Target Hiring Range: $72,000 to $75,000 Annually, DOE/Q
Position Overview
Beyond the traditional expectations of Human Resources, this non-supervisory role will primarily focus on people through relationships, growth opportunities, behavioral coaching, employee relations and learning and development programs. This position reports directly to the Director of Human Resources and works collaboratively with both the Director and Deputy Director of Human Resources. Confidentiality, curiosity, resourcefulness, compassion and a growth mindset are prerequisites for anyone interested in this role.
Essential Job Functions represents 20%-50% of working time on a regular basis, subject to the varying demand of specific functions. All functions listed below are considered essential and are expected to be completed regularly and efficiently by any incumbent. Regular, punctual and on-site attendance is essential for all functions listed below. This position, under the direction of Director of Human Resources, will be responsible for the following:
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Effectively coordinates and conducts HR employee relations functions, to include but not limited to, the following:
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Serves as a key HR business partner to all departments and leadership teams, and provides proper counsel, strategy, guidance or direction in employee relations matters, including advising employees and supervisors on conflict resolution, performance concerns, disciplinary actions, and grievance procedures.
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Coordinates and conducts fair, legal, objective, and timely investigations into employee complaints, behavioral issues, and all workplace concerns.
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Partners with supervisors to ensure consistent application of City policies, disciplinary procedures, and coaching techniques that align with legal and ethical standards.
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Provides guidance and makes recommendations on progressive or adaptive discipline processes and appropriate documentation, helping managers assess severity, context, and consistency in application of employee actions.
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Regularly reviews and updates employee-related policies and procedures to ensure legal compliance, clarity, fairness and consistency. Tracks trends in workplace issues and collaborates with HR leadership to address systemic concerns proactively.
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Works collaboratively with the City Attorney team on addressing issues related to employees, liability and other associated areas.
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Develops, delivers, and evaluates training and organizational development programs, including but not limited to:
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In coordination with the Director and Deputy Director of Human Resources, works with all departments and City management to evaluate and establish proper organizational, structural and positional alignments, and makes recommendations for adjustment as necessary. This includes evaluation of current and future alignments, positions, organizational changes and more.
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Assesses data-informed organizational and departmental training needs and designs and facilitates employee and manager training sessions in key areas such as performance management, disciplinary procedures, HR law, compliance, communication, leadership, workplace civility, and compliance.
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Delivers approved and scientifically-validated behavior-focused assessments to individuals and teams to assess and coach behaviors, relationships and outcomes of work.
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Develops, delivers and debriefs with departments and staff on the annual “Stay Survey” employee satisfaction assessment.
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In coordination with the Director of Human Resources, helps facilitate performance management functions of the workforce, to include evaluation models, processes and procedures.
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Fosters an inclusive, engaging, and values-driven workplace culture that aligns with our mission and strategic goals. Supports efforts to design and implement HR strategies that inspire innovation, promote employee well-being, and cultivate a positive organizational environment, including but not limited to:
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Builds a collaborative, inclusive, and high-performing workplace culture by serving as a culture ambassador, promoting alignment with the City’s mission, vision, and values at all levels.
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Plans and executes employee engagement programs, recognition strategies, and team-building activities that enhance morale and productivity.
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Conducts regular assessments of the organizational culture and designs action plans to address areas of improvement.
Other Job Functions
Other Job Functions are essential but represent less than 20% of working time on a regular basis. These are performed with less regularity but are considered essential. All functions listed below are considered essential and are expected to be completed regularly and efficiently by any incumbent.
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Serves as Deputy Director of HR in the absence of the Deputy Director, or as necessary on an irregular and short-term basis.
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Prepares presentations, reports and other related documents for all audiences and interest groups.
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Supports all other functions of HR, including coordination and collaboration with staff.
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Other functions not specifically designated within the scope of essential functions. These non-regular functions will be temporary in nature or as operational necessity dictates.
