Human Resources Business Partner

Human Resources Business Partner

Position Summary: Under the general direction of Deputy Director of Administration, this position collaborates with the supervisory and management team to identify and deliver solutions to support decisions related to workforce planning, training, leadership development, policy interpretation, performance management, compensation, employee relations, and overall employee engagement. This position contributes to the business strategy by helping leaders identify, prioritize, and build organizational capabilities, structures, and processes. The Human Resources Business Partner regularly consults, coaches, and advises leaders to make informed people-related decisions that minimize risk, drive workforce effectiveness, and lead to improved business performance. Serves as second in command when the Deputy Director is out and may provide work assignments and direction to Human Resources staff. Mentors other HR team members, as appropriate. Performs duties in a manner consistent with the stated values of the organization.

Essential Duties:

• Consults with management and provides HR guidance.
• Resolves employee relations issues and addresses grievances.
• Works closely with management and employees to improve work relationships, build morale and increase productivity and retention.
• Provides SSPRD policy guidance.
• Monitors and reports on workforce and succession planning.
• Partners with all departments and outside entities to build relationships.
• Facilitates recruitment and retention strategies.
• Identifies training needs for teams and individuals.
• Oversees training programs.
• Analyzes workforce trends and metrics.

Relationship Building & Problem Solving:

• Develops and maintains strong, productive professional relationships within HR, District employees and management, and outside community partners.
• Keeps regular contact with members of the management team regarding strategic people issues and to facilitate decision-making in accordance with the organization's current policies and practices, mission, vision, and values, as well as federal and local regulations.
• Maintains a solution-focused mindset to proactively identify opportunities in client groups, surfacing issues and to address business challenges.
• Serves as an integral member of the HR Team, supporting client groups and acting as a partner in the business to maximize all aspects of people performance.
• Provides advice and support for organizational change with an established reputation and track record as an effective and collaborative partner.
• Closely partners with management on a broad range of strategic HR services, providing coaching and consultation that contributes to the organizational strategy and business goals.
• Responsible for delivering a full range of HR services including ongoing support of annual HR processes such as: performance management, compensation, employee engagement, talent and success planning, employee relations, and policy interpretation and compliance.
• Collaborates with all departments to identify and deliver solutions to support business leaders on decisions related to talent, employee relations, recruitment and compensation.
• Regularly meets, consults, coaches, and advises with leaders across the organization to make informed people-related decisions to minimize risk to the company, drive effectiveness and improve performance.

Employee Relations:

• Ensures consistent application of HR policies, processes, and systems by advising staff on employee relations matters including interpreting District policies and procedures and applicable local, state, and federal laws and regulations.
• Pro-actively coaches employees in areas such as organizational and interpersonal communications, relationship building, talent management, performance management, succession planning and development of direct reports.
• Works with Department managers and supervisors to resolve complex employee relations problems and to conduct investigations, including gathering information, meeting with employees one-on-one, and facilitating solutions.
• Prepares written documentation and exhibits in response to allegations and claims affecting the employment relationship.
• Ensures that all appropriate follow-up activities and monitoring related to employee relations issues are completed.
• Keeps detailed notes of all employee relations issues.
• Provides guidance to supervisors and managers on performance management issues. Assists in the creation of performance documentation and conducts necessary follow-up activities.
• Works with departments to reward and recognize employees for performance related accomplishments.
• Conducts exit interviews and tracks trends and patterns to advise management appropriately.
• Responds to Unemployment Compensation appeals and hearing requests, including preparation of materials and witnesses. Participates in Unemployment hearings as a representative for the employer.
• Advises, interprets and counsels supervisors and employees on internal policies, guidelines, and procedures, as well as local, state, and federal laws and regulations.

Training:

• Manages Leadership Development Program for the District.
• Delivers group and individual instruction and training covering a range of technical, operational, and/or management areas.
• Develops training curricula and recommends or utilizes vendor programs meeting instructional goals and objectives.
• Formulates training outlines and determines instructional methods utilizing knowledge of specified training needs and effectiveness of such methods such as individual training, group instruction, lectures, demonstrations, conferences, meetings, and workshops.
• Selects or develops training aids including training handbooks, demonstration models, multimedia visual aids, computer tutorials, and reference works.
• Coordinates administrative functions necessary to deliver and document training programs.
• Evaluates effectiveness of training and development programs, and utilizes relevant evaluation data to revise or recommend changes in instructional objectives and methods.
• Assists in analyzing and assessing training and development needs for individuals, departments, and/or external organizations.
• Reviews instructor performance and recommends improvements to program content and/or instructor presentation methods.

Recruiting:

• Advises departments on recruitment strategies and assists with the interview and selection process if needed.
• Writes, reviews, and assists supervisors in maintaining job descriptions as needed.
• As needed, participates in the interview process, along with the hiring supervisor, for full-time and regular part-time positions, as well as part-time positions upon request.

Performance Management Administration:

• Assists with the development, monitoring, and communication with employees and supervisors regarding the District's performance review process.
• Provides supervisor and employee training related to the SSPRD performance management process. Prepares communication and training materials, coordinates and conducts training sessions related to on-going performance management skills and the annual performance review process.

Compensation Administration:

• Provides competitive market research and prepares pay studies to help establish pay practices and pay grades that help to recruit and retain superior staff.
• Assists with the development and maintenance of the District's part-time and full-time Pay Plans.
• Manages the Position Classification process, including conducting position classification reviews for new positions and re-classification requests where the duties of a position have changed.
• Researches compensation strategies for sales compensation, skill based pay, on-call activities, etc.
• Researches off-cycle market increase recommendations and adjustments.

Other Administrative & Professional Duties:

• Assists with various employee committees and activities related to committee work. Attends and participates in various District meetings.
• Responsible for developing communication materials such as e-mails, memos, internal website information and other general communications.
• Complies with District and departmental rules and regulations, policies and procedures. Has a solid knowledge of local, state, and federal laws and regulations, District personnel policies and guidelines, and benefits plans to respond to questions from supervisors and employees.
• Researches and answers routine and complex inquiries from managers, employees, patrons, and other agencies and organizations.
• Provides back-up when necessary to the duties of the other Human Resources positions in the department.
• Assists Deputy Director of Administration with special projects and other duties as assigned.
• Assists with and provides back-up for auditing and tracking all required personnel-related forms.
• Consistently maintains a culture of providing excellent customer service and ensures quality across all programs.
• Responds tactfully, respectfully, and in a timely manner to inquiries and problems in person, through email, phone, and mail by providing helpful information and explanations in-line with District policies and procedures. Thoughtfully handles confrontational or stressful interactions.
• Attends and participates in professional group meetings; stays abreast of new trends and innovations in HR.
• Attends and participates in staff meetings, trainings, and orientations.