El Paso County (CO)
Human Resources Business Partner
El Paso County (CO), Colorado Springs, Colorado, United States, 80509
Overview
The El Paso County is in search of a dynamic and seasoned Human Resource Business Partner (HRBP). Reporting directly to the Employee Relations Supervisor, the HRBP will be a trusted advisor to leaders, resolving employee relations matters with empathy, fairness, and professionalism while guiding engagement, collaboration, and a culture of innovation. The ideal candidate will demonstrate employee relations expertise, strong judgment, analytical, interpersonal, problem-solving, and communication skills. The HRBP will recommend strategies for employee relations, support the team in handling workplace concerns, and serve as a backup to the workplace investigator when needed. The role focuses on proactively addressing employee relations issues and coaching leadership to improve behavior and performance. The HRBP will stay attuned to organizational changes to identify risks and develop proactive plans. This is a opportunity to make a meaningful impact on the workforce of El Paso County.
Hiring Range:
$82,000.00 - $92,000.00 annually Schedule:
Monday – Friday, 8:00am – 4:30pm; subject to change. Please be advised this position may close without advance notice if a sufficient number of qualified applications are received.
Responsibilities
Serve as a strategic partner and resource to the County’s departments and offices. Partner with leadership to align HR operations with business objectives. Champion HR strategies such as employee development, mentoring, and coaching. Provide interpretation and guidance regarding HR functions, including benefits, compensation, talent acquisition, organizational development, and risk management. Leverage expertise in HR policies, employment laws, and investigative techniques to gather evidence, interview relevant parties, analyze information, and reach fair, objective conclusions. Employment is subject to the terms, conditions, and policies detailed in the Personnel Policies Manual (PPM). This position requires regular in-person presence as an essential job function. Serve as a strategic resource for Departments and Offices regarding employee relations, performance management, recruitment solutions, employee retention, workforce planning, training needs, risk, benefits, and compensation. Collaborate with HR staff to develop business strategy and achieve goals. Maintain knowledge of legal requirements related to employee management; reduce legal risks and ensure regulatory and policy compliance. Stay informed of employment law changes and disseminate/action as applicable. Partner with the Office of the County Attorney as needed. Conduct workplace and Title VII investigations; ensure timely completion and provide objective reports with findings, analysis, and recommended actions to stakeholders, including HR leadership and management. Provide performance management guidance to leadership (coaching, counseling, career development, disciplinary actions) and conflict resolution strategies. Provide guidance and recommendations on the employee disciplinary process; assist in reviewing and editing disciplinary documents. Improve work relationships, collaboration, morale, productivity, retention, and a sense of community. Monitor and analyze metrics to identify trends and develop solutions; compile and disseminate reports. Conduct and support surveys (e.g., employee engagement, stay surveys) and action plans. Participate in projects; research resources as needed. Conduct organizational and talent assessments; collaborate to develop talent strategy and workforce capability. Assist with unemployment insurance (UI) program by formulating responses and attending appeal hearings as necessary. Identify opportunities to improve service delivery and operational procedures; determine resource needs and implement improvements. Provide guidance on business unit restructures, workforce planning, and succession planning. Identify training needs and monitor training programs to ensure success of departments/offices and individuals. Establish and foster effective working relationships and strong business partnerships. Provide support to other HR staff and communicate related matters. Performs other duties as required. Supervision This classification does not have supervisory authority; may provide expertise or limited guidance as needed, and may act as a subject matter expert. Supervision Received Receives general supervision and follows established procedures; performance is reviewed periodically. Knowledge, Skills & Abilities
Ability to interpret and apply Federal, State, and Local policies, laws, and regulations. Proficient with Microsoft Office and HRIS systems. Ability to analyze problems and data, identify alternatives, project consequences, and implement recommendations. Excellent writing, note-taking, and proofreading skills with clear communication. Strong communication, tact, courtesy, and diplomacy in verbal and written form. Ability to establish and maintain effective working relationships with employees, County staff, elected officials, and the public. Strong analytical skills to interpret and evaluate data methodologies. Attention to detail, initiative, and ability to meet deadlines. Customer service orientation and strong organizational skills. Ability to work independently and in a team with minimal supervision. Honesty, integrity, and ability to handle difficult situations professionally. Adaptability to change and new information; manage pressure and ambiguity. Ability to maintain strict confidentiality and regular attendance. Required Education & Experience
High school diploma or equivalent. Four years of HR experience, including at least two years providing performance management guidance, resolving complex employee relations issues, and conducting workplace and/or Title VII investigations. Preferred Education & Experience
Bachelor’s degree in business administration, human resources, or a related field. Experience responding to unemployment insurance (UI) claims and attending UI appeal hearings. Licenses / Certificates
Valid driver’s license. PHR or SPHR certification preferred. SHRM-CP or SHRM-SCP credential preferred. Associate of Workplace Investigators Certificate or SHRM Workplace Investigations Specialty credential preferred. Pre-Employment Requirements
Must pass conditional post-offer background check, motor vehicle record check, and drug screen. Duties are primarily performed in an office and remote work environment; some local travel is required. The classification specification above represents the key responsibilities and minimum qualifications; specific duties may vary by department. Changes to this document may only be made by the Human Resources Department.
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The El Paso County is in search of a dynamic and seasoned Human Resource Business Partner (HRBP). Reporting directly to the Employee Relations Supervisor, the HRBP will be a trusted advisor to leaders, resolving employee relations matters with empathy, fairness, and professionalism while guiding engagement, collaboration, and a culture of innovation. The ideal candidate will demonstrate employee relations expertise, strong judgment, analytical, interpersonal, problem-solving, and communication skills. The HRBP will recommend strategies for employee relations, support the team in handling workplace concerns, and serve as a backup to the workplace investigator when needed. The role focuses on proactively addressing employee relations issues and coaching leadership to improve behavior and performance. The HRBP will stay attuned to organizational changes to identify risks and develop proactive plans. This is a opportunity to make a meaningful impact on the workforce of El Paso County.
Hiring Range:
$82,000.00 - $92,000.00 annually Schedule:
Monday – Friday, 8:00am – 4:30pm; subject to change. Please be advised this position may close without advance notice if a sufficient number of qualified applications are received.
Responsibilities
Serve as a strategic partner and resource to the County’s departments and offices. Partner with leadership to align HR operations with business objectives. Champion HR strategies such as employee development, mentoring, and coaching. Provide interpretation and guidance regarding HR functions, including benefits, compensation, talent acquisition, organizational development, and risk management. Leverage expertise in HR policies, employment laws, and investigative techniques to gather evidence, interview relevant parties, analyze information, and reach fair, objective conclusions. Employment is subject to the terms, conditions, and policies detailed in the Personnel Policies Manual (PPM). This position requires regular in-person presence as an essential job function. Serve as a strategic resource for Departments and Offices regarding employee relations, performance management, recruitment solutions, employee retention, workforce planning, training needs, risk, benefits, and compensation. Collaborate with HR staff to develop business strategy and achieve goals. Maintain knowledge of legal requirements related to employee management; reduce legal risks and ensure regulatory and policy compliance. Stay informed of employment law changes and disseminate/action as applicable. Partner with the Office of the County Attorney as needed. Conduct workplace and Title VII investigations; ensure timely completion and provide objective reports with findings, analysis, and recommended actions to stakeholders, including HR leadership and management. Provide performance management guidance to leadership (coaching, counseling, career development, disciplinary actions) and conflict resolution strategies. Provide guidance and recommendations on the employee disciplinary process; assist in reviewing and editing disciplinary documents. Improve work relationships, collaboration, morale, productivity, retention, and a sense of community. Monitor and analyze metrics to identify trends and develop solutions; compile and disseminate reports. Conduct and support surveys (e.g., employee engagement, stay surveys) and action plans. Participate in projects; research resources as needed. Conduct organizational and talent assessments; collaborate to develop talent strategy and workforce capability. Assist with unemployment insurance (UI) program by formulating responses and attending appeal hearings as necessary. Identify opportunities to improve service delivery and operational procedures; determine resource needs and implement improvements. Provide guidance on business unit restructures, workforce planning, and succession planning. Identify training needs and monitor training programs to ensure success of departments/offices and individuals. Establish and foster effective working relationships and strong business partnerships. Provide support to other HR staff and communicate related matters. Performs other duties as required. Supervision This classification does not have supervisory authority; may provide expertise or limited guidance as needed, and may act as a subject matter expert. Supervision Received Receives general supervision and follows established procedures; performance is reviewed periodically. Knowledge, Skills & Abilities
Ability to interpret and apply Federal, State, and Local policies, laws, and regulations. Proficient with Microsoft Office and HRIS systems. Ability to analyze problems and data, identify alternatives, project consequences, and implement recommendations. Excellent writing, note-taking, and proofreading skills with clear communication. Strong communication, tact, courtesy, and diplomacy in verbal and written form. Ability to establish and maintain effective working relationships with employees, County staff, elected officials, and the public. Strong analytical skills to interpret and evaluate data methodologies. Attention to detail, initiative, and ability to meet deadlines. Customer service orientation and strong organizational skills. Ability to work independently and in a team with minimal supervision. Honesty, integrity, and ability to handle difficult situations professionally. Adaptability to change and new information; manage pressure and ambiguity. Ability to maintain strict confidentiality and regular attendance. Required Education & Experience
High school diploma or equivalent. Four years of HR experience, including at least two years providing performance management guidance, resolving complex employee relations issues, and conducting workplace and/or Title VII investigations. Preferred Education & Experience
Bachelor’s degree in business administration, human resources, or a related field. Experience responding to unemployment insurance (UI) claims and attending UI appeal hearings. Licenses / Certificates
Valid driver’s license. PHR or SPHR certification preferred. SHRM-CP or SHRM-SCP credential preferred. Associate of Workplace Investigators Certificate or SHRM Workplace Investigations Specialty credential preferred. Pre-Employment Requirements
Must pass conditional post-offer background check, motor vehicle record check, and drug screen. Duties are primarily performed in an office and remote work environment; some local travel is required. The classification specification above represents the key responsibilities and minimum qualifications; specific duties may vary by department. Changes to this document may only be made by the Human Resources Department.
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