Human Resources Business Partner

ABOUT CEDAR PARK 
As the third largest city in the Austin metropolitan area, Cedar Park is an integral part of the rapid growth and burgeoning prosperity of Central Texas and Williamson County.  Cedar Park is widely known for its excellent schools and a pro-business environment. We are consistently named by multiple outlets one of the top places in the U.S. to raise a family – due to our abundance of amenities, relaxed lifestyle, and our commitment to community and effective government. Just 17 miles from downtown Austin and on the edge of the Texas Hill Country, Cedar Park offers the best of both worlds: the energy of an innovative and booming metropolis, yet the best of small community life with parks, nature trails, and comfortable neighborhoods. It all adds up to a great place for families and businesses to call home.

The Human Resources Business Partner (HRBP) enjoys driving engagement, building organizational efficiencies, being a change agent and influencer, and providing guidance in HR programs, policies, and procedures. This critical role will serve as a strategic partner to designated department leaders, managers, and workforce by providing support in all stages of the employment lifecycle. This HR Business Partner will define objectives and develop and execute high-impact talent strategies that support the achievement of the City and departmental goals. As the HRBP, the individual will convert strategies into results-driven actions. This role will report to the Director of Human Resources. 

Job Responsibilities:

• Administer and deliver value-based service in all aspects of the employment lifecycle to include talent attraction, hiring, performance management, development, employee relations, compensation, benefits (health, FMLA, paid leave), Workers Compensation Insurance, and employment engagement.
• Serve as a trusted advisor and subject matter expert (SME) to managers, senior leadership, executives, and workforce in areas of human resources policies, procedures, and best practices of employment law. Provide guidance toward strategic, operational, training, and workforce initiatives. 
• Leverage the use of key performance indicators (KPI), reporting, analyze trends, and data to make recommendations toward departmental and workforce plans. 
• Assists in the planning, developing, reviewing, revising, and implementing human resource processes and initiatives. 
• Develop & cultivate talent pipelines & partnerships to attract and retain top talent. 
• Advises Managers on employee relations matters to include assessing root causes, determining appropriate strategies for addressing problems, coaching, and supporting through execution of identified actions, to include corrective actions. 
• Deliver timely response to workforce and public through verbal, written, and electronic correspondence toward questions, requests, and inquiries of City business. 
• Provide correspondence & attendance to Texas Workforce Commission on all unemployment benefits requests, inquires, and hearings. 
• Ensure City compensation & total rewards align with market & business needs through salary audits, studies, benchmarking, and analysis.  
• Demonstrate an effective level of business acumen, solid understanding of business objectives, and culture champion. 
• Maintain up-to-date knowledge of legal requirements related to day-to-day employment operations, reducing legal risks, and ensuring regulatory compliance. Partners with Legal team when needed. 
• Provides guidance and direction to Managers and staff toward Performance and Development resources. 
• Establish a collaborative & cross-functional work partnership with department leaders and workforce that improves work relationships, builds morale, and increases productivity and retention. Participate in various meetings to include 1:1, HR team, and department events.
• Prepare, plan, and conduct workforce HR centered training to include New Hire Events, Supervisor, Management, Leadership, and other department focused trainings initiatives.  
• Plan, coordinate, and implement policies, processes, training, and initiatives to support the organization’s human resource compliance and strategy needs. Develop and utilize tools that evaluate the effectiveness of various HR programs and initiatives.  
• Establish robust internal practices toward business process improvements, Standard Operating Procedures, workflows, and technology. 
• Periodically serves as HR team ambassador on committees and special task forces. 
• May perform other duties as assigned. 

• BA/BS degree in Human Resources or related field a plus.  
• At least five (5) years of progressive HR experience. 
• At least two (2) years of complex employee relations, talent management, or talent acquisition experience.    

• Valid HR Certifications from HRCI Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), or SHRM Senior Certified Professional (SHRM-SCP) preferred. 

Must possess the required knowledge, skills, abilities, and experience and be able to explain and consistently demonstrate, with or without reasonable accommodations, that the essential functions of the job can be performed.

• Extensive knowledge of local, state, and federal laws and regulations regarding HR practices. 
• Ability to mitigate conflict, deescalate emotionally charged situations, and navigate uncertain situations.
• Excellent attention to detail and customer service responsiveness. 
• Extensive experience delivering training and presentations. 
• Excellent verbal, written, and interpersonal communication skills. 
• Ability to prioritize multiple tasks and projects in a manner that successfully meets deadlines. 
• Knowledge of local government policies and procedures. 
• Routine use of critical thinking and planning to strategically support toward business decisions. 
• High skill in use of logic and reasoning to understand, analyze, and evaluate initiatives and data.  
• Proficiency in Microsoft Office software, systems, and tools.   
• Familiarity with various ERP, HRIS/HCM, and other learning management system technology resources. 
• Proven history establishing collaborative work partnerships with peers, leaders, staff, officials, public, and external partners.