Human Resources Partner (Leadership Development Lead)

Hillsborough County Board of County Commissioners•Tampa, FL

3d•$60,000 - $65,000

About The Position

Hillsborough County Government is hiring a strategic Leadership Development Trainer – Human Resources Partner (HRP) with deep leadership development expertise to build and deliver modern, blended learning experiences (both in-person and virtual). This role partners directly with department leaders to diagnose leadership capability gaps, develop competency-based solutions, coach leaders, and measure program impact. Ideal candidates bring strong instructional design, facilitation, consulting, and HR business partnership skills.

Requirements

Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences.
Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources;
OR
An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.
Critical Thinking: Beyond stating the obvious. Ability to analyze and engage in reflective evaluation of a facts; Understand logical connections between ideas, functions and situations; Translating facts into breakthrough strategies that show a clear connections between long-term objectives and action.
Managing Complexity: Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; Asks the right questions to accurately analyze situations; Acquires data from multiple and diverse sources when solving problems; Uncovers root causes to difficult problems; Evaluates pros and cons, risks and benefits of different solution options.
Communicating Effectively: Two-way process of mutual understanding. Effectively communicating both orally and in writing with audiences at every level to provide clear understanding of the actions necessary or connection to objectives; Deciphering verbal and written communications to determine the root cause and/or understanding of the underlining objectives that must be accomplished.
Business Insight: Applying knowledge of business to advance the organization's goals. Knows how the businesses work and how they make money to leverage effective strategy execution; Keeps up with current and possible future policies, practices, and trends in the organization, with the competition, and in the marketplace in which we compete; uses knowledge of business drivers and how strategies and tactics play out in the Organization guide actions.
Global Perspective: Taking a broad view when approaching issues, using a global lens. Looks toward the broadest possible view of an issue or challenge; Thinks and talks in global terms; understands the position of the organization within a global context; knows the impact of global trends on the organization
Persuasion: Using compelling facts to gain the support and commitment of others. The process of changing a person’s attitude, ideas or behaviors; Convincing others to take action; Negotiating skillfully in tough situations; and wining concessions without damaging relationship.
Consulting Skills: Providing professional and objective advice to guide businesses in strategy, structure, management, operations of the business in pursuit of long-term objectives. The ability to provide expert advice in a particular field to the business working in a professional or technical field. Provides the Businesses with an outside, expert opinion regarding decisions affecting the process of the business or objective.

Nice To Haves

PHR/SPHR or a similarly recognized certification in Human Resource Management is preferrable.

Responsibilities

Builds relationships with departments with a mutual focus of achieving the department’s business objectives. Utilize professional consulting skills to diagnose systemic problems and make recommended solutions which are adopted in the resolution of the problem or issue. Works with departments to proactively provide recommendations in all aspects of talent acquisition, talent management, talent development and total rewards to facilitate the achievement of their business objectives.
Identifies and collects metrics and HR data to analyses trends and, working in partnership with other HR functions, collaborates to develop programs, procedures or solutions to improve department effectiveness.
Acts as the subject matter expert of a specific HR function and understands cause and affect implications of each situation into other HR areas. Works in cross-functional collaboration to provide departments with proactive and comprehensive recommendations to effectively address complex issues such as, but not limited to, low occupancy rates (high turn-over/absenteeism), career pathing limitations, lack of employee engagement, absent organizational continuity planning and targeted reorganizations to resolve discipline or performance cases.
Monitors the operations of their functional HR area through quality assurance/control measures and effectiveness of outcomes. Mentors, coach, counsel, develops, and provides guidance to employees within their unit. Meets as a Partner group to monitor the achievement of department goals, identify gaps and implement solutions.
Works closely with management and employees to strategically assess situations using projection techniques and proactively assembles project teams to find the most effective and expedient way to improve work relationships, build morale, and increase productivity and retention.
Obtains supporting documentation and develops key analytical research to heighten the levels of persuasion in accomplishing goals in collaboration with Department partners.
Serves as a change agent when critical reorganizations or process changes occur to ensure a smooth transition.
Develop, prepare and conduct visual and oral educational sessions for internal and external departments on different HR subjects.
Effectively communicate to employees and leaders at all levels to convey critical messages that will enhance relationships and resolve conflicts.
Incumbents serve as mentors, coaches and team leads within the Human Resources Department.
An incumbent in this classification may supervise others.
Other duties as assigned.