HR Business Partner

Advanced level in Human Resource administration under general direction of the Human Resources Manager, assistant, or associate director requiring extensive knowledge of human resource management, labor relations (e.g., collective bargaining, civil service rules) and employee investigations (e.g., state of Ohio and federal employment laws) in order to lead HR Specialist, HR Operations Analyst, and/or Compensation Compliance Coordinator responsibilities. Partners with both HR Manager and department leadership to identify HR solutions to complex business problems, using a high level of discretion to develop, advocate and execute HR action plans. In the absence of HR Manager makes decisions and attends meetings to maintain the continuity of HR services as appropriate. Serves as SME and supervisor to HR Staff as assigned. HR BUSINESS PARTNER (Department Level) In collaboration with HR Manager recommends organizational development strategies to department/division leadership including quality improvement, performance enhancement approaches, and problem solving by analyzing departmental trends and performance outcomes; gains understanding of the business and service objectives for each department unit; participate directly in development of tools, techniques and methodologies used to collect employee data in order to assess and evaluate trends which enable better decision making on policy, procedure or organizational practices; set program and activity priorities in accordance with Human Resource Manager, HR leadership and County leadership’s philosophy and strategic plans; forecast short- and long-term labor contract needs. Conduct disciplinary investigations and serve as hearing officer for pre-disciplinary meetings and grievances. Represents county before State Personnel Board of Review, State Employment Relations Board, Ohio Civil Rights Commission, Equal Employment Opportunity Commission or other adjudicative body when designated regarding reclassification appeals, unfair labor practices, EEO charges, disciplinary appeals, contract disputes and other areas of personnel responsibility. Assists in drafting/revising legislation, rules, policies, determines application of civil service laws, rules and procedures and collective bargaining agreements, performs liaison duties, serves on department executive/management committee and resolves most complex and controversial matters, supervises department auxiliary staff when assigned (e.g., lower-level supervisors, clerical and administrative support). Presents training programs to departments (e.g., FMLA, ADA, Leave programs, grievance processing, disciplinary investigation, EEO, sexual harassment, drug free work place, civil service laws/rules, county policies, contract administration and related personnel areas), performs special projects such as review and analysis of sick leave, staffing and classification structure, prepares reports, records and correspondence, assembles information relative to class plan studies and/or revision/creation of classification specifications and minimum qualifications, and/or other changes. HR BUSINESS PARTNER (Operations) Independently handles complex projects in contract administration, special projects, EEO/affirmative action and civil services rules and procedures, analyzes data and makes recommendations, investigates, researches and prepares fact finding and arbitration evidence, legal discovery preparation, affirmative action statistical analysis, communicates and meets with representatives of departments (e.g., directors, managers, supervisors), employee organizations, attorneys, employees and general public to provide advice or technical assistance on personnel matters, certifies layoffs, calculates retention points and prepares related correspondence in accordance with civil service rules and/or collective bargaining agreements, interprets civil service rules and regulations regarding recall/reemployment to personnel administration, ensures compliance with applicable federal and state statutes, advises management on EEO compliance, investigates and ensures impartial and timely processing of all EEO complaints, prepares Affirmative Action Plan and regulatory EEO reports, prepares and processes bargaining and non-bargaining wage increases, and supervises department auxiliary staff when assigned (e.g., lower-level supervisors, clerical and administrative support). Responsible for position management and supporting budget preparation and maintenance to ensure accurate financial planning. Manages and coordinates personnel actions and financial processes within the Human Resources Department, including reviewing and approving personnel actions to ensure accuracy, compliance, and alignment with organizational policies. Assists with HR-related financial activities such as budgeting, funding coordination, and fiscal reporting. Serves as a liaison to the Clerk of Commission, facilitating communication and coordination on various matters. Drafts and submits resolutions in compliance with established procedures and timelines. HR BUSINESS PARTNER (Labor & Employee Relations) Lead a comprehensive employee relations program and assist in managing employee relations activities including labor relations, collective bargaining negotiations and administration, the disciplinary and grievance processes, policy creation or change recommendations, performance management, absence management practices and training/development of leadership staff for assigned department. Actively communicates with Labor and Employee Relations Manager, Departmental Human Resources Managers and business partners of policy, procedure and employee/labor concerns as they arise; assesses and responds to issues facing department employees with professionalism and urgency in order to maintain compliance of Collective Bargaining Agreement (CBA) timelines, state and federal laws; utilizes well-informed and objective judgement as a leader for day-to-day guidance and interpretation of HR related policies, procedures, CBA and employment law to make complex determinations and recommendations to employees and management teams within the assigned department area. Receives, investigates and resolves complaints (e.g., discrimination, harassment, violence in the workplace, and hostile work environment) by conducting thorough investigations to ascertain case facts by interviewing complainant(s), supervisors, managers, witnesses and other involved parties, and recommends course of action based on gathered information. Advises managers, supervisors, and employees on employee relations issues and disciplinary/grievance processes to ensure compliance with the rules, policies and procedures; coordinates the grievance/disciplinary process by scheduling and conducting disciplinary and grievance hearings, recommending appropriate disciplinary action, and drafting letters of discipline and reports; Leads the resolution of disputes and develops solutions to problems between employees and supervisors/managers using a variety of resolution approaches; provides training to managers (e.g., grievance process and resolution, work rule development, disciplinary actions). Oversees the development, maintenance and administration of classification specifications to ensure accuracy, consistency, and compliance with organizational standards. Represents county before State Personnel Board of Review, State Employment Relations Board, Ohio Civil Rights Commission, Equal Employment Opportunity Commission or other adjudicative body when designated regarding reclassification appeals, unfair labor practices, EEO charges, disciplinary appeals, contract disputes and other areas of personnel responsibility. Prepares and/or assists in presentation of cases for arbitration, acts as liaison between agency and other governmental agencies, advises on labor relations matters and develops recommendations to be presented in contract negotiations with employee organizations. Serves on department executive/management committee and resolves most complex and controversial matters, supervises department auxiliary staff when assigned (e.g., lower-level supervisors, clerical and administrative support). Presents training programs to departments (e.g., FMLA, ADA, Leave programs, grievance processing, disciplinary investigation, EEO, sexual harassment, drug free workplace, civil service laws/rules, county policies, contract administration and related personnel areas), performs special projects such as review and analysis of sick leave, staffing and classification structure, prepares reports, records and correspondence, assembles information related to class plan studies and/or revision/creation of classification specifications and minimum qualifications, and/or other changes. Attend and/or lead meetings (e.g., Labor Management Committee Meetings); responds to requests for information; conducts information gathering/policy research to provide support in drafting and updating policies and procedures. HR BUSINESS PARTNER (Benefits) Serves as a strategic partner to Benefits Manager in managing and optimizing the County’s employee benefits programs. Ensure County benefit plans comply with federal regulations and adhere to Section 125 Cafeteria Plan requirements. Conducts and/or oversees government compliance reporting (Affordable Care Act 1095s, non-discrimination testing, creditable coverage). Provides assistance for collective bargaining negotiations. Ensures compliance with governmental disclosure requirements. Analyzes and evaluates plan proposals, utilization reports and cost trends; assists with recommendations regarding selection of providers, benefit designs or changes; recommends plan design and policy alternatives that maximize cost-effectiveness and quality of County benefits programs; assists with contract resolutions for BCC agenda; manage relationships with carriers and third-party administrators; support implementation of new vendors and benefit programs. Oversees affiliated non-BCC agencies who obtain health coverage through the County. Assists with annual budget preparation and monthly monitoring. Serves as primary contact for HRIS/Benefits integration and management. Collaborates with HR, IT, and external consultants to ensure data integrity, compliance, and security within the HRIS Benefits module. Participates in system upgrades, enhancements, and ongoing maintenance; generates reports and dashboards to support operational decisions and strategic planning. Actively communicates benefit policies and procedures to Departmental Human Resources Managers, Non-BCC HR Liaisons and business partners; assesses and responds to employee benefit inquiries with professionalism and urgency, ensuring compliance with Section 125 Cafeteria Plan. Prepare and deliver benefit-related training, orientations, and informational sessions (e.g., New Hire Orientation, Open Enrollment, HR Association meetings). Supervises department auxiliary staff when assigned (e.g., lower-level supervisors, clerical and administrative support). (Performs Related Duties as Required) Must have a valid driver’s license with an acceptable driving record. Completion of undergraduate major program course work in human resources, business administration or related field and three (3) years of progressive experience in human resources or public sector management position experience in benefits administration, compliance, and vendor management; OR alternative, equivalent evidence of the Minimum Class Requirements. Driving Requirement: Must maintain a current, valid United States driver’s license with an acceptable driving record. Training & Development Required: N/A #J-18808-Ljbffr