HR Business Partner – Police, Technology, Other Operations

JOB TITLE: HR Business Partner – Police, Technology, Other Operations

REPORTS TO: Manager, Talent Acquisition

WAGE/HOUR STATUS: Exempt

PAY GRADE: AM 3

PRIMARY PURPOSE: The Human Resources Business Partner (HRBP), under the direction of the Talent Acquisition Manager, serves as the primary Human Resources point of contact assigned to a set of business clients (Spring ISD police, technology and other operations departments). The HRBP coordinates and provides high-level support covering workforce staffing and planning, hiring, onboarding, leave management and employee relations with a working knowledge of all aspects of HR. In addition, this role is responsible for coordinating the first line of support and partnering with the client to determine and meet their HR needs.

All employees of SISD are expected to act with integrity, support organizational goals, communicate in a clear and respectful manner, championing the needs of our students and drive continuous improvement.

QUALIFICATIONS:

Required:

• Bachelor’s Degree from an accredited college or university
• 3 years in Human Resources

Preferred:

• 5 years experience
• PHR/SPHR Certification or MBA

SPECIAL KNOWLEDGE/SKILLS:

• Microsoft Office (ability to create and manipulate spreadsheets)
• Office equipment (e.g. computer, copier)
• Excellent organization, communication, and interpersonal skills
• Ability to respond promptly and accurately to customer complaints and/or concerns
• Best practices in HR

MAJOR RESPONSIBILITIES AND DUTIES:

• Serves as the primary facilitator working with clients to proactively reach staffing goals and secure top talent for the District.
• Consistently demonstrates sufficient human resources and business knowledge. Displays the highest level of customer service by providing timely and effective solutions to applicants, employees, supervisors and managers.
• Processes all personnel actions including new hire data.
• Analyzes staffing trends, key metrics, and compliance requirements in partnership with the broader Human Resources organization to develop and implement strategies for employee retention. Leverages human capital reports (i.e. turnover, exit surveys results) to assist in workforce staffing and planning with clients.
• Collaborates with hiring managers and the Recruitment team to assist with planning, organizing, and leading recruitment tasks and projects resulting in attracting, engaging, developing and retaining diverse talent.
• Provides first level support to resolve and/or escalate personnel issues, working directly with the Employee Relations center of expertise to resolve more complex employee relations matters.
• Serves as an expert and follows District policies and procedures to ensure compliance, while also staying abreast of federal and state laws and regulations.
• Coordinates and assists in various annual activities including reorganizations of departments, preliminary and final budget meetings and legal file review.
• Performs all other duties as assigned.

WORKING CONDITIONS:

The usual and customary methods of performing the job’s functions require the following physical demands: physical mobility, standing, prolonged sitting, some lifting, carrying, pushing, and/or pulling. This position will also require both traveling within the district and state wide. Mental demands: Ability to solve problems and deal with a variety of situations; ability to interpret a variety of data; ability to interpret TEC and policy; ability to apply knowledge of current research and theory, ability to be effective in both oral and written communication; ability to maintain emotional control under stress.

The foregoing statements describe the general purpose and responsibilities assigned to this job and are not an exhaustive list of all responsibilities and duties that may be assigned or skills that may be required.