Human Resources Business Partner

Human Resources PartnerUnder general supervision, serves as a strategic Human Resources partner by providing consultative support and guidance aligned with organizational and operational objectives. Collaborates with leaders, peers, and employees on workforce planning, employee relations, talent strategy, policy application, and workplace culture and organizational development. Manages employee relations matters and investigations of routine to moderate complexity, ensuring consistency, compliance, accountability, and effective organizational practices. Supports organizational effectiveness, employee engagement, and operational success.Essential Functions and Other Important DutiesESSENTIAL FUNCTIONS Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions. DUTIESPartners with managers and employees to assess and anticipate HR-related needs, provide guidance, and recommend solutions aligned with operational objectives.Builds collaborative partnerships with department leadership to support workforce planning, succession planning, organizational effectiveness, employee engagement, workplace culture, communication, accountability, and operational initiatives.Provides guidance and support related to organizational changes, restructuring efforts, staffing strategies, employee engagement, and workforce planning initiatives.Maintains an effective level of business literacy regarding assigned departments' operational goals, workforce challenges, and service delivery needs.Provides input in the design, development, and implementation of organization-wide HR initiatives, programs, policies, and procedures to ensure alignment with operational needs.Provides daily guidance on performance management, coaching, documentation, corrective action, workplace concerns, and policy interpretation.Manages employee relations matters, including responding to workplace complaints and concerns; conducting administrative investigations involving misconduct, policy violations, harassment, discrimination, retaliation, and workplace conflict; gathering evidence, interviewing involved parties, documenting findings, and maintaining confidential records in compliance with federal, state, and local laws and City policies.Reviews proposed disciplinary actions and presents findings and recommendations to management to ensure compliance with applicable laws, City policies, procedural fairness, and operational considerations, escalating complex or high-risk matters to senior HR leadership as appropriate.Supports operational and organizational assessments by conducting research, gathering data, analyzing trends, and preparing recommendations.Assists in developing and delivering training on workplace conduct, performance management, documentation practices, policy application, leadership development, and employee relations topics.Identifies recurring employee relations concerns, workplace trends, and organizational challenges and recommends improvements.Conducts exit interviews and assists with retention initiatives and workforce feedback analysis.Researches and assists in developing personnel policies, procedures, and HR-related programs.Prepares reports, summaries, metrics, presentations, and supporting documentation as needed.Engages in highly interactive working relationships across the organization and maintains professionalism, sound judgment, discretion, confidentiality, and accountability in all interactions and assignments.Manages multiple assignments and priorities in a fast-paced environment while maintaining responsiveness and attention to detail.Provides backup support to other HR functions as needed and assists with special projects and initiatives as assigned.SUPERVISORY/BUDGET RESPONSIBILITIES None.OTHER DUTIES Please note this job description is not designed to cover or contain a comprehensive listing of activities, duties or responsibilities that are required of the employee for this job. Duties, responsibilities, and activities may change at any time with or without notice.Job RequirementsEDUCATION, EXPERIENCE, AND LICENSES/CERTIFICATIONSBachelor's degree in Business Administration, Human Resources Management, Public Administration, Organizational Development, or other related field with six (6) years progressively responsible Human Resources experience involving functions such as employee relations, investigations, recruitment, compensation, organizational support, performance management, workforce planning, or related functions.Must have a PHR, SPHR, SHRM-CP, or SHRM-SCP certification.REQUIRED SKILLS/ABILITIES An individual must be able to perform each essential duty satisfactorily. The list below represents the knowledge, skill, and/or ability to perform this job successfully:Knowledge of human resources functional areas, such as employee relations, investigations, performance management, compensation, organizational development, workforce planning, and policy administrationKnowledge of applicable federal, state, and local employment laws, regulations, and HR best practices.Skill in conducting interviews, gathering information, documenting findings, and preparing reports.Skill in the use of Microsoft Office and other applicable software systems.Skill in providing strategic HR consultation to operational leaders.Skill in conducting workplace investigations and managing employee relations matters.Skill in written communication, facilitation, and delivering effective presentations and training.Ability to build collaborative and trusted relationships through professionalism, integrity, sound judgment, and responsiveness.Ability to provide practical, solution-oriented consultation in complex or sensitive workplace situations.Ability to analyze information, identify trends, evaluate risks, and make sound recommendations.Ability to effectively manage conflict, navigate difficult conversations, and maintain professionalism in stressful situations.Ability to communicate effectively, both verbally and in writing, with employees at all organizational levels.Ability to maintain confidentiality and exercise discretion in sensitive personnel matters.Ability to organize work, manage multiple priorities, and follow through on assignments in a timely manner.Environmental Factors and Conditions/Physical RequirementsCONDITIONS OF EMPLOYMENTMust pass a drug test, criminal history background check, employment history verification, and social security number verification.SAFETYEnsure equipment is in safe operating condition; perform preventive maintenance on tools and equipment, as appropriate and/or notify leadership immediately of needed repairs.Follow established safety procedures and techniques to perform job duties, including lifting and climbing; operate tools and equipment according to established safety procedures.Promptly report unsafe conditions in the work area and/or any conditions that are not immediately correctable to leadership.WORKING CONDITIONS/PHYSICAL REQUIREMENTSSafety Sensitive (Subject to random drug testing): No.Tools/Equipment Used: Standard office equipment, including computer and peripherals.Posture: Prolonged sitting and standing; occasional stooping, squatting, kneeling, bending, pushing/pulling, and twisting.Motion: Frequent repetitive hand motions, including keyboarding and use of mouse; occasional reaching.Lifting: Lifting and carrying (less than 10 pounds).Environment: Works in an office setting office; occasionally requires irregular and/or prolonged hours.Travel: Travel to City of Denton buildings and professional meetings as required.Attendance: Regular and punctual attendance at the worksite is required for this position.Mental Demands: Maintains emotional control under stress; works with frequent interruptions.CORE VALUESInclusiveCollaborativeService-OrientedStrategically FocusedFiscally ResponsibleTOP TIER BENEFITSMedical, dental, and vision coverage in addition to life and disability insurance plansEmployee Health ClinicPaid Vacation Days and Paid HolidaysRetirement PlanEEO STATEMENT The City of Denton is an equal opportunity employer. It is the City of Denton's policy to prohibit discrimination and harassment of any type and to afford equal employment opportunities to employees and applicants without regard to any protected class, status, characteristic, or activity. All employment decisions, including decisions regarding recruitment, selection, hiring, compensation, benefits, training, advancement, discipline, discharge, and other terms, conditions, and privileges of employment are made without regard to any lawfully protected class, status, characteristic, or activity.