Human Resources Business Partner - Public Safety

Description The City of St. Cloud is seeking a strategic and people-focused Human Resources Business Partner to serve as the dedicated HR partner for our Police and Fire Departments. This unique opportunity is ideal for an HR professional who thrives in a fast-paced environment and is passionate about supporting the employees who protect and serve our community every day. As the HRBP, you will work directly alongside Police and Fire leadership to align human resources strategy with operational needs while delivering proactive, solutions-oriented support across the full employee lifecycle, including recruitment, onboarding, employee relations, performance management, workforce planning, and organizational development. This role embodies the City’s core values: Accountability – Provide trusted guidance on labor and employment compliance, collective bargaining agreement administration, and performance management while ensuring consistency, fairness, and integrity in HR practices. Empowerment – Partner with command staff, supervisors, and employees to foster a supportive workplace culture that encourages growth, development, engagement, and leadership at every level. Innovation – Develop forward-thinking HR solutions that support evolving public safety operations, improve processes, and strengthen workforce planning and talent strategies. Ownership – Serve as a dedicated and responsive HR advisor who takes initiative, exercises sound professional judgment, and builds strong relationships across both departments to effectively navigate complex and high-stakes HR matters. This position is 100% onsite and offers a collaborative, highly engaged work environment with a standard schedule of Monday through Friday, 8:00 a.m. to 5:00 p.m. The weekly schedule generally includes one day in the Human Resources Department, two days at the Police Department, and two days at the Fire Department, with flexibility based on operational needs. If you are ready to make a meaningful impact supporting the City’s public safety professionals, we encourage you to apply and become part of the City of St. Cloud team. Duties and Responsibilities The functions listed below are those that represent the majority of the time spent working in this position. Management may assign additional functions related to the type of work of the position as necessary. Strategic Partnership & Consultation Serves as the primary HR point of contact and strategic advisor for Police and Fire command staff, including the Police Chief, Fire Chief, Deputy Chiefs, Assistant Chiefs, etc.; participates in leadership meetings and provides HR perspective to inform workforce decisions. Partners with department leadership to understand operational goals and challenges; develops and implements HR strategies that support departmental effectiveness, organizational objectives, and workplace culture. Advises leadership on the HR implications of organizational changes, restructuring, staffing models, and policy updates; supports change management efforts within both departments. Recruiting & Workforce Planning Leads recruitment and hiring activities for sworn and civilian public safety positions, including applicant screening, assessments, interviews, and offer guidance; collaborates with the HR team on job postings, recruitment strategy, and HR-specific pre-employment steps. Coordinates department-specific pre-employment steps and partners with hiring managers to onboard new hires; maintains recruitment records in the applicant tracking system. Enters personnel actions for all employment and pay changes on behalf of each department. Conducts exit interviews and analyzes workforce data, including turnover, vacancy rates, and demographic trends, to identify patterns and recommend proactive HR interventions; advises on workforce planning strategies to address attrition and succession gaps. Employee Relations & Investigations Serves as the primary HR resource for employee relations matters, including workplace conflicts, performance concerns, disciplinary actions, and grievances; manages cases from intake through resolution and maintains accurate, confidential documentation throughout. Conducts thorough, objective, and timely investigations into employee complaints, misconduct allegations, and policy violations; prepares written findings and recommendations for HR leadership and command staff. Advises supervisors and command staff on progressive discipline, documentation standards, and due process requirements; partners with the HR Director and legal counsel on matters involving legal risk, union contract interpretation, or litigation exposure. Labor Relations & Contract Administration Develops and maintains working knowledge of all applicable collective bargaining agreements, including Police Officer and Supervisory units and Firefighter/EMT, Engineer, and Supervisory units. Advises supervisors and command staff on the interpretation and application of CBA provisions in day-to-day operations; coordinates with the respective Chiefs and HR Director on grievance responses and labor relations matters. Supports collective bargaining negotiations by compiling data, conducting comparator analysis, and assisting HR and department leadership in developing bargaining proposals and impact assessments; monitors labor law developments and advises on compliance implications. Performance Management & Organizational Development Coaches Police and Fire supervisors and command staff on performance management practices, including goal-setting, documentation, corrective action, and performance improvement plans. Identifies skill gaps and learning needs within both departments; supports the development and delivery of leadership development, supervisory training, and succession planning initiatives. Facilitates training sessions for supervisors on HR topics as needed, including performance management, harassment prevention, and workplace conduct standards. Policy, Compliance & HR Administration Interprets and applies City personnel policies and applicable federal and state employment laws, including FLSA, FMLA, ADA, Title VII, and Florida public employer statutes, in the context of Police and Fire operations. Partners with the Benefits Administrator on FMLA, Workers' Compensation, fitness for duty, light duty, and return-to-work processes, including coordination with occupational health providers and Risk Management; supports the ADA interactive process for reasonable accommodation requests. Maintains accurate and confidential HR records for all employee relations matters, investigations, and HR actions within assigned departments; participates in HR Department projects and process improvement efforts as assigned. Performs other related duties as assigned. Minimum Education and Experience Requirements Bachelor's degree from an accredited college or university in Human Resources, Public Administration, Business Administration, or a related field; Master's degree preferred. Minimum of four (4) to six (6) years of progressively responsible professional experience in human resources, with demonstrated experience in employee relations, labor relations, or in HR business partner capacity; or an equivalent combination of education, training, and experience that provides the required knowledge, skills, and abilities. Experience working with unionized workforces and administering collective bargaining agreements is strongly preferred. Experience in a public safety, law enforcement, or fire service HR environment is preferred. Must possess and maintain a valid State of Florida Driver's License with an acceptable driving history. Desirable Qualifications: SHRM-CP, SHRM-SCP, PHR, or SPHR certification. Experience with Florida public employer labor relations. Bilingual English/Spanish language skills. Knowledge/Skills/Abilities Knowledge, Skills, and Abilities The HRBP must possess comprehensive knowledge of human resources principles and practices, employment law, and labor relations applicable to a public sector environment. The position requires working knowledge of the operational culture, terminology, and chain-of-command structure common to law enforcement and fire service agencies, and the ability to navigate complex interpersonal dynamics in a paramilitary organizational environment with discretion and professionalism. The incumbent must demonstrate strong employee relations and investigative skills, including the ability to conduct thorough workplace investigations, evaluate evidence objectively, and communicate findings clearly in written reports. Strong consultative and coaching skills are required, including the ability to influence without authority, build credibility with audiences, and deliver candid feedback to leaders at all levels of the organization. The position requires sound analytical skills, including the ability to interpret workforce data, identify trends, and develop data-informed HR recommendations. Excellent written and verbal communication skills, strong organizational judgment, the ability to manage multiple complex matters simultaneously, and an unwavering commitment to confidentiality and ethical conduct are essential to success in this role. Physical Requirements 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. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Work is primarily sedentary in nature with regular use of a computer, telephone, and standard office equipment. The employee is occasionally required to stand, walk, and travel between City facilities. The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision and the ability to adjust focus. Working Conditions Work is primarily performed in an office environment with regular on-site presence at both Police Department and Fire Department facilities. The noise level in the work environment is usually moderate. This position handles highly sensitive and confidential employee information on a daily basis and requires strict adherence to applicable confidentiality requirements, public records law, and City data security policies. Occasional attendance at evening or weekend meetings, shift briefings, or departmental events may be required. An Equal Opportunity Employer The City of St. Cloud is an equal opportunity employer that prohibits discrimination, harassment, or retaliation in all of its employment practices based on race, color, religion, sex, age, national origin, disability, veteran or family status, genetic information, or any other status or condition protected by applicable state or federal laws. The City participates in employment eligibility verifications through E-verify. Veteran’s preference is given in accordance with Florida Law. #J-18808-Ljbffr City of St. Cloud