Human Resources Business Partner

El Paso County•El Paso, CO

10d

About The Position

El Paso County is hiring an experienced Human Resources Business Partner (HRBP) to serve as a trusted advisor and strategic resource to County departments and offices. Reporting to the Employee Relations Supervisor, the HRBP partners with leaders to align HR operations with organizational objectives, strengthen workplace effectiveness, address employee relations concerns, and support a positive, accountable, and compliant work environment. The role applies employee relations expertise, sound judgment, data analysis, and professional communication to help leaders manage performance, behavior, conflict, and workforce needs. The HRBP provides guidance across employee relations, performance management, recruitment, retention, workforce planning, training, benefits, compensation, organizational development, and risk management. The position interprets and applies employment laws and HR policies, analyzes workforce data and trends, supports investigations and disciplinary processes, and recommends fair and well-supported actions. It also contributes to surveys, HR projects, talent assessments, process improvement, unemployment insurance matters, and organizational change initiatives. The position receives general supervision and does not have supervisory authority, though it may provide subject-matter expertise, training, or limited direction to employees. Work is primarily in an office and remote-work environment, depending on department discretion and business needs. Regular in-person presence is an essential job function, and some local travel is required. The anticipated schedule is Monday through Friday, 8:00 a.m. to 4:30 p.m., subject to change.

Requirements

High school diploma or equivalent education.
Four years of human resources experience, including at least two years providing performance management guidance and resolving complex employee relations issues.
Ability to interpret and apply federal, state, and local policies, laws, and regulations.
Proficiency with Microsoft Office (Word, PowerPoint, Excel, and Outlook) and HRIS systems.
Ability to analyze complex problems, data, and information; identify alternatives; project consequences; and implement recommendations.
Excellent writing, note-taking, and proofreading skills, including clear and concise writing with correct spelling, grammar, and punctuation.
Strong verbal and written communication skills, including the ability to communicate persuasively and with tact, courtesy, and diplomacy in difficult situations.
Ability to establish and maintain effective working relationships with employees, County staff, elected officials, and the public.
Strong analytical skills, attention to detail, initiative, organization, and ability to complete work within deadlines.
Customer-service orientation and ability to determine appropriate workflows.
Ability to work independently and as part of a team with minimal supervision.
Honesty, trustworthiness, personal integrity, and ability to maintain strict confidentiality.
Ability to handle difficult situations professionally, adapt to change and new information, and work effectively under pressure and ambiguity.
Regular and punctual attendance.
Valid driver's license that must be maintained.
Must pass a conditional post-offer background investigation, motor vehicle record check, and drug screen.

Nice To Haves

Bachelor's degree in business administration, human resources, or a related field.
Experience responding to unemployment insurance claims and attending appeal hearings.
Experience in conflict resolution and workplace mediation.
Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR) certification.
SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential.
Workplace Mediation certification.

Responsibilities

Serve as a strategic resource to County departments and offices on employee relations, performance management, recruitment, retention, workforce planning, training, risk, benefits, and compensation.
Partner with department and office leadership to understand operational priorities and anticipate workforce needs.
Coordinate with HR divisions and staff to share information, provide guidance, and develop and implement solutions to workforce and employee matters.
Maintain knowledge of employment laws and legal requirements, communicate relevant changes, and support regulatory and policy compliance.
Partner with the Office of the County Attorney as needed or required.
Guide leaders on performance management, including coaching, counseling, career development, and disciplinary actions.
Provide conflict-resolution strategies and facilitate conversations as needed.
Review disciplinary documents and proposed discharges, recommend revisions, and assess whether proposed actions have an objective, well-supported basis consistent with policy and law.
Refer supported discharge recommendations to the Employee Relations Specialist with relevant documentation and background, and serve as backup to the specialist on employee relations matters.
Work with leadership and employees to improve workplace relationships and collaboration, morale, productivity, retention, and sense of community.
Gather, consolidate, and analyze employee-related metrics and data; identify trends, develop solutions, and compile and disseminate reports.
Conduct and support County, department, and office surveys, including employee engagement and experience or stay surveys, and related action plans.
Lead or support HR projects by coordinating with stakeholders, defining needs, developing recommendations, and implementing solutions.
Conduct organizational and talent assessments and collaborate with leadership on talent strategy and workforce capability.
Assist with the unemployment insurance program, including formulating claim responses and attending appeal hearings as necessary.
Identify and implement improvements to service delivery methods and procedures, coordinating resource needs with appropriate management staff.
Provide guidance on business-unit restructures, workforce planning, and succession planning.
Identify training needs and collaborate with HR staff and leadership to address them and evaluate training effectiveness.
Support organizational change initiatives by advising on workforce impacts, employee communications, and implementation strategies.
Establish and foster effective working relationships and business partnerships.
Perform other duties as required.