be able to perform, with or without reasonable accommodation, each essential function satisfactorily. A reasonable accommodation may be made to help enable qualified individuals with disabilities to perform the essential functions.
EEO STATEMENT:
The City of Nampa is an equal employment opportunity employer. All applicants will be considered for employment without regard to race, color, religion, sex, national origin, veteran, disability status or any other characteristic protected by federal, state, or local laws.
This position may be extended or closed prior to the closing date.
