HR Business Partner

Job Summary

Provides professional, consultative, human resources services to staff at all levels in the organization addressing needs for the effective, professional, and efficient use of employees in the delivery of public services and programs. The incumbent is specifically responsible for design of employee relations programming for HR programs and/or the divisions/offices assigned them related to workforce planning, recruitment, selection, employee and organizational development, compensation/classification, and the development of tools and analytics to help in the supervision and management of staff. This is a senior generalist role with the potential of work assignments spanning all areas of HR as the needs of service dictate. Ongoing duties include researching, developing, and performing the task work to implement actionable strategies across a broad range of human resource and workforce related topics to create an engaging workplace and make Scott County an Employer of Choice.

Job Description

ESSENTIAL DUTIES

• Specific duties for HR Business Partner positions vary slightly by assignment of business unit(s).

• Serves as subject matter expert and go to resource for recruitment, selection, and workforce planning activities and questions; provides leadership, guidance, and support advising others on HR-related law and best practices across a broad range of human resource topics.

• Plans, administers, and oversees recruitment and hiring activities of assigned divisions/offices including posting, screening, assessment, referral and offer guidance. Manages overall recruitment budget, implementing media plans and recruitment strategies for cultivating diversity in applicant sourcing and hiring.

• Collaborate with hiring managers to structure competitive job offers in compliance with County policy and procedures.

• Works collaboratively with hiring supervisors to implement successful recruitment and selection strategies and means. Refines recruitment plan(s) based on the department and/or industry needs, as needed, ensuring a robust and evolving program of attracting diverse candidates and retention of employees per federal and state laws, county policy and practice, and union contracts and agreements.

• Leads, researches, plans, and coordinates the county Workforce Planning and Talent Management program to meet organizational needs and priorities in assigned business units.

• Works directly with supervisors and managers in assigned business units to interpret and translate business goals into workforce requirements and skills; helps develop short-term and long-term plans related to succession, skills development, knowledge containment, and workforce planning.

• Partners with managers and supervisors to analyze position structures, organizational design, and/or workplace issues and brainstorms strategies to address them. Takes actionable steps together with assigned division/department to implement solutions and strategies.

• Provides guidance concerning performance management, conflict resolution, corrective action and discipline, including advising managers on employee performance matters including setting and clarifying expectations, coaching, disciplining and terminations.

• Administers a variety of HRIS systems: envisions and collaborates with others to develop HRIS system capabilities and functionality as it relates to talent management, workforce planning, training, and performance. Builds, or helps build, and fully maintains the content of these systems; including: prioritized requirements, system capabilities, conducts testing, articulates report needs, updates user instructions and procedures, and trains others.

• Researches, plans, and coordinates the county centralized training program to meet organizational and individual needs/priorities for skills development. Confers with supervisors and employees to gain knowledge of work situations requiring training and to better understand changes in policies, procedures, regulations, business initiatives, and technologies; conducts organizational assessments to identify operational and individual training needs.

• Develops annual training calendar, courses, and class content to include identifying and sourcing relevant instructors/providers across a broad array of learning and presentation styles.

• Creates the vision for and then works collaboratively with the Senior Administrative Specialist for class scheduling, marketing and communication, event planning, and to create appropriate contracts/Letters of Understanding as required.

• Stays abreast of adult learning best practices and techniques and ensures county training and development programming stays current and relevant with teaching styles and content.

• Administers, maintains, and develops systems and procedures for training record-keeping.

• Creates program policy and procedure and provides data tracking and reporting on program activities, outputs, and outcomes.

• Coordinates and oversees the classification process and job evaluation activities for positions in their assigned divisions. Serves as a member of county classification committee.

• Provides Employee Relations program recommendations and the ongoing improvement/renewal of services and tools using analytics, data, and reporting. Leads complex, multi-faceted, projects, and initiatives in support of county and department priorities and goals.

• Assists the ER Director and Assistant ER Director with policy and labor contract interpretation; helps formulate county negotiation strategies and proposals providing data, research, and information during negotiations.

• Represents the department or the county on special work groups and committees as required or assigned.

• Effectively works with and communicates with others, developing collaborative and effective working relationships and networks both inside and outside the organization.

• Works the days and hours necessary to perform all assigned responsibilities and tasks. Must be available (especially during regular business hours or shifts) to communicate with other employees, supervisors, customers, vendors, and any other person or organization with whom interaction is required to accomplish work and employer goals.

• Performs other related duties as required or assigned.

MINIMUM QUALIFICATIONS

Requires equivalency of a Bachelor's degree in Human Resources, Organizational Development, Communications, or related, and five years of human resource generalist experience administering services across a wide spectrum of HR topics. One must have experience implementing recruitment, selection, hiring, and/or training and development activities. Strong preference for work experience with NeoGov and Workday. Preference also given for HR professional certification. The ability to multitask in an environment of changing priorities is essential. A reliable form of transportation for the performance of work responsibilities is required.

SUPERVISORY CONTROLS

The employee is under general guidance and direction from the ER Director. Work is performed in accordance with county policies, union contract provisions, and applicable federal and state laws. The employee exercises independent judgment in solving problems, creating solutions, and completing work. Supervisory consultation is available as needed on difficult or unusual problems. Work is reviewed for accuracy and quality through observation, inspection of work products developed, conferences, and results achieved.

CORE COMPETENCIES AND ABILITIES

Customer Service - Delivers government services in a respectful, responsive, and solution-oriented manner.

Communication - Is always clear about what we're doing and why we're doing it.

Collaboration - Works with partners – communities, schools, faith groups, private business, and non-profit agencies – to see that services are not duplicated but rather are complimentary, aligned, and provided by the partners who can deliver the service most effectively.

Stewardship - Works proactively to make investments, guided by resident input, which will transform lives, communities, and government.

Empowerment - Works with individuals and families to affirm strengths, develop skills, restore hope, and promote self-reliance.

Resiliency - Fosters public preparedness and responds when families and communities face health and safety emergencies.

Innovation - Takes informed risks to deliver services more effectively and learns from successes and failures.

Knowledge -
Knowledge of the personnel policies, union agreements, procedures of the county and applicable laws.
Knowledge of federal and state labor law and County Board policy and procedure.
Knowledge of public sector practices and the issues and subjects specific the HR management in the public sector.
Knowledge of the Human Resources discipline across a wide array of areas; to include, hiring, labor relations, classification and compensation, performance management, safety and wellness, organizational development, and training.
Knowledge of methods and procedures of processing personnel transactions and maintaining personnel records. Knowledge of needs assessments and individual development planning.
Knowledge of training needs assessment and individual development planning.

Abilities -
Ability to analyze organizational problems and to prepare and present ideas for their solution. Ability to lead programming for an assigned area and implement effective strategies.
Ability to remain calm and composed in emotionally charged settings.
Ability to establish and maintain effective working relationships with county officials, employees, job applicants, and the public.
Ability to speak, present, and interact in public arenas with composure, professionalism, and discretion.
Ability to use MS Office, NeoGov and Workday software for the performance of essential duties.
Ability to use appropriate discretion in dealing with matters of a confidential nature.

WORK ENVIRONMENT AND PHYSICAL DEMANDS

Typical characteristics of the regular, ongoing work environment of this position requires inside work, typically in an office setting. The position is multi-task oriented and includes periods of stress when balancing multiple and varied needs/demands of services.

Physical activities include sedentary to light work: Reaching, sitting, standing, walking, pushing, lifting, pulling, fingering, grasping, feeling, stooping, talking, hearing, seeing, and repetitive motions. Lifts and/or navigates up to 35 pounds on a routine basis in handling files and equipment necessary for performing the essential duties of the job.

SELECTION PROCESS

Selection for this position will be based on a minimum qualifications screening and rating of training and experience. Top candidates will be forwarded to hiring manager or supervisor for consideration for interview and/or additional assessments. Final selection will include a background check and approval by the County Board.