Human Resources Business Partner

Overview

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.

Interviews are scheduled for the 2nd of February and Final Round interviews are scheduled for the 4th and 5th of February. This position may be eligible for flexible work arrangements, including hybrid work with some days working remotely and some days working in the office. The City of Minneapolis does not sponsor applicants for work visas.

• Employee Relations Administration and Guidance:
  Provide day-to-day performance management guidance on human capital matters to all levels of management including 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 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.
• Evaluate possible courses of conduct and provide recommendations as appropriate.

• Policy and Procedure Administration and Guidance:
  Consult with management to provide ongoing strategic HR guidance in 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. Assure employee privacy by following HIPAA privacy, security regulations and state and federal data privacy regulations, and maintain confidentiality. Lead 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 resources including recruitment and selection, retention of employees, removing barriers to employment to attract and retain employees who represent the community. Oversee and ensure fairness of staffing and selection processes in accordance with Civil Service Rules, laws and regulations. Support succession plans for key talents and key job positions and plan for key departures to provide knowledge transfer.

• Human Resource Operations:
  Serve as a liaison to all other divisions within Human Resources for assigned business units. Represent management on labor relations negotiating teams, in grievance processes, in civil service appeals, and other forums. Liaise between business units and the FMLA Administrator for leaves of absence. Prepare 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 and deliver excellent customer service. Provide data to HRTS team and HRIS reps for timely HRIS updates. Represent the organization in handling complaints, arbitrating disputes or resolving grievances, appealing decisions, and/or in lawsuits. Participate in legal proceedings as required. Oversee timely updates and accuracy of employee personnel and medical files.
  
  Respond to HR or employee data requests in assigned departments. Prepare letters of agreements with bargaining units for employment actions. Partner with City Attorney on responses to legal inquiries. Participate/Represent HR on City or departmental committees. Partner with outside vendors/organizations to drive HR and business unit goals. Oversee and manage the performance appraisal process for assigned business units.

• Change Management:
  Advise employees and leaders on…