Human Resources Business Partner

Johnson County Kansas•Olathe, KS

About The Position

Johnson County Government’s Department of Human Resources is seeking a Human Resources Business Partner (HRBP). The HRBP works collaboratively with HR and Department/Agency/Office (DAO) executive management and is the primary HR contact for an assigned portfolio. Through strategic consultation with DAO leadership and HR Centers of Excellence (COEs), the HRBP supports organizational effectiveness and operational outcomes aligned with organization-wide people initiatives. The role provides consultative HR guidance, coordinates delivery of HR services, advises on workforce and organizational matters, supports policy implementation and compliance, and uses workforce data to inform recommendations. The HRBP also collaborates with HR colleagues and represents the department in DAO committees, work groups, and projects as assigned. Johnson County Government describes its work as public service to a diverse and expanding community and highlights competitive benefits, retirement plans, wellness incentives, and its organizational culture. First review of applications begins November 6, 2026; the position remains open until filled. Reference and background screening is required for all positions, with specified criteria potentially varying by department or 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 ability to build relationships and consult effectively with leaders and stakeholders.
Strong analytical, problem-solving, and conflict-resolution skills, including 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, 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 relationships with leadership, influence decision-making, and provide strategic HR consultation aligned with organizational priorities.
Must undergo reference and background screening; specified criteria may vary by Department/Agency.

Nice To Haves

Master’s degree preferred.

Responsibilities

Provide consultative HR guidance to DAO managers and leadership, assess organizational needs, and connect employees and managers with appropriate HR Centers of Excellence for operational services.
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 when supporting organizational changes and HR program or policy updates.
Coach DAO supervisors and leaders on conflict navigation, workplace expectations, employee engagement, and effective people management in coordination with relevant COEs.
Ensure consistent application and communication of policies and procedures within the assigned portfolio.
Assist with implementing new or updated HR programs and initiatives, including supporting training and communications as needed.
Support compliance with employment laws and County policies through consultation, identifying concerns, and collaborating 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 HR staff, including COEs, to provide integrated and consistent HR support.
Participate in team meetings, training sessions, and professional development opportunities to build public-sector HR knowledge and skills.
Represent the HR department in DAO-specific committees, work groups, or special projects as assigned.