Senior Human Resources Business Partner

J  o  b    D  e  s  c  r  i  p  t  i  o  n

Job Information

Title:

Senior Human Resources Business Partner

Market Range:

MR20

Approved Date:

5/30/2023 11:04:40 AM

FLSA:

Exempt

EEO Code:

PROFESSIONALS

Career Level:

P3

Career Level Description:

Professional Level 3

Job Code:

100952

Job Family:

Human Resources

Sub Family:

General Human Resources

Primary Purpose

Collaborates with leadership and managers in the assigned Wake County department(s) to provide human resources leadership, consulting, administration and management. Responsible for aligning business objectives with employees and management in designated department(s). The Senior HRBP maintains an effective level of business literacy about departmental budgets, mid and long term plans, cultures, and competition to help managers with recruitment and retention, classification and compensation, benefits, employee engagement, and policies and procedures. 

•

Functions as a generalist for a broad variety of county partners supporting the areas of talent acquisition, classification, compensation, and benefits in partnership with the Central Human Resources Office. Meets with managers and provides HR policy guidance and interpretation

1

30%

•

Builds relationships with department leaders to offer thought leadership on organizational and people-related strategy and execution

2

30%

•

Utilizes data to strategically identify gaps, determine root causes, and propose and implement changes to drive improvement

3

15%

•

Participates in county-wide programs and initiatives (e.g., salary reviews, workforce planning, succession planning, change management, talent management and organizational change) in conjunction with the Central Human Resources Office and other Human Resources Business Partners

4

15%

•

Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention

5

5%

•

Maintains professional and technical knowledge of the field through professional development

6

5%

Position(s) may perform other duties in addition to the above as assigned by management.

*IMPORTANT* In the event of an emergency, as determined by the County Manager or designee, participation in preparedness and response operations should be expected. Employee may be required to fill a temporary assignment in a role different from standard duties, work hours and/or work location in preparation for, during and after the emergency. Employee may also be required to participate in relevant exercises and regular preparedness training.

Career Level Dimensions

Career Level:

P3

Career Level Description:

Professional Level 3

•

Plans and manages projects that have significant impact on Work Group and Division results OR works as a technical expert within a Medical or Scientific Discipline.

•

Shares insights and analyses that inform new processes, and/or operational plans.

•

Responsible for making improvements in processes, systems, or standards to enhance performance of the Work Group.

•

Works to influence parties within and outside of the Work Group and Division regarding projects and procedures.

•

May be responsible for providing guidance, coaching and training to other employees within the Work Group.

•

Requires advanced knowledge of the Work Group and Division typically obtained through advanced education combined with experience. May have practical knowledge of project management.

•

Within Medical or Scientific Disciplines, typically requires a doctoral degree.

Qualifications

•

Bachelor's degree in Human Resources Management, Public Administration, Business Administration or a related field

•

Four years of experience as a Human Resources Manager, Human Resources Business Partner or equivalent role(s)

•

Equivalent education and experience are accepted

•

Relevant experience in public or nonprofit sector

•

Professional experience in a Senior HR Manager role

•

Experience working with senior C-Suite leadership

•

Ability to analyze quantitative and qualitative data points and influence leaders

•

Ability to act with decisive leadership to propose solutions others are reluctant to address, and work in the face of resistance for the business's best interests

•

Proven customer service skills evidenced through a passion for innovative HR solutions and process improvement

•

Demonstrate strong communication and interpersonal relationship management skills with all levels of employees

•

Fluent in navigating all areas of business with confidentiality, tact, discretion, and professionalism

•

Proactive, responsive, and prioritize and manage competing priorities effectively

An individual must be able to perform each essential duty satisfactorily to perform this job successfully. The requirements listed above are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Competencies

Adaptability & Flexibility

Changes behavioral style or method of approach when necessary to achieve a goal; adjusts style as appropriate to the needs of the situation. Responds to change with a positive attitude and a willingness to learn new ways to accomplish work activities and objectives.

Communication

Creates an atmosphere in which timely and high-quality information flows smoothly up and down, inside and outside of the organization; encourages open expression of ideas and opinions.

Customer Service

Balances interests of a variety of clients, and readily readjusts priorities to respond effectively to pressing and changing demands for information, advice and assistance.  Anticipates and meets the needs of clients; achieves quality end products; and commits to continuous improvement of services.

Enforcing Laws, Rules & Regulations

Enforces governmental laws, rules, and regulations, and initiates enforcement actions in a way that the public perceives as fair, objective, and reasonable.

Interpersonal Skills

Treats others with courtesy, sensitivity, and respect.  Considers and responds appropriately to the needs and feelings of different people in different situations.  Perceives, assesses, and positively influences one's own and other individuals’ emotions.

Problem Solving

Builds a logical approach to address problems or opportunities or manage the situation at hand by drawing on one's knowledge and experience base, and calling on other references and resources as necessary.

Integrity

Act with honesty, transparency and respect in our interactions with co-workers and those we serve. Adhere, without exception, to laws, policies, procedures and professional standards.

Accountability

Establish high-quality standards for work. Add value. Measure results and hold self and others accountable for making progress toward desired outcomes. Take a logical and data-driven approach to decision-making.

Diversity

Believe that different backgrounds and experiences strengthen the organization and produce better results. Value inclusion across race, gender, age, religion, identity and experience, and strive to reflect in our workforce the diversity of our community.

Collaboration

Foster a work culture in which different ideas and opinions are encouraged and expected. Listen carefully and speak thoughtfully. Work together toward shared goals with mutual respect and cooperation.

Continuous Improvement

Continuously improve work processes and products. Provide a safe environment to be innovative and creative and try new things. When things don't go as planned, use it as an opportunity to learn, regroup and begin again. Provide time and resources for individuals to grow and develop both personally and professionally.

Wellness

Take proactive steps to be physically fit and healthy, emotionally strong, financially secure and socially fulfilled, while inspiring and empowering others to do the same.

Service Orientation

Commit to making a difference within the community. Actively engage in and enjoy our work. Deliver services that exceed expectations, with courtesy, politeness and sensitivity to the experiences, concerns and feelings of all co-workers and customers.

ADA Checklist

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions

Standard ADA Selection:

Office Environment

Standing

X

Walking

X

Sitting

X

Lifting/Carrying 0-10 pounds

X

Lifting/Carrying 10-20 pounds

X

Lifting/Carrying 20-50 pounds

X

Lifting/Carrying 50-100 pounds

X

Pushing

X

Pulling

X

Climbing

X

Balancing

X

Stooping

X

Kneeling

X

Crouching

X

Crawling

X

Reaching

X

Handling

X

Grasping

X

Fingering

X

Feeling

X

Talking

X

Hearing

X

Visual Perception

X

Repetitive Motions

X

Eye/Hand/Foot Coordination

X

Memorization/Concentration

X

Learning/Knowledge Retention

X

Preparing/Analyzing Numerical Figures

X

Use of Interfaced Commmunication Devices (Phone, Computer, Radio etc.)

X

Analyzing/Examining/Testing Data

X

Emotional/Behavioral Self-Regulation

X

Interacting with Others

X

Comprehension

X

Organization

X

Decision Making

X

Comprehension

Understand complex problems and collaborate to explore alternative solutions

Organization

Organize and prioritize individual work schedule to manage multiple tasks and/or projects

Decision Making

Make decisions that have an impact on the immediate work unit's operations and/or services

Communication

Communicate in-depth information for the purpose of interpreting and/or negotiating

Extreme cold

X

Extreme heat

X

Humid

X

Wet

X

Noise

X

Hazards

X

Temperature Change

X

Atmospheric Conditions

X

Vibration

X

Computers/Monitors

X