Human Resources Business Partner

Oakland County•Waterford, MI

4d•Hybrid

About The Position

Overview & Benefits Oakland County is more than just a workplace. It is a place where you can make a real difference. As one of Michigan’s leading public service organizations, we are committed to strengthening communities, delivering essential services, and improving the quality of life for nearly 1.3 million residents. When you join our team, you become part of a mission-driven workforce guided by integrity, innovation, and a passion for public service. We offer competitive pay, comprehensive benefits, and the opportunity to do meaningful work that matters. Apply today and help shape the future of Oakland County, where we are All Ways Moving Forward. For more information about Oakland County benefits and employee perks, please visit: https://www.oakgov.com/government/human-resources/benefits/new-hire General Summary $93,168 - $124,827 This position is hybrid Serves as internal Human Resources Consultant, working closely with assigned cohort of departments’ leadership teams to implement Human Resources programs focused on attracting, retaining, and motivating staff to their greatest potential. Provides counsel and guidance on all HR matters, serving as a single point of contact for leaders. Promotes organizational effectiveness across all County departments by advancing leadership teams’ understanding of the HR business value to department operations. Advances departmental leadership effectiveness through coaching, advising, connection to training opportunities, and bringing best practices to light. Utilizes current Countywide and/or department specific software to complete assignments.

Requirements

Possess a Master’s degree from an accredited college or university with a major in Human Resources Development, Organizational Development, Business Administration, Psychology, or a closely related field; OR
Possess a Bachelor’s degree from an accredited college or university with a major in Human Resources Development, Organizational Development, Business Administration, Psychology, or a closely related field; AND
Possess a Senior Professional Human Resources (SPHR) or related certification.
Have had five (5) years of full-time Human Resources experience, including two (2) years in HR strategy or leadership.

Nice To Haves

Possess a Senior Professional Human Resources (SPHR) certification.
Demonstrated project management with the ability to partner with diverse stakeholders to meet timetables, milestones, and deliverables.
Considerable ability to work in a team environment, manage multiple projects, and provide strong consultative skills.
Considerable ability to establish and maintain effective working relationships and communicate effectively across all levels of stakeholders.
Proven success communicating key HR initiatives across multiple channels and to a diverse audience.
Reasonable ability to carry out written and oral instructions.
Reasonable ability to exercise mature judgement and initiative in analyzing problems and recommending solutions.
Reasonable ability to present ideas effectively, either orally or in writing.
Reasonable knowledge of principles of governmental organization and administration.

Responsibilities

Serves as primary point of contact for assigned departments.
Provides customer-centered Human Resources support, brokering HR solutions for internal customers, expediting HR processes, and ensuring exceptional service for individual employees, department leaders and department employee records coordinators.
Assists in connecting internal customers to quick and customized solutions for the full range of Human Resources including classification, compensation, wellness and benefits, retirement, recruitment and staffing, training and professional development, complaint and grievance procedures, human resources records and reporting, and other areas as needed.
Partners with departmental leadership to develop strategic plans for talent strategies that align with business priorities.
Provides data, demographics, and forecasts to support departmental analysis of short and long-range staffing needs, training, and staff development priorities.
Assists in identifying trends and monitoring performance metrics pertaining to human resources within assigned departments.
Serves as organizational mission advocate, translating how the broader mission, vision and goals tie to human resources strategy and departmental operations.
Supports progressive talent management strategies for teams such as succession planning, talent reviews, and individual development planning.
Communicates the business value of Human Resources within assigned departments.
Promotes departmental understanding of Human Resources processes and compliance requirements, and how strong systems mitigate risk, improve operations, and deliver on organizational mission.
Assists in building capacity among departmental employee records coordinators.
Enhances leadership effectiveness through coaching, advising, connection to training opportunities, and bringing best practices to light.
Supports organizational change management efforts and works in partnership with departments to identify and resolve people challenges and organizational culture issues.
Supports and champions diversity, equity, and inclusion initiatives across County departments.
Promotes positive, consistent, and compliant Labor and Employee Relations.
Assists department supervisors and staff with uniformly applying rules and contract requirements, managing performance, and addressing related issues or concerns as they arise.
Works closely with Employee/Labor Relations, legal, and leadership as appropriate.
Supports and participates in the grievance process and other labor relations activities.
Promotes and implements programs to advance employee engagement and retention.
Advises department leaders and managers in developing action plans that achieve goals.
Serves as liaison between department leaders and HR leadership to troubleshoot issues and identify opportunities for process improvement or policy change.
Educates internal customers on process changes and implements new policies and procedures in the field.
Utilizes current Countywide and/or department specific software to complete assignments.