Description

General Purpose
 

Are you ready to make a meaningful impact in a thriving community? The City of Idaho Falls is seeking a strategic and collaborative Human Resources professional to join our team as an HR Business Partner. In this role, you’ll play a vital part in shaping the future of our workforce by partnering with department leaders, supporting employees, and advancing initiatives that strengthen organizational effectiveness.

To learn more about our community and the work we do, please visit the link below for additional information about the City:
City of Idaho Falls
As an HR Business Partner, you will provide strategic Human Resources support to assigned City departments, serving as a trusted advisor to leadership. You’ll guide employee relations, performance management, and workforce planning efforts while aligning HR practices with operational needs and ensuring compliance with applicable laws, regulations, and City policies.

This position also plays a key role in developing leadership capability, promoting consistent application of HR policies and practices, and supporting a positive and productive workplace culture. In addition, the HR Business Partner leads the administration and continuous improvement of the City’s performance management program, including overseeing evaluation processes and delivering supervisor training.

Please include the following attachments:
 cover letter
 resume
Be careful to NOT click on SUBMIT until you have attached the required documents. Once you click SUBMIT, you will not be able to modify the application or add any attachments. 

 
Essential Functions
 

HR Business Partner Support for Assigned City Departments

Serves as the primary HR contact for assigned City departments, providing guidance on employee relations, performance management, and HR best practices. 
Consults with department leadership to address workforce challenges, improve organizational effectiveness, and support department goals. 
Provides coaching and guidance to supervisors on employee performance issues, discipline, conflict resolution, and employee development. 
Assists departments in managing employee relations matters, including investigations, documentation, and resolution of workplace issues. 
Advises management on policy interpretation, application, and risk mitigation. 
Supports departments in workforce and succession planning efforts. 
Participates in department leadership meetings as appropriate to provide HR perspective and support. 

Performance Management Program Leadership

Administers and oversees the City’s performance evaluation process to ensure timely and consistent completion across all departments. 
Develops, delivers, and maintains supervisor training related to performance management, including setting expectations, providing feedback, and conducting evaluations. 
Ensures performance evaluations include clear expectations, measurable outcomes, and accountability. 
Partners with department leadership to improve performance management practices and address performance gaps. 
Reviews and recommends improvements to performance evaluation tools, processes, and timelines. 
Monitors compliance with performance evaluation requirements and reports on completion and effectiveness. 
Ensures job descriptions are reviewed and updated as part of the evaluation process. 

Workforce Support

Partners with departments to define overall position needs.
Connects hiring managers with the HR Recruitment and Systems Analyst to coordinate effective interview practices, candidate evaluation, and hiring decisions. develop recruitment strategies and support candidate selection processes.
Collaborates with HR Recruitment and Compensation Analyst to ensure efficient and timely recruitment processes.
Supports efforts to improve hiring outcomes, including quality of hire and retention.

Employee Relations & Organizational Support

Leads or supports workplace investigations, ensuring fair, consistent, and legally compliant outcomes. 
Provides guidance on disciplinary actions and ensures consistency across departments. 
Identifies trends in employee relations issues and recommends proactive solutions. 
Works closely with management and employees to improve working relationships, build morale, and increase productivity and retention. 

Training & Organizational Development

Identifies training needs within assigned departments and coordinates or delivers appropriate training. 
Supports development of leadership capability within the organization. 
Partners with HR leadership to implement city-wide training initiatives. 
Present training as assigned.

Data, Metrics & Reporting

Reviews workforce data and trends related to assigned departments, including turnover, vacancies, and performance outcomes. 
Uses data to inform recommendations and support decision-making. 
Collaborates with HR Recruitment & Compensation Analyst to obtain and interpret relevant workforce metrics.

Benefits Support

Assists employees and supervisors with general benefits questions and directs them to appropriate resources. 
Coordinates with HR Operations staff on benefits-related issues impacting assigned departments.

General HR Department Work

Participates in developing HR department goals, objectives, and systems. 
Contributes to HR initiatives and projects aligned with organizational priorities. 
Recommends new approaches, policies, and procedures to improve HR service delivery. 
Performs other duties and responsibilities as assigned by the HR Director. 

Perform related duties as assigned.

Requirements

Minimum Qualifications
 

1. Education and Experience:

A. Graduation from college with a bachelor’s degree in human resources, business administration, public administration, or a related field;
                                 AND
 B. six (6) years of progressively responsible experience in Human Resources, including employee relations, performance management, and organizational support;
                                 OR
 C. An equivalent combination of education and experience.

2. Knowledge, Skills and Abilities:

Knowledge of:

Applicable federal, state, and local employment laws and regulations 
Principles and practices of public sector human resources administration 
Employee relations, performance management, and organizational development practices 

Skill in:

Building effective working relationships with employees, supervisors, and leadership 
Advising and influencing management on HR-related matters 
Analyzing situations and developing practical, compliant solutions 
Communicating effectively both orally and in writing 

Ability to:

 Work independently and manage multiple priorities 
Exercise sound judgment in sensitive and confidential situations 
Interpret and apply policies, procedures, and legal requirements 
Facilitate training and present information to groups 
Support organizational change and improvement initiatives 

3.Special Qualifications:

            (PHR/SPHR), (SHRM-CP/SHRM-SCP), (PSHRA-CP/PSHRA-SCP) or related certification preferred.

4. Physical Demands:

The physical demands described here are representative of those that an employee must meet to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform these functions.

While performing the duties of this Job, the employee is regularly required to sit and use hands to finger, handle, or feel. The employee must frequently reach with hands and arms and talk or hear. The employee is occasionally required to stand and walk. The employee must regularly lift and/or move up to 10 pounds and occasionally lift and/or move up to 50 pounds.  Tasks require a variety of physical activities, not generally involving muscular strain, such as walking, standing, stooping, sitting, reaching, talking, hearing, and seeing.  Common eye, hand, and finger dexterity is required to perform essential job functions but may be accommodated.  Mental application utilizes memory for details, verbal instructions, emotional stability, discriminating thinking, and creative problem-solving. Occasional local travel is required while performing portions of job functions.

 
Work Environment
 

Incumbent of the position performs in a typical office setting with appropriate climate controls.  Tasks require variety of physical activities, not generally involving muscular strain, such as walking, standing, stooping, sitting, reaching, talking, hearing and seeing.   Common eye, hand, finger dexterity required to perform essential job functions but may be accommodated.  Mental application utilizes memory for details, verbal instructions, emotional stability, discriminating thinking and creative problem solving. Regular travel required in course of performing portions of job functions.