HR Business Partner

Found in: beBee jobs US - 2 weeks ago

Saint Paul, Minnesota, United States Metropolitan Council Full time

WHO WE ARE

We will NOT review resumes or cover letters for this position, so please don't attach them. You may still attach DD-214 forms, however, if a veteran and applicable.

This position is eligible for a hybrid (both remote and onsite) telework arrangement, currently 80% remote, 20% onsite in St Paul, Minnesota. Candidate's permanent residence must be in Minnesota or Wisconsin.

We are the Metropolitan Council, the regional government for the seven-county Twin Cities metropolitan area. We plan 30 years ahead for the future of the metropolitan area and provide regional transportation, wastewater, and housing services.

We are committed to supporting a diverse workforce that reflects the communities we serve.

Human Resources works with all divisions of the Metropolitan Council to provide proactive solutions for the Council's workforce needs in the areas of recruitment, hiring, labor relations, benefits, training, organizational development, occupational health, and wellness.

How your work would contribute to our organization and the Twin Cities region:

The Human Resources Business Partner (HRBP) is a lead level position within Human Resources. The HRBP serves as the senior subject matter expert for assigned business units and is the first point of contact for managers related to all HR Services. The primary focus of the position is to serve as a strategic partner aligning business objectives with employees and management in specific business units.

  • Strategic partnerships: Work with Council leaders to identify and address priority strategic issues around human capital, labor environment and work culture.
  • Address Council human capital needs: As the Council grows and changes, Human Resources will recruit, retain, and develop a skilled, diverse workforce with fair and competitive compensation and benefits making the Council an employer of choice among public employers.
  • Operational efficiency, effectiveness, and accountability: Set a high standard for HR customer service and communication. Ensure delivery on key accountabilities through work planning and project management. Maximize HR technologies for greater efficiency.
  • Provide consultation: Bring the right people together to resolve issues.
  • Provide timely, accessible, relevant employee information and communication.

What you would do in this job
  • Provide HR consultation and serve as the initial point of advice, problem resolution and facilitation to assigned departments in the areas of job classification, compensation, employee relations, organizational and employee development, talent acquisition, HR technology, and diversity and inclusion.
  • Partner with other HR subject matter experts (labor relations, learning and organizational development, occupational health, compensation staff) to integrate the delivery of HR services and programs.
  • Proactively identify opportunities for improvement; develop and implement innovative solutions to assigned business units.
  • Review and respond to complaints as appropriate, which may include conducting investigations into alleged employee misconduct.
  • Participate in and may lead HR related projects.

What education and experience are required for this job (minimum qualifications)

Any of the following combinations in completed education (degree field of study in Human Resources, Industrial Relations, Public Administration, or closely related field)AND experience (in human resources providing consultation to managers and supervisors in the areas of job classification, compensation, employee relations, organizational and employee development, talent acquisition, HR technology, and diversity and inclusion):

  • A high school diploma/GED and nine or more years of experience
  • An Associate degree and seven or more years of experience
  • A Bachelor's degree and five or more years of experience
  • A Master's degree and three or more years of experience
What additional skills and experience would be helpful in this job (desired qualifications):
  • Public sector human resources experience in a multi-union environment
  • Experience working with job classification and job evaluation, preferably the Hay methodology of job evaluation
  • SPHR, SHRM-SCP, or IPMA-CP certification
  • Experience promoting an equitable, positive, and respectful work environment that values culture and diversity among all employees
What knowledge, skills and abilities you should have within the first six months on the job:
  • Knowledge of human resources practices and principles
  • Knowledge of job classification and evaluation principles
  • Knowledge of federal and state laws and regulations pertaining to human resources management in the public sector
  • Skilled in HRMS systems, including HRIS, Learning Management Systems, Applicant Tracking, Onboarding and Performance Management systems for managing human resources processes
  • Skilled in Microsoft Office applications
  • Analytical, problem solving and project management skills
  • Skilled in conflict resolution
  • Ability to plan, organize and manage work responsibilities
  • Ability to interpret and apply organizational policies and procedures
  • Ability to provide clear and effective written and verbal communications
  • Ability to develop effective, collaborative working relationships and gain the confidence and trust of key customers and stakeholders
What you can expect from us:
  • We offer the opportunity to make a difference and positively influence the Twin Cities metropolitan area.
  • We encourage our employees to develop their skills through on-site training and tuition reimbursement.
  • We provide a competitive salary, excellent benefits and a good work/life balance.

Additional information

Union/Grade: Non Represented Plan / Grade I
FLSA Status: Exempt
Safety Sensitive: No

What your work environment would be:
This position is eligible for a hybrid (both remote and onsite) telework arrangement. The candidate's telework location must be in Minnesota or Wisconsin. Work may sometimes require travel between your primary work site and other sites within the Metro area.

What steps the recruitment process involves:

  • We review your minimum qualifications.
  • We rate your education and experience.
  • We conduct a structured panel interview.
  • We conduct a selection interview.
Once you have successfully completed the steps above, then:

If you are new to the Metropolitan Council, you must pass a drug test (safety sensitive positions only), and a background check which verifies education, employment, and criminal history. A driving record check and/or physical may be conducted if applicable to the job. If you have a criminal conviction, you do not automatically fail. The Metropolitan Council considers felony, gross misdemeanor and misdemeanor convictions on a case-by-case basis, based on whether they are related to the job and whether the candidate has demonstrated adequate rehabilitation.

If you are already an employee of the Metropolitan Council, you must pass a drug test (if moving from a non-safety sensitive position to a safety sensitive position) and criminal background check if the job you're applying for is safety sensitive, is a supervisory or management job, is in the Finance, Information Services, Audit, or Human Resources departments, or has access to financial records, files/databases, cash, vouchers or transit fare cards. A driving record check and/or physical may be conducted if applicable to the position.

IMPORTANT: If you make a false statement or withhold information, you may be barred from job consideration.

The Metropolitan Council is an Equal Opportunity, Affirmative Action, and veteran-friendly employer. The Council is committed to a workforce that reflects the diversity of the region and strongly encourages persons of color, members of the LGBTQ community, individuals with disabilities, women, and veterans to apply. If you have a disability that requires accommodation during the selection process, please email .

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