their assigned departments as well as manages employment activities, providing comprehensive consultation and support on all talent management needs, employee relations, and coaches and counsels’ supervisors and employees concerning policies, procedures and employment laws and best practices.
The HRBP plays a key role in implementation and reviewing human resources policies, programs, practices, and procedures. This position oversees employee performance management processes and advises directors and managers on performance management and evaluation. In coordination with HR leadership, the HRBP helps design, implement, evaluate, and supervise various programs including recruitment and
retention, staffing, employee relations, compensation, and diversity initiatives related to City of Greeley employees. Experience, Knowledge, Skills: Minimum Requirements: Bachelor’s degree in Human Resources Administration, Business and/or Public Administration, or related field and a minimum of 5 years in an HR generalist role or a specialist role with exposure to all HR functions.
An equivalent combination of education, training and relevant job experience may be substituted. Preferred: Master’s Degree preferred. SPHR, SHRM – SCP, PHR, SHRM-CP, preferred. Knowledge of: the business and organizational structure of Colorado municipalities organizational effectiveness and operations
management principles and best practices human resource policies, principles, and best practices diversity and inclusion concepts and best practices the importance of creating and maintaining an environment that fosters diversity and inclusivity.
classification and compensation principles and best practices employee relations principles and best practices of FMLA, Short-Term Disability, and Long-Term Disability Benefits ADA Skills related to: Computer and Microsoft Office program utilization (Word, Excel, Power Point, Outlook, etc. ) Learning and Technical experimentation skills with new software and systems Interpersonal and collaboration skills + including ability to facilitate interaction, communication, and teamwork between others to reach common goals.
Oral, Written, and Listening communication skills. + including the ability to accurately interpret what others are saying and convey messages, information, concepts, and details accurately and clearly. Organizational skills + including the ability to set, prioritize, and meet goals and deadlines, manage appointments, create schedules, coordinate, and facilitate meetings, and make decisions. Employee management, supervision, and team building skills. + including the ability to train and coach others, communicate effectively, manage conflict, and establish and maintain accountability.
Conflict management skills + including the ability to remain impartial, get disparate and adverse parties to reach consensus, and negotiate amicable resolutions to maintain cohesion and cooperation. Leadership skills + including the ability to effectively manage various personalities and persuade others to take specific courses of action. Interviewing skills + including the ability to schedule meetings, manage time, ask relevant questions, and clarify questions and responses. Ability to: work under pressure, manage multiple concurrent and competing tasks and responsibilities.
adapt to changing priorities while maintaining personal effectiveness. work independently with minimal supervision and reliable professional judgement. work collaboratively with a team to achieve desired results. maintain a strong work ethic, positive problem-solving attitude, and enthusiasm for the work performed. take initiative and focus on activities that have the greatest impact on meeting work commitments. establish and maintain partnerships with a variety of internal and external customers.
communicate and work effectively with individuals from diverse backgrounds, cultures, and ages. navigate a complex political environment. influence change through a collaborative and inclusive style. lead and motivate others, including those who may be outside your immediate sphere of influence. Essential Functions: Customer Service + Serves as the first point of contact to assigned Department Directors and all employees within their assigned departments. + Provides excellent customer service, assisting managers and employees in navigating human. resource systems. This includes empowering managers by preparing and partnering with them on how to handle critical conversations with staff.
+ Collaborates with the payroll department on employee pay issues and provide support for problem-solving. Recruitment + Collaborates with the Talent Acquisition Partner to review and approve job postings for internal and external positions; coordinate job recruitment efforts and assist hiring managers with coordination of the hiring process. Facilitate interview committees as needed. + Coordinates with the Compensation & Classification Manager and Department Budget Analyst to provide HR hiring approval for positions within assigned area.
+ Ensures hiring practices are compliant with the Colorado Equal Pay Act, Federal and State of Colorado employment laws and City of Greeley policy and practices. + Reviews candidate backgrounds for salary placement in coordination with the Compensation & Classification Manager and work with the Hiring Manager to extend offers to final candidates. + Coordinates with the Talent Acquisition Partners, Operations & Compliance Manager, and HR Deputy Directors for the new employee orientation process. Training + Coordinates with the HR Director, HR Deputy Directors and HRBP Manager to provide ongoing training of hiring managers and COG employees on HR-related applications and accepted HR policies, practices, procedures onboarding, and evaluation systems.
+ Uses sound judgment to advise, coach and counsel managers and employees of the organization; understands when to elevate issues that have increased liability. Employee Relations + Responds to employee relations issues such as employee complaints, harassment allegations, civil rights complaints, and employee grievances. + Counsels and advises supervisors and staff regarding staff conflicts; mediating conversations to resolve conflicts and issues as needed.
+ Provides counsel and assistance with employee performance evaluations and improvement plans. + Assists managers in reviewing formal discipline letters. + Conducts employee investigations and write summary investigation reports. + Set and prepare employment hearings as needed. + Attends unemployment hearings and file unemployment claims as needed. Work Environment and Physical Requirements: Heavy public contact in person and by telephone. Works primarily in an office environment. Extended periods of time at a fixed workstation.
Frequent and inflexible deadlines. Vision enough to read computer keyboards, reference books, and other written documents. Communication skills to interface with other departments and agencies. Manual dexterity enough to operate computer keyboards, other office equipment, and to complete paperwork. Conditions of Employment: Candidates must successfully complete all pre-employment screenings and employment eligibility verification. Pre-employment screenings include a drug test, a background and national interaction offender search, a motor vehicle record search, and for some positions, a physical demands evaluation.
For more information about City policies and practices during the recruitment process, including but not limited to EOE, Reasonable Accommodation, and pre-employment screenings, please visit our career page HERE.
