Human Resource Business Partner (HRBP)

The Human Resources Business Partner (HRBP) is a senior-level individual contributor responsible for leading the City’s employee and labor relations program and providing operational coordination across the HR team. Reporting directly to the HR Director, the HRBP manages complex workplace investigations, formal discipline processes, grievance administration, ADA accommodations, and contract interpretation. This role serves as the primary point of contact for supervisors, department heads, and union representatives on employee performance and conduct issues, with special emphasis on public safety and unionized departments.

In addition to labor and employee relations leadership, the HRBP provides functional oversight across HR areas such as benefits, leave, recruitment, onboarding, and classification supporting the work of HR Generalists and Senior Generalists to ensure alignment, compliance, and high-quality service delivery. The HRBP advises the HR Director on policy application, labor strategy, risk mitigation, and cross-functional coordination but does not serve as a policy or benefit plan decision-maker. The HRBP plays a critical role in implementing City HR practices while reinforcing consistency, legal compliance, and professionalism throughout the organization.

• Mentor and coach HR team members and support professional development.
• Other duties as assigned.

KNOWLEDGE, SKILLS, AND ABILITIES
The minimum amount of knowledge, skill, and ability necessary to competently perform the essential functions of the position.

• Conduct and document workplace investigations with legal and procedural rigor; present defensible findings aligned with just cause standards.
• Interpret and apply federal, state, and local employment laws and regulations, including ADA, FMLA, PFML, RCWs, WACs, Title VII, and applicable labor laws.
• Analyze and apply complex collective bargaining agreements; support grievance tracking and response development.
• Facilitate Loudermill hearings and provide recommendations on formal discipline.
• Coordinate ADA interactive processes and ensure consistent application across departments, referring final decisions to the HR Director.
• Oversee complex labor relations issues and serve as a credible liaison to union representatives and department leaders.
• Provide functional leadership and coaching to HR team members, ensuring consistency in service delivery, compliance, and documentation.
• Understand the administrative structure and compliance implications of self-funded benefit plans, including third-party administrator (TPA) roles, stop-loss coverage, plan document interpretation, and regulatory filings.
• Communicate clearly and professionally with all levels of the organization, including managers, legal counsel, and union representatives.
• Work independently and exercise sound judgment in high-risk or sensitive personnel matters.
• Maintain confidentiality, accuracy, and professionalism in all HR functions.

EDUCATION & EXPERIENCE
 Any equivalent combination of education and experience which provides the applicant with the knowledge, skills, and abilities required to perform the job.

• Bachelor’s degree in human resources, Public Administration, or a related field.
• Minimum of 6–8 years of progressive human resources experience, with at least 3 years in a senior-level role focused on employee and labor relations in a public sector environment.
• Experience conducting workplace investigations and managing formal discipline required.
• Experience supporting or leading labor negotiations, arbitration preparation, and grievance administration preferred.
• Public safety and/or Civil Service experience strongly preferred.

• SHRM-CP/SCP or IPMA-HR certification preferred.

• CLRP (Certified Labor Relations Professional) certification preferred.

Work is performed primarily in a standard office environment. The position requires prolonged periods of sitting or standing at a desk, frequent use of a computer, and regular interaction with employees, management, and union representatives. Occasional travel to other City facilities or offsite meeting locations may be required.

Physical Requirements:

• Ability to lift up to 20 pounds occasionally (e.g., files, equipment)

• Sufficient mobility to attend meetings, conduct interviews, and navigate various City worksites

• Visual and auditory acuity to perform essential job functions, including reading documents and participating in meetings and investigations

• Manual dexterity to operate standard office equipment and enter data

Mental and Emotional Requirements:

• Ability to manage high-stress situations, including disciplinary processes, conflict resolution, and complex investigations

• Strong emotional resilience and professional demeanor when handling sensitive or confidential issues

• Ability to maintain objectivity and composure in adversarial or emotionally charged environments

• Sound judgment, critical thinking, and the ability to manage multiple priorities under tight deadlines

• Capacity to engage in sustained concentration, problem-solving, and decision-making

This position may occasionally require extended hours to meet deadlines or attend evening meetings, such as Council sessions, grievance hearings, or labor negotiations.