Human Resources Business Partner

Johnson County Kansas•Olathe, KS

18d•$33 - $49

About The Position

Johnson County Government's Department of Human Resources is seeking a Human Resources Business Partner to work collaboratively with HR and Department/Agency/Office (DAO) executive management. The HRBP serves as the primary HR contact for an assigned portfolio, providing strategic consultation and collaborating with DAO leadership and HR Centers of Excellence to support organizational effectiveness and operational outcomes aligned with people initiatives. The role provides consultative HR guidance, supports coordinated delivery of HR services, advises on workforce planning and organizational change, coaches leaders and supervisors, supports policy implementation and employment-law compliance, and analyzes workforce metrics to inform recommendations. The HRBP also collaborates across HR, participates in professional development, and represents the HR department in committees, work groups, or special projects as assigned. First review of applications will begin on November 6, 2026. The position will remain open until filled. Johnson County Government requires reference/background screening for all positions; specified criteria may vary by Department/Agency.

Requirements

Bachelor’s degree in Human Resources, Industrial/Organizational Psychology, Business Administration, Public Administration, or a related field.
At least three years of progressively responsible professional human resources experience, including consultation or guidance to managers or organizational leadership.
Professional HR certification such as SHRM-CP, PHR, or a comparable credential.
Knowledge of federal, state, and local employment laws, HR practices, and compliance requirements.
Understanding of employee relations, performance management, workforce planning, and organizational effectiveness principles.
Strong verbal and written communication skills and the ability to build relationships and consult effectively with leaders and stakeholders.
Strong analytical, problem-solving, and conflict-resolution skills, including the ability to interpret HR metrics and support data-informed decisions.
Ability to assess complex workforce and organizational challenges, exercise sound judgment, and recommend practical solutions.
Ability to collaborate with HR Centers of Excellence and other stakeholders to provide coordinated and consistent HR support.
Ability to support workforce planning, leadership development, organizational change, and other strategic HR initiatives.
Ability to manage competing priorities, maintain confidentiality, and handle sensitive information with professionalism and discretion.
Ability to build trusted leadership relationships, influence decision-making, and provide strategic HR consultation aligned with organizational priorities.
Ability to establish effective consultative relationships with DAO leadership and translate operational priorities into practical people strategies.
Must complete reference/background screening.

Nice To Haves

Master’s degree.

Responsibilities

Provide consultative HR guidance to DAO managers and leadership, assess organizational needs, and connect employees and managers with the appropriate HR Centers of Excellence.
Collaborate with Centers of Excellence and DAOs to coordinate HR services, including employee relations, talent acquisition, performance management, classification and compensation, and compliance.
Serve as the primary HR contact for DAO leadership, recommend people strategies, advise on workforce and people-related matters, and engage COE subject-matter experts on complex issues.
Partner with DAO leadership on workforce planning, leadership development, talent management, and organizational effectiveness initiatives.
Advise leaders on workforce impacts, communication, and implementation of organizational changes and HR programs or policy updates.
Coach DAO supervisors and leaders on conflict navigation, workplace expectations, employee engagement, and effective people management in coordination with the appropriate COEs.
Assist with implementation of new or updated HR programs and initiatives, including supporting training and communication as needed.
Support compliance with applicable employment laws and County policies through consultation, identification of concerns, and collaboration with responsible HR Centers of Excellence.
Analyze and interpret HR metrics for the assigned portfolio, identify trends, and recommend process or policy enhancements to improve engagement, retention, and operational outcomes.
Compile and submit required HR reports and data; monitor and interpret workforce measures such as vacancy rates, turnover, and time to fill to inform leadership discussions and recommendations.
Collaborate with other HR staff, including COEs, to support integrated and consistent HR services.
Participate constructively in team meetings, training sessions, and professional development opportunities.
Represent the HR department in department-specific committees, work groups, or special projects, as assigned.