Human Resources Business Partner

Position Description

Act as a strategic business partner and change agent in advising management in designated operating units on aligning business objectives with employee and management goals. Assist leadership developing and maintaining a productive, focused City culture through the engagement, care and growth of its human capital resources. Advise leadership, supervisors, managers and employees on policies and procedures that direct and govern the employment relationship. Serve as a consultant to all levels of employees on a variety of human resource initiatives and topics seeking to develop and implement integrated solutions on human resources related issues to foster enterprise success.

Work Location
This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office.

Job Duties and Responsibilities

Employee Relations Administration and Guidance

• Provide day-to-day performance management guidance on human capital matters to all levels of management including but not limited (coaching, counseling, career development, progressive discipline and disciplinary actions up to and including separation of employment). Provide recommendations for employee disciplinary issues.
• Provide consultation to employees and management on complex employee issues including but not limited to allegations of misconduct, reasonable suspicion drug and alcohol testing, fitness for duty examinations, ADA accommodation requests, leave of absence inquiries, investigative procedures, identifying legal risks associated with actions or non-action, etc.
• Lead investigations into allegations of misconduct and/or violations of the ethics code of the City of Minneapolis and report back to the Ethics Officer on results of the investigation.
• Compare and evaluate possible courses of conduct and decide after the various possibilities have been considered, and act or put forward a recommendation.

Policy and Procedure Administration and Guidance

• Consult with management to provide ongoing strategic HR guidance in the areas of succession planning, organizational design and development, team effectiveness, change management, leadership development, employee engagement and other related areas.
• Provide Human Resources policy, collective bargaining agreement guidance and interpretation to all employees.
• Ensure compliance with and maintain knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
• Assure employee privacy is maintained by being knowledgeable and following HIPAA privacy, security regulations and state and federal data privacy regulations, and maintain confidentiality.
• Leads the interactive process conversations with employees, evaluating potential accommodations and solutions to meet employees' needs for assigned business unit.
• Formulate, affect, interpret, or implement management policy/procedure.

Workforce Solutions

• Provide business unit leaders with workforce analytics to drive business decisions that impact human capital resource including but not limited to, recruitment and selection, retention of employees, removing barriers to employment in order to attract and retain employees who represent the community.
• Oversee and ensure proper and fairness of staffing and selection process in accordance to Civil Service Rules, laws and regulations.
• Support succession plans for key talents and key job positions and plan for key departures in order to provide knowledge transfer.

Human Resource Operations

• Serve as a liaison to all other divisions within Human Resources for assigned business units.
• Serve as a representative of management on labor relations negotiating teams, in grievance processes, in civil service appeals, and other similar forums.
• Serve as a liaison between the assigned business units and the FMLA Administrator in analyzing, tracking and following up on employees' leaves of absences.
• Prepare a variety of reports by collecting, analyzing, and summarizing data and trends.
• Manage client expectations by communicating project status and issues; resolving concerns; analyzing time and cost issues; preparing reports.
• Develop integrated solutions, communicating needs proactively with HR department and business management, and deliver excellent customer service.
• Provide data to HRTS team and HRIS reps in order to ensure timely updates in HRIS for employee changes.
• Represent the organization in handling complaints, arbitrating disputes or resolving grievances, appealing decisions, and/or in lawsuits.
• Participate in legal proceeding (I.e. participating in mediations, depositions and serving as witness in court on behalf of the City of Minneapolis), as required.
• Oversee timely updates and accuracy of employee personnel and medical files.
• Respond to all Human Resource or employee related data requests for information in assigned customer departments.
• Write/Prepare letter of agreements between the City and bargaining units for Director of Labor Relations as it pertains to certain employment actions such as, probation extension, redlining salary, temporary work extensions, etc.
• Partner with City Attorney to prepare responses to legal inquiries, including but not limited civil right and EEOC claims, etc.
• Participate/Represent HR on City or departmental committees
• Partner with outside vendors/organizations to drive and accomplish strategic goals of Human Resources and/or business units.
• Oversee and manage the performance appraisal process to assigned business units.

Change Management

• As a strategic business partner, advising employees, supervisors, managers and department heads and other executive leaders in assigned business units, on aligning business objectives with employee and management goals, and serving as a consultant to all levels of employees on a variety of human resource initiatives and topics.
• Formulate partnerships across HR and in the business units assigned to facilitate the delivery of value added advice to management and employees that reflect the business objectives of the City.
• Challenge the organizational structure of the internal assigned unit and propose changes.
• Act as change agent and performance improvement driver and provoke positive changes in people management.
• Enhance department and organization reputation by accepting ownership for decisions and accomplishing new and different requests.

Diversity, Equity and Inclusion

• Provide quality services in a work environment reflecting teamwork, mutual respect, inclusion and equity.
• Lead, promote and participate in City and/or departmental diversity, equity and inclusion initiatives.
• Partner with assigned departments in compliance and supporting workforce equity, diversity and inclusion objectives so that equal opportunity is ensured for all current and prospective employees and all employees are treated with sensitivity and dignity with respect to their particular cultural values and individual differences.

Training and Development

• Identify training needs for assigned business units and individual leadership coaching needs.
• Collaborate with HR partners to develop and deliver targeted and valid training programs in a variety of topics and participate in the evaluation and monitoring the success of training programs.
• Deliver and facilitate training to City employees at all levels.

Business Partner

• Conduct and/or participate in regular meetings with respective business unit leaders.
• Participate in planning long- and short-term business objectives
• Provide excellent customer service, suggestions, and solutions to customers and their business problems and needs.
• Work closely with management and employees to improve work, engagement and morale.
• Act as a strategic business partner to departments and contribute to planning for annual budgets, Results Minneapolis presentations, and in communications with Council/ the Mayor.
• Maintain job knowledge, including knowledge of clients' business and operation needs, by proactively seeking information, participation in educational opportunities, reading professional publications, networking, and by participation in professional organizations.
• In partnership with business partner, develop effective onboarding programs for newly hired employees of all levels, including executive leadership.

Team Leadership and Management

• Recruit, lead, manage, train, supervise, recognize, and develop department staff and direct reports to achieve established objectives.

Other

• Provide support to employees and supervisors while employees are out on a leave of absence, Worker's Compensation, or other types of leave.
• Analyze trends in collaboration with Worker's Compensation and other data in order to provide solutions to employees' injuries or illnesses.

WORKING CONDITIONS
Normal office environment.
Required Qualifications

Minimum Education
Bachelor's Degree in Human Resources or related area of study.

Minimum Experience
Five years of related experience providing strategic performing operational support, recruiting, handling complex employee relations, training and organization development and/or similar job duties as described above. Must have experience working with multiple business lines/units. Must have prior experience in managing human resources activities for an organization and the ability to work both up and across organizations to accomplish objectives. Reasoning and problem-solving skills.

Preferred Qualifications
At least one year of supervisory experience.
Experience working in a public sector and union environment.
PHR, SPHR, or IPMA-CP/SCP certification, preferably within one year.

Selection Process
The selection process will consist of one or more of the following steps: a rating of relevant education and experience and/or an oral examination (100%). It is important that your application show all the relevant education and experience you possess. This information will be used to determine which candidates will proceed in the selection process. A submitted application is also used to verify the answers to any supplemental questions. Only those candidates who attain a passing score (70%) on each step in the selection process will be placed on the eligible list. The City of Minneapolis Human Resources Department reserves the right to limit the number in any phase of the selection process.

Background Check
The City has determined that a criminal background check and/or qualifications check may be necessary for certain positions with this job title. Applicants may be required to sign an informed consent form allowing the City to obtain their criminal history and/or verify their qualifications in connection with the position sought. Applicants who do not sign the informed consent form will not be further considered for the position.

Union Representation
This position is non-represented by a collective bargaining agreement.

Eligible List Statement
The names of applicants who meet minimum qualification and who pass the screening process shall be placed on the eligible list for employment consideration. This list will be certified to the hiring manager who may use the list to fill a vacancy of the same job title. This eligible list will expire two months after it has been established.

Interview Selection
The hiring authority reserves the right to determine the maximum number of candidates to interview from the established eligible list. If the hiring authority decides to interview other than by exam score order, they may select additional people to interview based on a candidate's education or experience related to the field, work history, or skills uniquely related to the operational needs of the position.

Knowledge, Skills and Abilities

Strong HR Knowledge

• Knowledge of multiple human resource disciplines including, but not limited to: compensation and classification practices, organizational design, employee and union relations, ADA, diversity and inclusion and equity efforts, performance management, interpersonal communication, conflict resolution, Federal, State and Municipal respective employment laws.
• Considerable knowledge of and the ability to apply laws and current best practices relative to human resources management.

Excellent Customer Focus

• Excellent consulting skills, and the ability to identify and anticipate client needs, and make recommendations for implementation.
• Good perspective of client's business and operation needs: and an understanding of customer Department business functions, including an effective level of business literacy about each assigned business unit's financial position, its strategic plans, and its culture.
• Excellent interpersonal, analytical, creative, and negotiations skills, and ability to build strong and trusting relationships to facilitate achieving results.
• Self-direction and motivational skills.

Demonstrated Organizational and Prioritization Skills

• Strong organizational and project management skills.
• Ability to initiate and prioritize multiple projects and programs.
• Ability to multi-task, and deal with competing priorities.

Communicates Effectively

• Strong written, oral communication and presentation skills.

Manages Complexity and Quality Decisions

• Strong conflict management skills.
• Able to manage complexity, work under pressure and maintain professional composure.
• Good decision making and problem-solving skills.

Culturally Agile Leader

• Strong multi-cultural skills and ability to communicate with all levels and employees in the organization.
• Demonstrated ability to work with people of diverse backgrounds, cultures, and perspectives.

Administration

• Good knowledge of Microsoft Office Suite.

As the largest and most vibrant city in the state, Minneapolis depends on purposeful, dedicated and innovative employees. Minneapolis has a large variety of careers for people of all experiences and backgrounds who come together for a singular purpose-serving the residents, businesses and visitors of Minneapolis.

The City of Minneapolis is proud to be an Equal Employment Opportunity and Affirmative Action employer.

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