Human Resources Business Partner

Requirements

MOS Codes: None

Education and Experience: Candidate must have a Bachelor's degree or higher in human resource management, business or public administration, or a related field, and three (3) years of professional experience in human resources management, business or public administration, including a combination of two (2) years experience of professional level research and analysis in the areas of employee relations, recruitment and selection, testing, classification and compensation, payroll, HRIS, benefits or risk management.

Licenses and Certificates : Valid Class "C" Driver License or equivalent from another state.

General Purpose

Under direction, provide expert human resources support, advice and consultative to the business units within a specific area of responsibility to achieve strategic goals.

Typical Duties

As a strategic partner, the Business Partner (HRBP) aligns business objectives with employees and management in designated business units. Involves: Coordinate, analyze, develop and report on Human Resources performance measures in an automated format. Analyze trends and metrics in partnership with human resources group to develop solutions, programs and policies. Conduct weekly meetings with assigned business units. Consult with line management providing human resources guidance when appropriate. Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Work closely with management and employees to improve work relationships, build morale, increase productivity and retention. Provides human resources policy guidance and interpretation. Provide guidance and input on business unit restructures, workforce planning, and succession planning. Identify training needs for business units and individual executive coaching needs. Participate in evaluation and monitoring the success of training programs. Follow-up to ensure training objectives are met. Analyze and review changes in state and federal laws and report necessary changes to administration.

Participate in the workforce management within the business units. Involves: Coordinate the recruitment needs of business units. Develop recruitment exam plans. Analyze statistical data to determine compensation rates and trends, test/rater reliability, adverse impact, score distributions and recommended passing points, results of job analysis research, appropriateness of test items and other analysis as required.

Coordinate and assist business units with the management of employee relations. Involves: Use Human Resources metrics to measure strategic analysis such as cost per hire, quality of hire, and turnover analysis. Conduct mediation, focus groups, and employee surveys. Conduct effective, thorough and objective investigations to complaints and charges of alleged harassment, sexual harassment, discrimination, and violation of City policies and/or state and federal laws or regulations. Partners with departments to develop solutions as it relates to employee relations issues. Conduct research and analysis supporting collective bargaining.

Coordinate and assist business units with their training and development plans. Involves: Provide human resources support in developing and executing plans that optimize organizational design and development, talent management, employee development and employee relations. Provide individual coaching and team-based organizational development. Assist in training and measuring results of Human Resources processes. Counsel employees and management on HR policies and procedures. Gather, analyze and prepare responses for Equal Employment Opportunity Commission (EEOC) charges, grievances, employee discipline, and complaints. Prepare and make recommendations for appropriate course of action.

Assist business units in the payroll management process. Involves: Coordinate employee use of FMLA and ensure employee awareness of FMLA rights and responsibilities. Coordinate workers' compensation issues with employees, supervisors, legal staff, case management coordinators, third party administration and the Texas Worker's Compensation Commission. Respond to unemployment claims and represents the City and assigned department(s) in unemployment hearings. Respond to subpoenas and open records requests.

Assist business units in the benefits and risk management process. Involves: Coordinate and implement approved, new or modified plans and employee benefits policies. Coordinate and assist in the annual open enrollment process. Coordinate and assist with payroll system updates. Assist in monitoring delivery of services for adherence to terms of contracts and evaluate Third Party Administrators (TPA's) management of City health benefits. Provide required data regarding benefit programs to regulatory agencies. Assist in program planning and the development of information materials. Investigate, research and respond with accurate materials to inquiries and complaints. Assist with the preparation of benefit documentation, such as benefit plans, benefit agreements and insurance policies.

Review automated data processing capabilities and needs, make recommendations for system changes, enhancements, and training users. Involves: Research technical management needs such as hardware, software. Install and test new application releases. Instruct users in various standard business applications as well as network applications. Consult with systems personnel to resolve system problems and modify existing programs. Participate in systems administration such as initial setup, define users, configure systems environment. Set up accounts for users, verify access, monitor workstations and provide assistance, resolution expertise and training to end users, creating new or modifying existing management reports. Provide technical support to users.

Supervise assigned staff. Involves: Assign, schedule, guide and monitor work. Appraise employee performance. Provide for staff training and development. Counsel, motivate and maintain harmony. Identify and resolve staff differences, conflicts and deficiencies. Interview applicants. Recommend hiring, termination, transfers, discipline, merit pay or other employee status changes. Enforce personnel rules and regulations and work behavior standards firmly and impartially. Perform related duties as required.

General Information

For a complete job description, click here .

Note: Applicants are encouraged to apply immediately. This position will close when a preset number of qualified applications have been received.

Please note: Applicants with a foreign diplomas, transcripts and degrees must have all documents translated and evaluated by an agency of the National Association of Credential Evaluation Services (NACES) prior to submitting them to the Human Resources Department. Please visit www.naces.org/members for more information.

Important Note: The required Supplemental Questions and answers are considered an examination component and will generate a score.

Applicants are being tested on a conditional basis pending a review of minimum qualifications. Applications will be reviewed for applicants who pass the Supplemental Questions exam.

Per CSC Rules & Regulations, after review of the minimum qualifications for applicants that pass the Supplemental Questions exam, a passing score, combined with applicable seniority points and veteran points, will be used to create a list of candidates.

A résumé and/or other documents will not be accepted in lieu of a completed application. Comments such as “See résumé” are not acceptable and will result in the application being considered incomplete.

To qualify for this position, the required education, experience, knowledge, and skills must be clearly stated on your application’s employment history. We do not use any information on your resume to review if you meet the minimum qualifications for this position.

Failure to fully detail all experience and job duties in the application, or copying/pasting directly from the job specification, or responses referring to your résumé will eliminate you from consideration for the position.

BENEFITS

LIFE AND HEALTH INSURANCE

The City of El Paso is a self-insured entity with a third-party administrator for Medical and Pharmacy benefits. Basic Life Insurance Coverage is available at no cost to eligible employees. Additional Life Insurance and coverage for your dependents are also available.

Employees can select optional Dental, Vision, and Short Term Disability coverage. Employees also have the option to participate in a Health Savings Account or Flexible Spending Account (healthcare and/or dependent care for daycare expenses). All of these insurance and coverage options can be configured within a month of your new employee orientation date.

An Employee Assistance Program (EAP) with access to mental health sessions, therapy, and more is available at no cost. A trained counselors are also available to help you and your dependents cope with life’s stressors so that you can live a happy productive lifestyle.

The City’s Wellness Program seeks to promote better health and wellness amongst the workforce through various programs and incentives in which employees may choose to participate in, to include wellness education, fitness tests, biometric screenings, group fitness, health coaching and so much more!

Keep Learning, Growing & Reinventing Yourself! The City of El Paso's Tuition Assistance Program encourages employee personal and professional development by sharing educational costs with those employees who have successfully completed their original probation, and in turn retain a skillful workforce. Each year, employees can obtain Tuition Assistance for Degree, Certifications, Continuing Education, and Books & Equipment.

ELIGIBILITY FOR VACATION LEAVE

All regular employees who are regularly scheduled to work on an average, a minimum of twenty (20) hours per week, who have held a position in the City Service for a period of six months from date of employment, shall be eligible for vacation allowance as hereinafter set forth. Part-time employees shall accrue vacation leave at a pro-rated amount of full-time entitlement based on the number of hours that they are scheduled to work. Employees covered by collective bargaining agreements shall accrue vacation as provided in the applicable agreement.

Regular employees in the City Service shall accrue vacation credit at the following rates per pay period, calculated from the date of employment of each employee:

For 0 - 5 years of service (12 days):
40 hour per week employees - 3.70 hours per biweekly pay period

For >5 to 15 years of service (17 days):
40 hour per week employees - 5.24 hours per biweekly pay period

For >15 or more years of service (20 days):
40 hour per week employees - 6.16 hours per biweekly pay period

SICK LEAVE WITH PAY

Employees shall be entitled to accrue sick leave with pay in accordance with the Rules of the Civil Service Commission.

ACCIDENT WITH PAY LEAVE

The Amended Section 4.4 of the Ordinance shall become effective upon adoption and shall apply to occupational injuries and occupational diseases occurring on and after date of adoption. Occupational injuries and occupational diseases occurring before such date will be governed by the Ordinance in effect at the time of the date of injury or disease.

PREGNANCY LEAVE

A) Pregnancy shall be treated the same as any other temporary physical disability.

B) An employee on pregnancy leave shall use accumulated and unused regular sick leave time and then (unless granted use of special sick leave) shall be on leave without pay, unless the employee chooses to use any accumulated and unused annual leave.

C) An employee going on pregnancy leave shall give written notice to her department head with appropriate medical verification. Before returning to work from pregnancy leave, the individual will provide appropriate medical documentation releasing the employee to return to work, as is required for any individual who has been on leave for a temporary physical disability.

LEGAL HOLIDAYS

The following days are hereby declared legal holidays for all the City departments, provided that the provisions of this section shall not apply to members of the Fire Department whose duties are to prevent or extinguish fires, or to members of the Police Department whose duties are those of law enforcement: (Amended 10/03/95)

1. First day of January (New Year's Day)

2. Third Monday in January (Martin Luther King Holiday)

3. Thirty-first day in March (Cesar Chavez Day)

4. Last Monday in May (Memorial Day)

5. June 19 (Juneteenth)

6. Fourth day of July (Independence Day)

7. First Monday in September (Labor Day)

8. Eleventh Day in November (Veteran's Day)

9. Fourth Thursday in November (Thanksgiving Day)

10. The Friday following the fourth Thursday in November (Day after Thanksgiving)

11. Twenty-fifth Day in December (Christmas Day)

12. Employee's Birthday

In addition to the above days, the following days are also declared to be legal holidays: 1. Any day designated as a holiday by City Council. 2. When any legal holiday falls on a Saturday, the preceding Friday shall be considered a legal holiday. 3. When any legal holiday falls on a Sunday, the following business day shall be considered a legal holiday.

Closing Date/Time: 9/9/2025 11:59 PM Mountain

• 

• City of El Paso

• 915-212-1244

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