HR Business Partner (Associate)

Job Description

Human Resources Business Partner

Grade:

GS.11E

Salary:

$56,623 - $68,407 Annually

Associate HR Business Partner

Grade:

GS.10E

Salary:

$52,946 - $63,965 Annually

FLSA Status

:

Exempt

Work Schedule: Monday - Friday, 8 a.m. - 4:30 p.m.

Schedule may vary due to work assignments and projects

Department:

Human Resources

Location:

City Hall

**NOTE: Please review requirements for both positions below. Position offered will be determined by the experience and education of the candidate needed to successfully perform the essential functions of the position. Candidates with all levels of experience are encouraged to apply. **

HUMAN RESOURCES BUSINESS PARTNER CLASSIFICATION SUMMARY:

The

HR Business Partner (HRBP)

position is responsible for aligning agency objectives with employees and management in designated division units. The position serves as a consultant to management on human resource-related issues. The successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and stakeholder department management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the agency objectives of the organization. The HRBP maintains an effective level of knowledge about the department's strategic goals, its midrange plans, its culture, and external influences affecting achievement of agency goals.

ESSENTIAL FUNCTIONS :

The following duties are NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties and responsibilities.
Conducts weekly meetings with respective departments. Consults with multiple contacts within assigned departments including line management, providing HR guidance when appropriate. Analyzes trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Works closely with management and employees to improve work relationships and increase productivity and retention.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions, systems monitoring/training). Manages and resolves complex employee relations issues. When involved in conducting investigations, ensures that they are effective, thorough, and objective, completing reports per established protocol, representing the City in mediations, arbitrations, or court hearings. Provides guidance to remediate issues; responds to complaints and questions related to departmental operations; conducts related research, initiates problem resolutions, while identifying and communicating training needs to provide a strong employer-employee relation's framework and environment.
Works closely with and advises managers, supervisors and employees on employee relations matters and execution of HR programs, policies, and procedures to enhance the work environment, minimize risk, and achieve business results. Serving as a subject matter expert and HR contact, providing HR policy guidance and interpretation, consulting regarding employee concerns, complaints, and grievances and assisting in responding to in-depth or complicated employee relations matters. Facilitates efforts at alternative dispute resolution; manages the Collaborative Mediation process; mediates discussions between supervisors and co-workers. Serves on the Grievance Review Committee; coordinates Grievance hearings and maintains pertinent documents.
Enters and retrieves a variety of information into and from databases, correspondence, and collateral materials related to employment of new hires and maintenance of employees and their records in assigned departments.
Performs a full range of employment activities including posting position, screening, and analyzing candidates, determining salary offers, presenting salary offers, negotiating counter offers, scheduling physicals, requesting background checks, and preparing and maintaining new hire documents, onboarding, and maintaining test records.
Interfaces with assigned departments and oversees the administration of various HR initiatives ensuring integrity and maintaining related documentation and records. Provides guidance and input on organization restructures, workforce planning and succession planning interfacing with HRComp as required. Serves as a consultant to management in all areas of classification and compensation by providing guidance of City policies, as well as Federal, State, and local wage and hour regulations. Reviews, approves, and enters personnel transaction requests for compensation related issues, such as for TSAs, new hires, promotions, and demotions.
This position has no direct supervisory responsibilities but does serve as a coach and mentor for other positions in the department.

MINIMUM QUALIFICATIONS:

Bachelor's degree in Human Resources Management, Business Administration or Public Administration;

and

more than five (5) years' HR experience including the resolution of complex employee relations issues;

or

any combination of equivalent experience and education to successfully perform the essential functions of the position.

KNOWLEDGE AND SKILLS : Maintains in-depth knowledge of human resources principles and practices as well as the Employment Information Guide (EIG); compensation principles and policies; recruitment principles and practices; applicable federal, state and local laws, ordinances, codes, rules, regulations, and procedures; interviewing techniques; applicable HRIS software; applicant tracking systems; mathematical concepts; research methods and customer service principles legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

Competencies:

business acumen; communication, consultation, ethical practice, cultural awareness, HR expertise, and relationship management.

LICENSING AND CERTIFICATIONS:

SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential

preferred

ASSOCIATE HR BUSINESS PARTNER CLASSIFICATION SUMMARY:

The

Associate HR Business Partner (ABP)

is responsible for assisting with alignment of agency objectives with employees and management in designated division units. The position assists management on human resource-related issues. The successful incumbent acts as an employee champion and change agent. The role assesses needs and communicates proactively with the HR department and partner department management, assisting with the development of integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the objectives of the organization. The incumbent builds and maintains an effective level of knowledge about the department's strategic goals, its midrange plans, its culture, and external influences affecting achievement of agency goals.

ESSENTIAL FUNCTIONS:

The following duties are NOT intended to serve as a comprehensive list of all duties performed by all employees in this classification, only a representative summary of the primary duties and responsibilities.
Conducts weekly meetings with respective departments.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partners with the legal department as needed/required.
Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Provides HR policy guidance and interpretation.
Provides guidance and input on organization restructures, workforce planning and succession planning.
Identifies training needs for department and individual leadership coaching needs.
Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met.
This position has no direct supervisory responsibility.

MINIMUM QUALIFICATIONS:

Bachelor's degree, or some college level courses, in Human Resources Management, Business Administration or Public Administration;

and

a minimum of two (2) years' experience resolving complex issues;

or

any combination of equivalent experience and education.

KNOWLEDGE AND SKILLS:

Familiarity with the multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Competencies: business acumen; communication, consultation, ethical practice, cultural awareness, HR expertise, and relationship management.

LICENSING AND CERTIFICATIONS:

None

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to talk or hear. This is largely a sedentary role; however, some filing is required. This would require the ability to lift files, open filing cabinets and bend or stand on a stool as necessary. Also requires fingering, grasping, seeing and repetitive motions.

WORK ENVIRONMENT:

This job operates in a professional office environment. This role routinely uses standard office equipment such as laptop computers and smartphones.

Sedentary Work:

Exerting up to 10 pounds of force occasionally and/or a negligible amount of force frequently or constantly to lift, carry, push, pull or otherwise move objects, including the human body. Sedentary work involves sitting most of the time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.

SPECIAL REQUIREMENTS:

Safety Sensitive: N

Department of Transportation - CDL :

N

Child Sensitive: N

SUPPLEMENTAL INFORMATION:

All employees must maintain Tennessee residency from the date of hire.

These positions requires a pre-employment background check.

The City of Chattanooga, Tennessee is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, the City will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.

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