Arapahoe County has an opening for a full time Human Resource Business Partner that will be working with Arapahoe County Department of Human Services. The Department of Human Services offers financial assistance and protective services to children, families and elderly and disabled adults. This department is comprised of five divisions: Child Support Enforcement Division, Children, Youth and Families Division, Community Support Services Division, Operations Division and Finance Division.
The Human Resource Business Partner partners with key members of the County's leadership and management team on organizational strategies and programs to ensure successful acquisition, development and retention of high-quality talent to support the organization's objectives and success. Designs, develops and administers effective employee relations, staffing and retention programs. Assists with process development, implementation and refinement of metrics collection projects and collaborates with key personnel to ensure continued optimization of metrics reporting.
This position will support the Human Services Department by being in our Aurora location 50% of the time and our Littleton location 50% of the time, and may support other areas of the organization in the future based on business needs.
Provides professional and technical input and guidance to County managers and staff on organizational strategies.
Provides support to leadership regarding employee relations issues, partners with legal to protect the organization against risk.
Partners with members of the HR team and hiring managers to develop and implement strategic recruitment efforts designed to acquire and retain key talent.
Researches and makes recommendations for short-term and long-term retention processes, systems and solutions.
Partners with HR/Talent Manager, Legal Office and department/office managers to provide all-encompassing HR support in the areas of coaching, counseling, employee relations, internal investigations and facilitated conversations.
Partners with the Compensation Specialist to provide compensation and classification support to assigned departments, serving as the advisor and technical analyst for all related policy/practice questions and requirements.
Partners with the Performance Management/Training Consultant to develop an organization-wide leadership curriculum and business skill curriculum.
Works with Performance Management/Training Consultant on issues related to succession planning and management.
Leads process development, implementation and refinement of tasks for ongoing metrics collection projects. Collaborates with other work groups to ensure continued optimization of metrics reporting.
Ensures that HR processes and practices are in compliance with applicable local, state and federal laws.
Participates in process improvement efforts in order to streamline or improve HR systems and processes.
Performs workforce research and analysis intended to ensure that HR priorities are fully aligned with overall trends, challenges, and shifts in workforce demographics.
Provides technical and analytical expertise. Summarizes findings, interprets and communicates results of analyses and makes recommendations.
Provide technical support concerning development and interpretation for human resources policies and related procedures. Updates and formulates policies and/or procedures as necessary. Maintains constant network of resources in the outside market to obtain information on comparable policies and maintain competitiveness.
Develops and updates job descriptions on an as-needed basis ensuring accuracy and legal content.
Comprehensive knowledge of the principles, practices, and operating requirements of human resources management; employment, compensation, employee benefits, budgeting; and planning.
Employment law expertise.
Strong written and verbal communication skills.
Strong presentation skills appropriate to the audience.
Comprehensive knowledge of performance measures/business impact analysis.
Ability to develop and administer human resources policies, procedures, rules, and regulations.
Knowledge of assessment tools and the ability to evaluate the effectiveness of on-going programs and the ability to develop refinements and/or corrective solutions.
Strong computer skills; must be proficient in Microsoft Office programs including Word, Excel and PowerPoint. Familiarity with PeopleSoft, SAP or other HRIS programs.
Core Behavior Competencies:
A Bachelor's Degree in human resources management, business administration or a related field; Master’s degree desirable.
Five years of high level HR generalist experience in public or private sector human resource management experience desirable.
PHR or SPHR
Three to five years of experience in employee relations, interactive process, responding to EEOC complaints, working with ADA accommodations and developing ad hoc training.
The position requires successful completion of pre-employment background and motor vehicle check.
Position requires the ability to quickly and accurately understand the business strategies of the organization in order to effectively partner with client departments and elected offices.
Contacts are with supervisors, peers, subordinates, elected officials, users, and/or vendors. Contacts require the ability to exercise a high degree of interpersonal skills to influence persons at all levels. Incumbent is accountable for the results of the contact.
Information is frequently of a highly technical and sensitive nature requiring a high degree of professionalism and confidentiality.
Work is generally confined to a standard office environment.
No unusual working conditions are associated with this position.
No unusual physical demands are associated with this position.
Arapahoe County, CO - 23 months ago
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