Job Description
This position is anticipated to be filled as a Human Resources Partner II with a hiring range of $67,554.48 to $84,443.09 annually.
If an applicant is chosen that meets the Human Resources Partner I qualifications, the hiring range will be $60,123.24 to $75,154.05 annually.
Position Overview : The HR Partner I and II positions are responsible for supporting and advising on human resources management across a variety of departments and services. These positions provides professional and tactical service delivery in one or more functional areas below to support the delivery of HR functions, promote employee engagement, ensure compliance with relevant laws, and assist with the development of HR initiatives that align with the organization's goals. While the specific duties and levels of responsibility may vary slightly between HR Partner I and HR Partner II, both positions focus on fostering positive relationships between management and employees.
Preference will be given to candidates with documented experience in full cycle recruiting using NEOGOV. Key Responsibilities : HR Partner I (Entry-Level/Intermediate) Employee Relations: - Assist in managing day-to-day employee relations issues, including conflict resolution, grievance handling, and disciplinary actions.
- Provide guidance to employees and managers on HR policies and procedures.
Classification/Compensation :
- In partnership with Team Leader, conducts job analysis of newly established and updated position descriptions. May assist managers in creating initial draft position descriptions.
- Updates and maintains existing, new and updated position descriptions for alignment with SLCBOCCs classification/position structure.
- Implements and communications approved pay ranges for reviewed position description.
- Assists in periodic evaluation and assessment of classification/compensation policies, structures and practices to make sure they align with organizational objectives and comply with legal requirements. Makes recommendations as needed.
- Answers classification/compensation-related questions from managers and employees.
Recruitment & Staffing: - Supports and facilitates approved comprehensive recruiting strategy which includes but is not limited to: consultation with hiring managers, drafting job descriptions, creation and placement of job announcements, screening application materials, participating in the interview process, negotiating employment offers, assisting with on-boarding, and all other general recruiting activities.
- Ensure compliance with County hiring practices and affirmative action requirements.
Onboarding & Orientation: - Coordinate onboarding activities for new hires, including orientation sessions, benefit enrollments, and training schedules.
- Ensure smooth integration of new employees into the local government structure.
Training & Development: - Assist with identifying training needs and coordinating professional development programs for employees.
- Help track employee development and career progression.
HR Administration: - Maintain employee records, ensuring accuracy and compliance with privacy laws.
- Assist in payroll processing and benefits administration.
- Support the maintenance of HR databases and reporting systems.
Compliance & Policy Implementation: - Stay informed of local, state, and federal labor laws to ensure HR practices comply with all regulations.
- Assist in the development and implementation of HR policies and procedures.
HR Partner II (Advanced-Level) Employee Relations: - Manage more complex employee relations issues, including high-level conflict resolution, investigations, and grievance proceedings.
- Advise senior management on HR-related matters and act as a trusted advisor on sensitive employee matters.
Recruitment & Talent Acquisition: - Oversee recruitment processes for more senior and specialized roles.
- Collaborate with department heads to define job requirements and develop talent acquisition strategies.
- Provides training and guidance on recruitment processes, interviewing techniques, and hiring best practices.
Workforce Planning & Organizational Development: - Works with Team Leader and management to align SLCBOCCs priorities with its workforce, by identifying current and future organizational structures and performing gap analysis.
- Assists in coordination and implementation of approved strategies to transition the workforce from current to align with SLCBOCC strategic initiatives in compliance with legal mandates to maximize existing people programs and systems.
- Recommends new or suggests improvements to existing people initiatives and systems.
Policy Development & Strategic HR Planning: - Develop, implement, and evaluate HR policies, programs, and strategies in alignment with organizational goals and compliance requirements.
- Lead change management efforts related to HR initiatives and workforce restructuring.
Training, Performance Management & Employee Engagement: - Lead the development and delivery of employee training programs.
- Oversee performance management systems, including annual performance reviews and employee goal-setting.
- Design and implement employee engagement programs to improve workplace morale and retention.
HR Analytics & Reporting: - Collect and analyze HR data to identify trends and improve decision-making.
- Provide regular HR reports to management, including turnover rates, diversity statistics, and recruitment metrics.
Compliance & Risk Management: - Ensure compliance with federal, state, and local labor laws and regulations (e.g., FMLA, ADA, FLSA, EEOC).
- Conduct audits and risk assessments of HR practices to minimize legal exposure.
PHYSICAL REQUIREMENTS: Ability to lift and carry up to 10 pounds occasionally. Primarily involves sitting, with occasional walking or standing. Requires the ability to use a computer or other equipment while seated for extended periods. May involve fine motor skills for tasks such as typing or handling small items.
ENVIRONMENTAL CONDITIONS AND WORK HAZARDS: Work is primarily conducted in a climate-controlled office setting; however, position may require occasional or frequent travel throughout the County to various departments depending on assignment. The role requires prolonged periods of sitting and extensive use of computers and other office equipment, which may lead to eye strain and repetitive motion injuries. Employees may frequently engage in meetings and teamwork, requiring effective communication in shared spaces. There may be occasions when work is required to be done outside of normal business hours based on operational need and management discretion.
SUPPLEMENTAL INFORMATION: This job description is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills or working conditions associated with the position. While it is intended to accurately reflect the position activities and requirements, Management reserves the right to modify, add or remove duties and assign other duties as necessary that are a logical assignment to the position.
EMERGENCY RESPONSE/RECOVERY ACTIVITIES: County employees are considered essential personnel in providing and continuing services to our community during and following a disaster, such as a hurricane, or in other emergency situations. As a requirement of County employment,County employees are subject to being required to remain at work during an event, respond to a recall immediately following an event and/or immediately reporting to work when an all clear is declared by theCounty Administrator. During these types of events, County employeesmay temporarily be assigned to work and perform duties outside the normal scope of their position, location, and work schedule to fit the needs of the County and its citizens.
ADA STATEMENT: A qualified employee or applicant with a disability may be afforded a reasonable accommodation to perform the essential job functions of a position in compliance with the Americans with Disabilities Act.
EEO STATEMENT: St. Lucie County BOCC is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We encourage all qualified candidates to apply.
Qualifications: Candidates should possess a solid foundational background that demonstrates their ability to engage with the responsibilities of the role effectively.
HR Partner I (Entry-Level/Intermediate): - Bachelors degree in Human Resources, Business Administration, Public Administration, or a related field preferred. A comparable combination of education and experience relevant to the position will be considered.
- 1-3 years of experience in an HR or administrative support role, preferably in a government or public sector setting.
- Familiarity with local government policies, HR principles, and employment law.
- Strong communication and interpersonal skills, including the ability to communicate and present written information clearly and professionally.
- Proficiency in Microsoft Office Suite and HR software with the ability to learn new applications.
- Basic project management skills.
- Flexibility and adaptability to change with skill in prioritizing work.
- HR-related certifications through HRCI, SHRM and/or PSHRA preferred.
HR Partner II (Advanced-Level): In addition to the qualifications outlined above, the following applies:
- 3-5 years of progressively responsible experience in human resources, preferably within the public sector or local government environment.
- In-depth knowledge of employment laws, public sector HR policies, and best practices.
- Experience in managing complex HR issues, including investigations, performance management, and organizational development.
- Strong leadership, problem-solving, and decision-making skills.
- Advanced level experience with HR systems, analytics, and reporting.
Pay Grades G202, G204
This position requires a physical, drug testing, driver's license verification and level 1 background screening.
This is a non-union position.
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Job Tags
Local area, Immediate start,