Senior HR Business Partner

City of Marysville • Marysville, WA

12d • Hybrid

About The Position

The Senior HR Business Partner is responsible for performing a broad range of complex duties in support of employee relations, labor relations, performance management, and HR policy review and development. This position may also support other HR program related areas as necessary and assigned to ensure continuity in service delivery to department leaders and employees, which could include: recruiting, onboarding, classification, compensation, training, workers’ compensation, employee leaves of absence, and benefits. The position assesses and anticipates HR-related needs, communicates those needs proactively with the HR department, and develops and integrates solutions in cooperation with department leadership. The HR Business Partner builds relationships city-wide in order to provide value-added service to management and employees that reflects the goals of the City Council, Executive leadership and the values of the organization. Assists in the development and administration of personnel programs, policies and procedures to ensure compliance with applicable federal, state and local laws and regulations. The work performed by this class is professional-level that involves exercising independent judgment by applying human resources policies and procedures and relevant employment laws and regulations and preserving confidential and sensitive material and information.

Requirements

• Five (5) years of progressively responsible and related human resources experience, with previous experience in a unionized environment required.
• Bachelor’s degree in human resources management, business or public administration, or a related field.
• Must possess, or have the ability to possess within one month of hire date, a Washington State Driver’s License.

Nice To Haves

• Professional in Human Resources (PHR or SHRM-CP) certification preferred.

Responsibilities

• Supports departments with employee relations and engagement, strategic workforce planning, policy review, training and development, and mentoring / coaching.
• Conducts regular meetings and maintains open and effective communication with assigned departments; provides HR policy guidance and interpretation.
• Consults with supervisors, managers and directors providing HR guidance when appropriate and day-to-day performance management guidance (e.g. coaching, counseling, career development, disciplinary actions).
• Facilitates the resolution of employee relation matters serving as an internal consultant for employees and leaders while demonstrating sensitivity, fairness, confidentiality and maintaining legal sound practices.
• Investigates complaints and/or allegations of employee misconduct by performing investigations; ensures investigations are thorough and objective, and findings are concluded in a valid manner and may make recommendations to management regarding appropriate action.
• Serves as a resource in interpreting and applying the collective bargaining agreements.
• Maintains documentation of clarifications provided for future reference to support updates to the agreements or to analyze in resolution of labor management issues.
• Participates in labor negotiations and labor management meetings as necessary.
• Researches, analyzes and prepares data and makes recommendations for labor meetings.
• Facilitate various labor-management forums using problem solving techniques.
• Assists in the coordination of the grievance process including investigation, research and grievance resolution for less complex matters.
• Develops and maintains professional relationships with employees and City leadership that promotes positive employee morale and engagement, treating everyone with dignity and respect, and valuing the input and feedback of others.
• Maintains knowledge of legal and compliance requirements related to day-to­day management of employees, reducing legal risks and ensuring regulatory compliance.
• Supports leaders through the full performance evaluation cycle, providing guidance that includes goal setting, performance reviews, feedback delivery, and development planning, ensuring consistency and fairness.
• Conducts the exit interview process, analyzing and reporting feedback with recommendations to resolve issues.
• Maintains knowledge on current trends and issues, proposed legislation, and state and federal laws.
• Advises employees and managers on regulations, reviews recommended changes in existing programs or establishment of new programs as appropriate with Director.
• Demonstrates and communicates expert level knowledge and application of City policies and procedures, State and Federal employment related laws and guidelines, and applicable collective bargaining agreements.
• Facilitates the research, development, implementation and communication of related Human Resources procedures and policies.
• Makes recommendations for changes to Director as necessary.
• Assists the Director in the assessment of City organizational development needs.
• Identifies current and future employee skills needs based on information gathered from employee interviews, surveys, workforce trends, and other research to inform training recommendations that are needed or require enhancement.
• Develops and facilitates training for leadership and employees as necessary.
• Works with relevant City content experts and vendors to design, develop and deliver training programs, course plans and materials.
• Works collaboratively with HR team members in evaluating and improving current programs, policies and processes as well as recommending and developing new HR department programs and initiatives.
• Participates in the planning and delivery of employee-focused programs that enhance the City's work culture and employee engagement which may include employee recognition, the wellness program and safety program; presents new ideas and innovations for employee program development and enhancement.
• Serves as the HR department representative to assigned boards or committees with duties that may include researching topics, developing meeting agendas, preparing reports and recommendations, monitoring compliance and working with external vendors and/or other agencies.
• Maintains confidentiality of all work-related issues, employee records and City information.
• May administer other HR department programs as needed.
• Provides work direction, guidance and technical assistance to other human resources staff as required.
• Provides backup to other human resources staff as needed.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior