Human Resources Business Partner

The current vacancies are in the Human Resources Department. The eligibility list created by these vacancies may be used to hire other vacancies in the department or County. Join our team as a Human Resources Business Partner (HRBP) and play a key role in shaping a positive, high-performing workplace. In this strategic position, you will partner with leaders across the organization to provide expert guidance on employee relations, talent management, organizational development, and workforce planning. If you are a collaborative, solutions-focused HR professional who is passionate about supporting people and driving organizational success, we encourage you to apply. To consult and provide human resources services and guidance within assigned county teams, utilizing best practices, policies, and procedures. Responsibilities will include providing support in areas related to organizational development, change management, recruitment, talent management, employee engagement, compensation and classification, diversity and inclusion, compliance, and benefits in accordance with state and federal law, labor contracts, Human Resources department rules, goals, and objectives; and perform related duties as assigned. Flexible Workplace This position is identified under the designation of 'flex work eligible', meaning that the employee can formally opt to be in-office full-time or work a flex schedule in which at least two-days per week are performed in office and other days can be performed in a remote-first environment. Regardless of selection, the position carries expectations regarding on-site responsibilities and will require schedule flexibility beyond the minimum expectations set forth in the county's flexible workplace policy. This policy can be reviewed in the county’s Flexible Workplace Policy document. Collaborate with the business leaders to understand their business needs to develop and deliver HR strategies that align with their goals and objectives. Provide advice and recommendations on personnel related issues. Assist with organizational change efforts by recommending development strategies, including quality improvement, performance enhancement and problem solving. Demonstrate continuous effort at agency/organizational level to improve business operations, decrease turnover, streamline work processes, and work cooperatively and jointly to influence quality customer service. Meet regularly with department and division leaders to assess operational needs, discuss strategic initiatives and refer to appropriate internal support contacts. Conduct assessments, such as gap analysis, and assist in strategic planning for the department organizational development. Partner with Talent Acquisition and business leaders to identify staffing needs, recruit top talent, develop succession plans and assist with reviews and provide information. Collaborate with all human resource teams for training that addresses skill gaps and promotes professional growth and contributes to employee retention. Address workplace disputes by resolving conflict and facilitating open communication among stakeholders. Participate in grievance and arbitration processes in collaboration with Labor Relations. Provide guidance to leaders on performance management, disciplinary actions, and complex employee relations matters. Lead and participate on managerial teams for special projects and initiatives. Provide guidance and coaching to leaders and employees on HR best practices, policies, and procedures. (The work assigned to a position in this classification may not include all possible tasks in this description and does not limit the assignment of any additional tasks in this classification. Regular attendance according to the position’s management approved work schedule is required.) ESSENTIAL FUNCTIONS 1, 2, 3, 4, 5, 6, 7, 8, 9, 10, 11, 12, 13 Education Bachelor's degree in Human Resources, Public/Business Administration, Organizational Development or a related field. Experience Two years of experience in multiple HR disciplines (employee relations, labor relations, recruitment, compensation, performance management, organizational development). Substitution Equivalent combination of education and related experience. Certifications/Licensure : None. The examination process will consist of the following section with each section weighted as indicated: Training and Experience Rating = 100% The examination for Human Resources Business Partner will consist of a training and experience rating, comprised of the questions in the attached supplemental questionnaire. Not all applicants who meet the minimum qualifications will pass the training and experience rating. The rating on this supplemental questionnaire will depend on your answers to the questions – do not mark "see resume" or "see work history" as a response. Please answer all your questions clearly and completely. Failure to respond could affect your score and final rank on this examination. Eligible List The names of all applicants who filed a properly completed application and passed the examination/screening process shall be placed on the eligible list for an employment opportunity as a Human Resources Business Partner. This list will be certified to the appointing authority which may use this list to conduct interviews to fill a vacancy. Candidates will remain on the list for 30 days or until hired, whichever occurs first. A notice will be sent to applicants at the time the eligible list is posted. Veteran's Preference This is a classified position requiring an open, competitive selection process. Veteran's Preference points will be applied after a candidate passes the examination process. Applicants who are eligible for veteran's preference should update their veteran's DD214, and other supporting documents, and submit them as an attachment at the time of application. Criminal Background Checks All employment offers are conditioned upon the applicant passing a criminal background check. Convictions are not an automatic bar to employment. Each case is considered on its individual merits and the type of work sought. However, making false statements or withholding information will cause you to be barred from employment, or removed from employment. E-Verify Participation Ramsey County participates in the federal E-Verify program. This means that Ramsey County will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization. If the Government cannot confirm that you are authorized to work, Ramsey County is required to give you written instructions and an opportunity to contact DHS and/or the SSA before taking adverse action against you, including terminating your employment. Employers may not use E-Verify to pre-screen job applicants and may not limit or influence the choice of documents you present for use on the Form I-9. Equal Opportunity Employer Ramsey County provides equal access to employment, programs, and services without regard to race, color, creed, religion, age, sex (except when sex is a Bona Fide Occupational Qualification), disability, familial or marital status, sexual orientation or gender identity, public assistance status, place of residence, political affiliation, or national origin. Ramsey County is deeply committed to advancing racial equity and promoting diversity and inclusion within all areas of its workforce. The county strives to be equitable, inclusive, transparent, respectful, and impactful in how we serve and engage with residents, as well as Ramsey County employees. Advancing racial equity ensures all people who need access to opportunities and services we provide will receive them. Racial equity is achieved when race can no longer be used to predict life outcomes, and outcomes for all are improved. 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