Job Description
JOB SUMMARY
The HRBP is responsible for aligning business objectives with employees, Directors and City Management, in designated business departments. The position serves a consultant to Directors on human resource-related issues. The successful HRBP acts as an employee champion and change agent, the role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business Directors and City Management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to Directors and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.
COMPETENCIES:
Ethical Practice
Critical Thinking
Time Management
Problem Solving
Communication
Consultation
Global & Cultural Awareness
HR Expertise
Relationship Management
KEY FUNCTIONS/KNOWLEDGE/SKILLS:
Knowledge of an extensive body of rules, procedures, or operations; specialized skills that may be technical or non-technical, such as research and analytical skills, composing non-routine documents and letters, ability to use software in complex applications.
Participate weekly meetings with respective business units/departments.
Consults with line management, providing HR guidance when appropriate.
Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
Ensures all administrative HR functions and processes are completed which include administration of all relevant employee documents such as, Personnel Action Notices, Memos, I-9s, New Hire reports with Attorney General, W-4's, policy acknowledgements, FMLA, and employee creation and update employee files on electronic filing system.
Provides HR policy guidance and interpretation.
Develops agreement terms for new hires, promotions, and transfers.
Promote and publishing internal promotions for employees.
Ensuring information accuracy and routing PANs through appropriate approval levels.
Job Descriptions Updates.
Processes requisitions.
Ensures Job Titles are updated on pay matrix.
Provides customer service to internal and external individuals.
Schedules and participates in interviews.
Provides explanations of Benefits (Medical, Insurance & Retirement) to current and new employees.
Participates with job fairs.
Involved with the hiring process.
Publishing Vacancies, including promote and publishing internal promotions for employees.
Conduct exit interviews and draw learnings to influence ongoing improvement.
Performs other duties as assigned.
Education and Experience
Master"s degree plus one year of experience, or bachelor"s degree plus three years of experience, or high school graduation or GED plus seven years of experience.
Special Certifications and Licenses
Valid Texas Driver"s License.
Independence and Judgement
Noticeable judgment; must plan for long-term; must recognize and resolve problems and situations through appropriate means applying specific types of procedures to issues without indicated guidance or destination, addresses issues that need attention, etc.; involves freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.
Initiative and Ingenuity
General guidelines: requires a lot of interpretation and non-standard responses to varied situations; must figure out where to go for solutions (not all sitting there in procedures manual); must take multiple factors into account; some control over priorities.
Supervisory and Responsibility
Lead person in small work group; does not specifically assign work but is looked to for guidance.
Financial Responsibility
Prepares payroll; reconciles bank accounts.
Level and frequency of Outside Contacts
Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive iss
Physical Demands
Office job with little or occasional light physical effort
Responsibility for Equipment and Property
Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office
Working Conditions
Office job, no adverse conditions.
Other Requirements
The City of Brownsville requires all employees to successfully pass a Drug & Alcohol examination and a Background Check.
ADA Requirements
The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.
Benefits
The City of Brownsville participates in a generous retirement plan with retirement opportunities available at 5 years of service at age 60 or 20 years of service at any age. The City has an exceptional employee and family medical, dental and life insurance plan. Employees may also contribute to deferred compensation plans from Equitable and supplemental insurance plans from AFLAC and Colonial Life. Full time employees have the opportunity to accumulate 10 sick days and 10 annual days per year. Additionally, the City of Brownsville observes 12 holidays annually and two (2) floating holidays.
EEOC Statements
The City of Brownsville does not discriminate based on race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.