Senior Human Resource Business Partner

Do you have demonstrated experience serving as a strategic HR partner in complex, highly accountable environments?

The City of Wilmington is seeking a

Senior Human Resources Business Partner (Sr. HRBP) to be a key strategic partner to executive and department leadership across a high impact portfolio that includes the Police Department, City Managers Office, City Clerks Office, and City Attorneys Office. This portfolio requires a strategic HR professional who can effectively support leaders across a range of critical City functions, navigate complex and sensitive workforce matters, and build strong, trusted relationships with executive and department leadership. This position plays a critical role in connecting business needs with comprehensive HR solutions, providing expertise across workforce planning, talent management, employee relations, performance management, organizational development, change management, and employee training.

In addition to serving as a strategic advisor, the Sr. HRBP will take an active role in training and organizational development initiatives and provide recommendations that strengthen leadership capabilities, employee performance, engagement, and organizational effectiveness. The position will work across Human Resources centers of excellence to ensure integrated solutions while maintaining ownership of assigned HR initiatives.

This is an important role within Human Resources that requires strong business acumen, sound judgment, exceptional relationship-building skills, and the ability to translate organizational priorities into effective people strategies and actionable solutions.

## Typical Tasks

• Provide stratgic and consultative HR support within complex and highly accountable departments within an assigned portfolio that includes the Police Department, City Managers Office, City Clerks Office, and City Attorneys Office
• Serve as a trusted advisor to leaders by providing guidance on organizational design, workforce planning, succession planning, and talent management strategies
• Lead workforce planning initiatives by identifying current and future staffing needs, workforce risks, and talent gaps, developing proactive solutions to support operational objectives
• UItilize applicant tracking systems (ATS) to manage job postings, candidate applications, interview workflows, and hiring documentation
• Track and monitor recruitment metrics, including time-to-fill and candidate flow, and identify opportunities to improve hiring outcomes
• Partner with department leadership to identify current and future staffing needs and prioritize hiring efforts
• Ensure consistent and compliant hiring practices across departments, including structured and equitable selection processes
• Support and reinforce performance management practices, including evaluations, corrective actions, and employee development
• Coach and influence managers on employee performance, accountability, and effective supervision practices
• Serve as the initial point of contact for employee concerns and coordinate with Employee Relations on complaints, investigations, and disciplinary matters
• Ensure consistent interpretation and application of Human Resources policies, procedures, and practices across assigned departments
• Coordinate with Compensation and Classification on job design, reclassifications, and compensation-related decisions
• Collaborate with HR Operations to support onboarding, employee transitions, and overall HR service delivery
• Partner with Organizational Development to align training initiatives with organizational priorities to include the creation, facilitation, and delivery of training content when required
• Maintain accurate and timely recruitment and workforce-related data within applicable systems
• Identify workforce trends, risks, and operational challenges and provide recommendations to leadership
• Support organizational hanges, including restructuring efforts, workforce transitions, and role alignment
• Utilize data and workforce insights to inform decision-making and improve workforce outcomes
• Ensure compliance with applicable laws, regulations, policies, and procedures
• Build and maintain effective working relationships across departments and leadership teams
• Identify and implement process improvements to enhance efficiency and effectiveness of HR service delivery across assigned departments
• Lead continuous improvement initiatives that streamline HR processes, improve service delivery, and enhance the employee experience across all city departments
• Mentor and provide guidance to HR Business Partners and other HR professionals to promote consistency, professional development, and HR best practices
• Perform other related duties as assigned