Sr Partner, Human Resources (Finance)
POSITION TITLE: Sr Partner, Human Resources (Full-Time Regular) (Classified)
REQUISITION #: req7984
DEPARTMENT: Human Resources
LOCATION: 215 OFFICE BLDG
BENEFIT CATEGORY: Classified (Non-CBU) View Classifications & Benefits
EMPLOYMENT TYPE: Full-Time Regular
ANNUAL SALARY RANGE: $70,601.00 - 117,662.00 (Salaries are paid biweekly)
ANNUAL ANTICIPATED HIRING RANGE: $90,000.00 - 105,000.00 (Salaries are paid biweekly)
SELECTION PROCESS: Application deadline is 3:00 p.m. MT on 2/21/2025.
The City of Fort Collins is a bias-conscious employer. We ask that you please avoid the use of photos when submitting a resume and/or an application for employment. You will receive an email acknowledgment when you have successfully submitted an application. Your completed application will be forwarded to the hiring manager. You will be notified if you are selected for further testing or interviews. Please keep your contact information up-to-date. The status of your application will be updated in your applicant profile. Post-offer background check required.
Why Work For the City of Fort Collins?
- Medical, dental, vision (for self, spouse, children) - eligible on the 1st of the month following date of hire
- Paid vacation, paid holidays, sick leave, and additional one-time bank of 40 PTO hours for new, full-time, Classified and Unclassified Management hires
- Retirement + company contributions - after 6 month probation period and immediate vesting
- Flexible spending: Medical expenses FSA, dependent FSA or both
- Employee Assistance Program: counseling, legal, financial assistance
- Life insurance, short-term and long-term disability
- Wellness program, workout facilities
- Employee/family onsite health clinic
- Learning and development opportunities at all levels in the organization with opportunities for career mobility
- Collaborative work environment
Job Summary
The City is seeking a Senior HR Business Partner (HRBP) to join our dynamic Human Resources team. City leaders are charged with enabling the conditions necessary to attract, retain, engage, reward, and develop a diverse workforce within an adaptive, innovative environment where all talent feels a sense of purpose, belonging, and wellbeing to serve our community. The Sr. HRBP will deliver the strategic support and resources leaders need to achieve their talent goals and deliver on City priorities. City leaders may leverage HRBPs in workforce planning, leadership coaching, performance management, labor relations, resource convening, investigations, or any talent goals requiring HR expertise and strategy. Senior HRBPs partner closely with other subject matter experts in Compensation, Talent Acquisition, Talent Development, City Attorney's Office, Equity Office, and other team members to achieve the best outcomes.
A successful HRBP candidate will have an exceptional talent for building trusting relationships and coaching leaders in a complex business environment. The City values innovation, operational excellence, and continuous improvement, bringing frequent and rapid change to our departments. A successful Sr. HRBP candidate will offer adaptability, impeccable judgment, and wisdom when navigating and coaching all levels of employees through meaningful change. The Sr. HRBP should provide a human-centered approach to all employees and challenges, seeking every opportunity to strengthen diversity, equity, inclusiveness, purpose, belonging, and wellbeing among our workforce. The HRBPs have some opportunity to perform work remotely but are often required to be on-site at City facilities to achieve best outcomes. The HRBP team, as well as the larger HR team, values support and collaboration in order to foster a sustainable and fulfilling team culture.
Essential Duties and Responsibilities
The following duties and responsibilities are illustrative of the primary functions of this position and are not intended to be all inclusive.
Strategic Talent Planning
- Partner with leaders to diagnose, analyze, and resolve complex business and talent problems by convening HR subject matter expertise, resources, and metrics.
- Apply best practices in short-term and long-term talent planning strategies including temporary assignments, succession planning, talent development, and more. Co-create talent initiatives with leaders that enable business goals to be met.
- Develop, partner or broker HR services and programs as needed to address re-organizations and other change initiatives within assigned business units.
- Use data analytics to drive talent planning initiatives and decision making.
Coaching & Problem Solving
- Act as trusted advisor to Executives and Sr. Leaders on the topics of talent, performance, and teams. Co-create customized talent interventions, initiatives, and solutions to meet their business needs.
- Coach and develop leaders at all levels in strategies related to performance management, team building, culture, and organizational effectiveness, creating conditions for employees to experience a sense of purpose, belonging, and wellbeing to serve our community.
- Assist in the development of talent plans that align with City goals, priorities, programs, and policies. Leverage and convene internal and external subject matter experts to develop effective talent plans.
- Provide project leadership as needed to city-wide HR initiatives.
- Contribute to updates to City policy in alignment with changing legal and talent trends, impacts, and desired outcomes.
Employee Relations
- Coach leaders on strategies related to performance management, corrective actions, complex medical cases, and employee and labor relations. Conduct investigations in support of City ethics, values, and policies.
- Manage ER caseloads and retain documentation according to City policy and best practices.
- Facilitate due process for classified employees including hearings, grievance, and appeal processes.
- Maintain proficiency in current and emerging employment law topics; apply the legal and risk lens thoughtfully to performance management and corrective action cases.
- Advise leaders in development and growth strategies for improvement where corrective action is required.
- Support leaders in strategies related to team culture and relationships. Leverage external and internal resources for development and facilitation, as needed.
Management Responsibilities
No
City Competencies
- Demonstrated cultural competence to effectively interact, work, and develop meaningful relationships with people of diverse identities, perspectives, and cultural backgrounds.
- Strong learning orientation. Leverages all resources and is creative in ways of learning for self to continue adapting to changing issues and trends.
- A desire and ability to understand the diverse needs of internal and external customers, and to create experiences and deliver services that exceed their expectations.
- A desire and ability to utilize digital tools for organizational information, individual, and teamwork.
- Ability to align self and others to City's mission, vision and values.
- Ability to influence leader self-awareness and behaviors for effective talent outcomes.
- Ability to observe and impact cultural levers that drives organizational success.
- Able to develop and maintain trusted partnerships with employees from diverse backgrounds, professions, industries, and career levels.
- Adept at collaborating with others in a team-based environment, working under pressure, managing competing priorities, meeting deadlines, problem solving, influencing and negotiating in an effective manner.
- Ability to anticipate and proactively address situations, identify opportunities for intervention, respond effectively to the most sensitive inquiries and use outstanding judgement to solve problems.
- Skilled in developing, nurturing and supporting individuals and teams to achieve exceptional results.
- Ability to scale from strategic to tactical as needed.
- Demonstrated business and financial acumen including experience with human capital analytics.
- Able to use data to provide meaningful insights, support and inform recommendations
- Able to evaluate circumstances, assess systems and provide unique, situation-specific solutions.
- Adept at managing conflict, adversity, and controversy to maximize productive resolution and increase buy-in.
- Able to develop methods to assess workforce needs and to support organization design that delivers outstanding results.
- Advanced knowledge of coaching and consulting processes and models.
- Advanced knowledge of applicable State and Federal employment law, demonstrated ability to apply this knowledge and to interpret and apply City policies, and procedures.
- Advanced knowledge of HR technical practices including workplace investigations, corrective actions, conflict resolution, and leader coaching techniques.
- Ability to make effective presentations and to convey information in a clear, understandable and persuasive manner to diverse audiences.
- Strong analytical and problem-solving skills.
MinimumPreferredCollege degree or equivalent work experience. Some positions may require functionally related certification or advanced degrees Bachelor's degree or equivalent in Public Administration, Business Administration, Human Resource Management or related field from an accredited college or university
Experience Requirements
- Minimum seven years experience in human resources, employee relations, or related area; or equivalent combination of education and experience.
Certifications/Licenses/Specialized Training
- SHRM-CP, PHR, or comparable certifications desirable but not required.
Sr Partner, Human Resources
The City of Fort Collins will make reasonable accommodations for access to City services, programs and activities and will make special communication arrangements for persons with disabilities. Please call (970) 221-6535 for assistance.
Notice Regarding Medical and/or Recreational Marijuana Use:
Because the possession and use of marijuana, whether for medical use or otherwise, constitutes a federal offense and because the City is a drug free workplace, the City will not accommodate the medical use of marijuana and enforces written policy prohibiting working for the City while marijuana is in the body. The fact that state law recognizes medical marijuana as a prescribed, or otherwise permitted, medication does not alter or otherwise change this policy.
The City of Fort Collins is an Equal Opportunity Employer. Applicants are considered for positions for which they have applied without regard to race, color, religion, creed, national origin or ancestry, sex, sexual orientation (including perceived sexual orientation), gender identity and expression, disability, age 40 years or older, pregnancy or related condition, genetic information, and, in certain specific circumstances, marriage to a coworker or any other status protected under federal, state, or local law.
BACKGROUND CHECK REQUIRED.
Note: Some information in your application may be public information under the Colorado Open Records Act.Job Summary
The City is seeking a Senior HR Business Partner (HRBP) to join our dynamic Human Resources team. City leaders are charged with enabling the conditions necessary to attract, retain, engage, reward, and develop a diverse workforce within an adaptive, innovative environment where all talent feels a sense of purpose, belonging, and wellbeing to serve our community. The Sr. HRBP will deliver the strategic support and resources leaders need to achieve their talent goals and deliver on City priorities. City leaders may leverage HRBPs in workforce planning, leadership coaching, performance management, labor relations, resource convening, investigations, or any talent goals requiring HR expertise and strategy. Senior HRBPs partner closely with other subject matter experts in Compensation, Talent Acquisition, Talent Development, City Attorney's Office, Equity Office, and other team members to achieve the best outcomes.
A successful HRBP candidate will have an exceptional talent for building trusting relationships and coaching leaders in a complex business environment. The City values innovation, operational excellence, and continuous improvement, bringing frequent and rapid change to our departments. A successful Sr. HRBP candidate will offer adaptability, impeccable judgment, and wisdom when navigating and coaching all levels of employees through meaningful change. The Sr. HRBP should provide a human-centered approach to all employees and challenges, seeking every opportunity to strengthen diversity, equity, inclusiveness, purpose, belonging, and wellbeing among our workforce. The HRBPs have some opportunity to perform work remotely but are often required to be on-site at City facilities to achieve best outcomes. The HRBP team, as well as the larger HR team, values support and collaboration in order to foster a sustainable and fulfilling team culture.
Essential Duties and Responsibilities
The following duties and responsibilities are illustrative of the primary functions of this position and are not intended to be all inclusive.
Strategic Talent Planning Partner with leaders to diagnose, analyze, and resolve complex business and talent problems by convening HR subject matter expertise, resources, and metrics. Apply best practices in short-term and long-term talent planning strategies including temporary assignments, succession planning, talent development, and more. Co-create talent initiatives with leaders that enable business goals to be met. Develop, partner or broker HR services and programs as needed to address re-organizations and other change initiatives within assigned business units. Use data analytics to drive talent planning initiatives and decision making.
Coaching & Problem Solving Act as trusted advisor to Executives and Sr. Leaders on the topics of talent, performance, and teams. Co-create customized talent interventions, initiatives, and solutions to meet their business needs. Coach and develop leaders at all levels in strategies related to performance management, team building, culture, and organizational effectiveness, creating conditions for employees to experience a sense of purpose, belonging, and wellbeing to serve our community. Assist in the development of talent plans that align with City goals, priorities, programs, and policies. Leverage and convene internal and external subject matter experts to develop effective talent plans. Provide project leadership as needed to city-wide HR initiatives. Contribute to updates to City policy in alignment with changing legal and talent trends, impacts, and desired outcomes.
Employee Relations Coach leaders on strategies related to performance management, corrective actions, complex medical cases, and employee and labor relations. Conduct investigations in support of City ethics, values, and policies. Manage ER caseloads and retain documentation according to City policy and best practices. Facilitate due process for classified employees including hearings, grievance, and appeal processes. Maintain proficiency in current and emerging employment law topics; apply the legal and risk lens thoughtfully to performance management and corrective action cases. Advise leaders in development and growth strategies for improvement where corrective action is required. Support leaders in strategies related to team culture and relationships. Leverage external and internal resources for development and facilitation, as needed.
Management Responsibilities
No
