Human Resources Business Partner/Classification & Compensation

Human Resources Business Partner/Classification & Compensation Job Category: Human Resources Requisition Number: HUMAN002363 Job Type: Full-Time Location: City of Englewood-Civic 1000 Englewood Parkway Englewood, CO 80110, USA The Human Resources Business Partner – Classification & Compensation / Police Department provides professional-level HR support with responsibilities divided equally between classification and compensation work and designated HR support for the Englewood Police Department. Approximately 50% of the position is responsible for classification and compensation functions, including job analysis, position review, salary placement analysis, market review, job description development, pay equity support, and maintenance of classification and compensation documentation. The remaining 50% supports Police Department HR processes, with a primary focus on leave administration, workers' compensation facilitation, recruitment panel support, and classification and compensation matters affecting Police Department positions. There may be limited employee relations work involving non‑officer staff. However, all sworn/officer related employee relations, investigations, and disciplinary matters are referred to Police Department leadership, Internal Affairs, and/or the City Attorney’s Office for resolution. Reporting Relationships Reports to: Human Resources Manager Direct Reports: None Duties and Responsibilities Classification and Compensation – 50% Conduct job analysis and classification reviews for new, revised, and existing positions to determine appropriate classification, title, FLSA status, and pay grade placement. Assist in development of job descriptions to ensure duties, minimum qualifications, knowledge, skills, abilities, and working conditions accurately reflect the work performed. Evaluate position duties, organizational structure, reporting relationships, decision‑making authority, scope of responsibility, and internal equity when making classification recommendations. Support salary placement analysis, internal equity review, market data review, pay recommendation development, and documentation of compensation decisions. Conduct market research and analyze compensation data using approved sources and city methodology to support classification, pay structure, and salary recommendation decisions. In coordination with the assigned HR Business Partner, provide guidance to departments regarding classification requests, position changes, reclassification considerations, compensation processes, and implementation of approved compensation changes. Support compliance with applicable wage and hour requirements, including FLSA classification considerations, and assist with pay equity analysis and related documentation. Maintain classification and compensation records, job description files, salary data, market data, and related documentation to support consistent and defensible HR practices. Police Department HR Support – 50% Serve as the designated HR support contact for the Police Department, with emphasis on leave administration, workers' compensation facilitation, recruitment support, and classification and compensation coordination. Coordinate leave administration for assigned Police Department employees, including FMLA, medical leave, military leave, protected leave, return‑to‑work documentation, and other applicable city leave processes. Communicate with employees, supervisors, HR staff, and third‑party administrators regarding leave status, documentation needs, timelines, return‑to‑work requirements, and related process questions. Facilitate workers' compensation paperwork and process support by assisting Police Department supervisors with compiling required documentation for submission to the city’s third‑party administrator. Coordinate workers' compensation process information with employees, supervisors, the third‑party administrator, and internal HR staff while recognizing that claim administration and compensability determinations are handled by the third‑party administrator. Support Police Department recruitment and selection processes by participating on interview panels, assisting with interview materials, supporting selection process consistency, and advising on general recruitment procedures. Provide classification and compensation support for Police Department positions, including job description review, position evaluation, pay placement review, salary analysis, and coordination of classification requests. Maintain awareness of applicable collective bargaining agreement provisions affecting Police Department employees and provide limited labor relations support under the direction of HR leadership, such as gathering information, researching applicable provisions, compiling market surveys, or coordinating documentation. Provide general HR policy and procedure guidance to Police Department supervisors and employees within the scope of assigned responsibilities and refer sworn/officer staff member matters involving employee relations, investigations, discipline, grievances, and labor relations matters to the appropriate parties. Other Duties & Responsibilities Assist with HR projects, employee activities, policy review, process improvement efforts, and department initiatives as assigned. Perform HRIS testing, data review, and ad‑hoc reporting related to classification, compensation, leave administration, workers' compensation, or assigned client groups. Represent the Human Resources Department on committees or task forces as assigned. Maintain knowledge of current HR, compensation, classification, leave administration, workers' compensation, public‑sector employment, and labor relations practices. Perform other duties as assigned and required. Education Bachelor's degree in Human Resources Administration, Statistics, Economics, Business Administration, Public Administration, Organizational Development, or a related field. Additional coursework or training in classification and compensation, public‑sector human resources, leave administration, or labor relations. Work Experience Required: Three to five years of progressively responsible human resources experience, including at least two years regularly performing work in classification and compensation. Preferred: Experience supporting public safety, public‑sector employees, or employees covered by a collective bargaining agreement. Certifications and/or Licensures Required: None Preferred: PHR, SPHR, SHRM‑CP, SHRM‑SCP, CCP, or other relevant HR or compensation certification. Required Driver’s License Valid Colorado driver’s license and a clear or acceptable MVR. Knowledge, Skills, and Abilities Classification and Compensation: Strong knowledge of job analysis, position evaluation, market review, salary placement, internal equity, pay equity, FLSA classification, and pay structure administration. Leave Administration: Working knowledge of FMLA, medical leave, military leave, protected leave, return‑to‑work coordination, leave documentation, and related compliance practices. Workers' Compensation Coordination: Ability to assist supervisors with compiling claim‑related documentation, coordinate with third‑party administrators, and support modified duty or return‑to‑work processes. Recruitment and Selection: Ability to support interview processes, participate on panels, review selection materials, and promote consistent recruitment and hiring practices. Public‑Sector and Police Department Support: Working knowledge of public‑sector HR practices and ability to support a public safety department while maintaining appropriate confidentiality and professional boundaries. Employee Relations: Working knowledge of performance management principles, workplace investigations, coaching and counseling employees/managers, and conflict resolution. Labor Relations Awareness: Basic understanding of collective bargaining environments and the ability to identify when union‑covered issues should be escalated to HR leadership. Communication and Consultation: Strong written and verbal communication skills, including the ability to explain HR processes, prepare documentation, and provide timely, professional support to employees, supervisors, and department leadership. Analytical Skills: Strong ability to interpret job duties, review compensation data, evaluate process issues, track deadlines, and recommend appropriate action. Technology: Strong computer skills, including Microsoft Office, HRIS systems, spreadsheets, compensation tools, databases, and reporting platforms. Confidentiality and Judgment: Ability to handle sensitive personnel, medical, compensation, leave, and employment‑related information with discretion, professionalism, and sound judgment. Salary Range $75,671 – $113,506 / Salary Range Anticipated hiring range $75,671 – $94,589. Benefits The City of Englewood offers a comprehensive benefits package including but not limited to: Medical, Dental, and Vision Plans Retirement Plans Paid Time Off 12 Paid Holidays More information about our benefits can be found here. Working Conditions Work is performed primarily in a standard office environment. The position may require occasional attendance at meetings, interviews, trainings, or Police Department locations outside of the primary worksite. The position involves frequent interaction with employees, supervisors, department leadership, HR staff, and third‑party administrators and requires the ability to handle confidential and sensitive information appropriately. Must be comfortable in a Police Department environment, which includes being around firearms. Equal Opportunity Employer Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities. This employer is required to notify all applicants of their rights pursuant to federal employment laws. For further information, please review the Know Your Rights notice from the Department of Labor. #J-18808-Ljbffr Colorado 911 Resource Center, Inc.