Human Resources Business Partner

Salary : $80,744.00 - $104,984.00 Annually
Location : Gresham, OR
Job Type: Full Time
Remote Employment: Flexible/Hybrid
Job Number: 24-47
Department: Citywide Services
Opening Date: 12/15/2023
Closing Date: 1/14/2024 11:59 PM Pacific
Overview
The City of Gresham, Oregon is seeking qualified applicants for the role of Human Resources Business Partner. This strategic partner will provide foundational technical expertise in a generalist role with emphasis on labor contracts, personnel rules, policies, and procedures to various City departments! Ideal candidates are change agents and enablers of proactive approaches. If you enjoy employee and labor relations among other functions in HR and want to work with a highly collaborative team of HR Professionals, this position is for you!
As Oregon's fourth-largest city, Gresham is a welcoming community of hard-working people where tradition and heritage meet innovation and opportunity. Gresham is a dynamic and rapidly growing city where families and businesses have a mutual desire and drive to thrive. City of Gresham employees care deeply about the community they serve, and go 'one step beyond' to deliver services in collaborative, inventive, practical, and nimble ways. Our work is challenging, fast-paced and rewarding.
We believe that to deliver the highest level of service to all Gresham community members, it is crucial we employ a diverse workforce, foster an inclusive working environment, and ensure our policies and systems result in equitable outcomes. The City seeks candidates who will support these values by continuously incorporating equity in their daily work and actively contributing to a workplace culture that respects unique viewpoints, life experiences and cultural perspectives. Come build the future with us.
Position Description
The Human Resources Business Partner (HRBP) performs a wide variety of Human Resources activities and analytical work as a generalist with emphasis on employee and labor relations. The individual in this role will be responsible for providing foundational support and functional expertise that drives anticipatory, change oriented, and proactive behavior and results across the organization. The HRBP is expected to fully immerse themselves in their assigned portfolio to deliver cross?functional, professional?level Human Resources support.
What you will get to do:

• Employee Relations: Serves as a consultant to management on Human Resources related issues and acts as an employee champion and change agent. Consultant with managers and executives, providing daily HR guidance; analyze and report on HR trends and metrics; recommend new HR strategies; primary contact for managers and staff on everything HR; manage complex and difficult HR projects and issues; advise and train division managers/supervisors regarding assessing, coaching and counseling of their employees, regarding personnel practices, policy and employment law. Assists managers/supervisors in handling difficult and sensitive issues to resolve workplace issues, proactively work to improve work relationships, build morale, and increase productivity and retention; coach managers/supervisors in conflict resolution, succession planning, talent development strategies; manage the ADA interactive process.
• HRIS: Running reports (some scheduled, some ad-hoc), reviewing and approving entries, entering/correcting information, analyzing information/data, guiding others on how to enter information, researching Tyler resources for how to do something in Munis, creating new and better methods (user-defined fields for review dates, rehire dates, independent dependents, etc.)
• Performance Management: Provide advice, training and coaching to managers/supervisors regarding performance management and evaluation; develop investigation strategy and provide consultation to managers/supervisors on the investigation of alleged violations, partner as appropriate on investigations; provide consultation in the administration of discipline and other corrective action of employees; determine and recommend, including advise, managers/supervisors to write reports of findings and administer corrective action; advise managers on overall culture; analyze exit interview trends and metrics and recommend and consult with managers/supervisors on proactive strategies to address
• Human Resources Administration: Develop strategic plans, project plans, action plans and improvement plans as well as reports, presentations, and documents as needed to implement plans and work assignments; facilitate and/or participate on a variety of cross-functional committees within HR and assigned division.
• Recruitment and Selection: In collaboration with assigned Recruiter and division management, forecast and design recruitment strategies and plans with the goal of diversifying the workforce; recommend and facilitate trainings related hiring for diversity, preparing the workforce for diversity.
• Classification and Compensation: In collaboration with Classification and Compensation Sr. Analyst SME, consult with division management on new positions, reorganizations and position reclassifications; provide guidance to managers/supervisors and employees in classification process and review; new classification development and job family reviews; recommend strategies to division management for restructuring and optimal use of the classification structure for workforce efficiency.
• Protected leave administration: Process and administer protected leaves for employees including FMLA, ADA, Paid Leave Oregon, Short-term and Long-term disability; and communicate leave status updates, needs and responsibilities with all stakeholders to include payroll, managers and employees.
• Diversity Development: Provide advice and guidance to divisions on strategies for equity and diversity lens for all aspects of the workforce; manage investigations involving complaints of discrimination, workplace harassment or retaliation.
• Human Resources Rules, Polices and Procedures: Research and analyze policy issues and recommend new or revised GAR/GEM/GPM; interpret and provide advice on policies, procedures, and employment laws; advise managers/supervisors and employees regarding said policies and procedures; monitor compliance with federal, state, citywide and division specific policies and procedures, rules and laws; partner and collaborate with the City Attorney's Office as applicable.

Qualities we are looking for:

• Collaborative: Establish effective relationships and work with the assigned departments and team, across the organization, and with the City's external partners
  
• Practical: Effectively apply skills and knowledge, critical thinking skills, and use sound judgement and decision making
  
• Inventive:Be curious, seek new ideas, and consider new approaches, enjoy new challenges
  
• Nimble:Be flexible and adapt analysis and recommendations to reflect organizational and community changes and expectations.
  
• Equitable: Work towards removing barriers. Acknowledge that historical systems and policies were designed to benefit some and burden others. Recognize that everyone does not start from an equal place. Accept, respect, value and support the diverse cultures and identities within our organization and our community. Be mindful and intentional in creating equitable outcomes and opportunity through our policies and systems.

Qualifications
Knowledge of:

• Human resources management theories, principles, methods and practices
• HR policies, procedures, systems, processes, laws and regulations
• Principles of government organization and administration

Ability to:

• Be proficient in project management skills and change management methodologies; organized approach to setting priorities and achieve objective
• Effectively communicate at all levels of an organization with a wide range of audiences; complex information both orally and in writing
• Demonstrated critical thinking skills and skill in problem solving, the ability to be innovative in solutions
• Exercise tact and courtesy in frequent contact with City employees, managers/supervisors and the general public
• Exercise considerable independent judgment and initiative in applying standards to a variety of work situations
• Establish and maintain effective working relationships; to exercise discretion and confidentiality in handling personnel records/issues

Minimum Qualifications

• Bachelor's degree in Human Resources Management, or related field
• Three (3) to six (6) years of related experience in Human Resources.

Or any combination of seven (7) to ten (10) years of related education, training, and/or experience which provides the required knowledge, skills and abilities is qualifying.
Preferred Qualifications

• Six (6) years or more of related experience is desired
• Certification in the field of Human Resources from HRCI, SHRM, or IPMA
• Public sector experience

Selection Process
To apply for this position, click 'Apply' at the top of this job posting.
Required Application Materials:

• Complete online application (do not write "see resume")
• Answers to supplemental questions
• Resume

If you desire a modification of this process to accommodate a disability, please provide your request in writing to HRRecruiting@GreshamOregon.gov, or by phone to 503-618-2549 upon submitting the required documents.A review of application materials submitted will determine which candidates will be invited to an interview.
Communication with candidates will be done primarily through e-mail. Sometimes these messages may land in a spam or junk mail folder. We encourage you to monitor your inbox as well as the inbox within the governmentjobs.com portal for important updates related to this process.
Veteran's PreferenceThe City of Gresham provides qualifying veterans and disabled veterans with preference in employment in accordance with state law. Any candidate wishing to have their qualifying veteran's preference applied to the process must submit a qualifying document (DD Form 214 or 215) at the time of application providing proof of eligibility that includes discharge status. Disabled veterans must also submit a copy of their Veteran's disability preference letter from the US Department of Veteran Affairs at the time of application, unless the information is included in the DD Form 214 or 215.
Our CommitmentThe City of Gresham is committed to providing equal employment opportunity to all qualified employees and applicants without unlawful regard to race, color, religion, sex (including pregnancy, childbirth, and related medical conditions), sexual orientation, gender identity, national origin, age, mental or physical disability, genetic information, veteran status, marital status, familial status, or any other status protected by applicable federal, Oregon, or local law.
Please direct questions about this position to 503-618-2549 or HRRecruiting@GreshamOregon.gov.
If you need assistance with the online application, please contact NEOGOV directly at 1-855- 524-5627.
Any offer of employment is contingent upon successful completion of a criminal background check.
The City provides full family, comprehensive medical and dental insurance. Vision and prescription coverages are included in the medical plans. Most limited term and regular status employees who work at least 30 hours per week pay nothing for their medical and dental coverage.
Medical Insurance Options:

• City of Gresham Core Plan- UnitedHealthcare Options PPO Network
• Kaiser Permanente Traditional HMO

Dental Insurance Options:

• Delta Dental PPO Plan
• Willamette Dental Insurance
• Kaiser Permanente

Additional benefits include: Employer paid life insurance and long term disability, an employer sponsored deferred compensation plan, flexible spending accounts (medical, child care), Public Employees Retirement System (PERS) retirement (City picks up the 6% employee's contribution), an employer contribution to a HRA/VEBA medical savings account, paid time off (PTO) accrual at a minimum of 12.66 hours per month, and 4 hours of sick leave, in additional to nine paid holidays and 3.5 paid floating holidays per year.
For more detailed information, please visit our Employee Benefits page at:
01
What best describes your highest level of education?

• High School/ GED
• Some College Courses
• Associate's Degree
• Bachelor's Degree
• Master's Degree or higher
• None of the above

02
What best describes your related professional experience in Human Resources?

• No Experience
• Less than three years
• More than three years but less than four years
• More than four years but less than five years
• More than five years but less than six years
• More than six years but less than seven years
• More than seven years but less than ten years
• Ten years or more

03
I have applied, professional experience in all of the following (check all that apply):

• Employee Relations
• HRIS
• Performance Management
• Human Resources Administration
• Recruitment and Selection
• Classification and Compensation
• Protected Leave Administration
• Diversity Development
• Human Resources Rules, Policies and Procedures
• None of the above

04
Based on your response to related professional experience in Human Resources and specific program areas, please describe, in detail, when and where you acquired this experience and specific duties performed. If you do not have this experience, please type 'N/A'.
05
Please describe your professional work experience per...