HR Business Partner II

Human Resources Business Partner II At the City of Goodyear, we believe that culture is not something that happens by chance—it is intentionally designed. As part of our award-winning Culture Journey, we are committed to creating an environment where employees can do their best work, continuously improve, and grow both personally and professionally. We are seeking a Human Resources Business Partner II who is passionate about people, culture, and organizational excellence. This is more than a traditional HR role—it is an opportunity to serve as a trusted advisor, strategic partner, and change agent who helps shape the employee experience and advance the City’s mission of exceptional service to our community. In this role, you will collaborate with leaders and employees across the organization to align people strategies with business objectives, drive engagement initiatives, support organizational effectiveness, and foster a workplace where employees feel valued, supported, and empowered to thrive. You will play a key role in implementing citywide initiatives that strengthen our culture, develop talent, enhance employee engagement, and position the organization for future success. Why Goodyear? The City of Goodyear is nationally recognized for its commitment to employee engagement, leadership development, wellbeing, and organizational culture. Through our Intentional Design of Goodyear's Culture initiative, we are investing in creating a workplace where employees can do their best work, grow their careers, and make a meaningful impact on the community we serve. If you are looking for an opportunity to be part of a high-performing HR team that values innovation, collaboration, continuous learning, and service excellence, we encourage you to apply. What We're Looking For The ideal candidate is a relationship-focused HR professional who brings a blend of strategic thinking, business acumen, and genuine care for people. You are approachable, adaptable, and thrive in an environment where collaboration, innovation, and continuous improvement are valued. You have a proven ability to build trust and credibility with leaders and employees at all levels, navigate complex employee and organizational issues, and influence positive outcomes. You embrace change, seek opportunities to improve processes and practices, and are energized by helping others succeed. A minimum of three years of municipal HR generalist experience is preferred. Experience in a specialized HR discipline—such as employee relations, benefits, compensation, HRIS, learning and development, organizational development, talent management, or performance management—is highly desirable and provides a strong foundation for success in this role. Core Values Adaptability Integrity Initiative Empathy Optimism Innovation Responsibilities Acts as a strategic HR partner to assigned departments who aligns workforce strategies with business priorities, driving organizational effectiveness, workforce planning, succession planning, and initiatives that improve engagement, morale, and operational effectiveness. Partner with leaders to execute talent strategies including recruitment, development, and organizational design to meet current and future workforce needs. Manages complex employee relations matters, including conducting thorough investigations, resolving workplace issues, and advising on performance management, policy interpretation, and compliance with applicable employment laws. Drives organizational initiatives and change efforts, by leading and supporting organizational initiatives, using data, trends, and best practices to improve processes, programs, and outcomes. Coach leaders and support employees to strengthen engagement, performance, and team effectiveness through feedback, development, and alignment with organizational values. Participates in union negotiation process. Qualifications Formal Education/Knowledge : Work requires broad knowledge in a general professional or technical field. Knowledge is normally acquired through four years of college resulting in a Bachelor's degree or equivalent. Experience : Minimum three years of experience in a Human Resources related field. Certifications and Other Requirements : Valid Driver’s License. One professional level Human Resources related certification within 12 months of hire. Reading : Work requires the ability to read legal documents, general correspondence, memorandums, and reports at a college level. Math : Work requires the ability to perform general math calculations such as addition, subtraction, multiplication and division, as well as college level math used to conduct payroll calculations, estimate budgets, and calculate test scores and ranking. Writing : Work requires the ability to write general and technical correspondence, memorandums, letters, and reports at a college level. Managerial : Job has no responsibility for the direction or supervision of others but may provide advice/direction to an employee with less experience/skill or tenure. Budget Responsibility : Has no budgetary responsibility. Policy/Decision Making : Significant - The employee normally performs the duty assignment according to his or her own judgment, requesting supervisory assistance only when necessary. Projects and daily work are managed with little oversight, however special assignments and significant work products may be reviewed upon completion. Typically positions in this category are supervisor to mid-management jobs. Technical Skills : Comprehensive Application - Work requires a comprehensive, practical knowledge of a technical field with use of analytical judgment and decision-making abilities appropriate to the work environment of the organization. Interpersonal/Human Relations Skills : High - Interactions at this level typically result in recommendations regarding policy development, changes in policy, and implementation of policies. Interactions at this level are typically concerned with providing communications at higher levels of organizational operations and may utilize activities such as evaluating customer satisfaction, developing cooperative associations, and allocating resources to improve work operations, work quality, overall achievement of organizational goals and objectives, and customer satisfaction. Foundation: Learn the Business, Culture, and People Develop a strong understanding of the City of Goodyear's culture, values, policies, administrative guidelines, and operational priorities. Build the knowledge and relationships necessary to serve as a trusted advisor and strategic partner to assigned departments. Within the First 90 Days Build Relationships and Establish Credibility Develop meaningful relationships with employees, supervisors, managers, and directors within assigned departments. Gain an understanding of each department's operational priorities, workforce challenges, and organizational goals. Demonstrate the City's core values and contribute positively to the Intentional Design of Goodyear's Culture. Assume HR Business Partner Responsibilities Successfully transition into full HR Business Partner responsibilities for assigned departments. Provide guidance and support related to employee relations, policy interpretation, performance management, employee recognition, compensation, and organizational effectiveness. Become a trusted resource for leaders seeking HR consultation and support. Support Talent Acquisition In partnership with the Recruitment Analyst: Learn and effectively apply the City's recruitment and selection processes. Complete NEOGOV training and become proficient in recruitment systems and tools. Participate in recruitment activities, interviews, candidate evaluations, and hiring recommendations. Support leaders in attracting and selecting high-quality talent. Advance Employee Engagement and Growth Become familiar with the City's employee engagement strategy, Gallup Q12 framework, and culture initiatives. Support department leaders in fostering environments where employees can do their best work. Assist with identifying employee development, training, and coaching opportunities. By Month 12 Become a Trusted Strategic Partner Establish a visible and credible presence within assigned departments through proactive partnership, consultation, and relationship building. Be recognized by leaders and employees as a trusted advisor who provides practical, solutions-focused HR guidance. Drive Organizational Effectiveness Partner with leaders on workforce planning, organizational design, succession planning, and talent development strategies. Support departments through organizational change, growth, and continuous improvement initiatives. Collaborate with the Continuous Improvement team to identify opportunities that enhance efficiency, employee experience, and service delivery. Champion Culture and Engagement Actively support the City's culture journey by helping departments strengthen employee engagement, development, and accountability. Assist leaders in creating conditions where employees feel valued, supported, and empowered to perform at their best. Utilize engagement data and employee feedback to inform strategies and action plans. Strengthen Business Acumen Develop a comprehensive understanding of assigned departments' operations, service delivery models, workforce needs, and strategic objectives. Tailor HR solutions to meet the unique needs of each business unit while maintaining consistency with City values and policies. Deliver Exceptional Service Demonstrate responsiveness, professionalism, and a customer-focused approach in all interactions. Build trust through timely communication, sound judgment, and effective problem-solving. Consistently model collaboration, adaptability, initiative, and continuous learning. #J-18808-Ljbffr City-of-Goodyear,-A