Human Resources Business Partner II

General Description The City of Hamilton is an EEO & AAE. Minorities and women are encouraged to apply. The goal of the HR business partner model is to add tangible value to the company by integrating HR into all aspects of strategic planning and business operations. It is professional and administrative work involving responsibility for the operation and administration of several major activities in the City’s Human Resources operations. The work is performed under the general direction and supervision of the City’s Human Resources Director but considerable leeway is granted for the exercise of independent judgment. The work may be supervisory in a training capacity for employees and will also include serving as advisors to management when appropriate. The nature of the work performed requires that an employee in this class establish and maintain close cooperative working relationships with other City employees and supervisory personnel in all City departments and divisions. Essential Job Functions Meets, consults with, and advises City Department and Division Heads, City employees, and the public regarding a wide variety of assigned personnel matters, including recruitment, testing, selection, position classification, pay, fringe benefits, employment verifications, and related issues; Develops and maintains personnel recruitment process, including job postings, examinations, protest process, minimum qualification review, pre-employment testing, on-boarding; Assists with internal investigations; Administers and maintains the City’s position classification plan, including descriptions; Administers and maintains the City’s compensation plan; Analyzes City employee turnover, benefits utilization and related personnel activities; Develops materials to explain proposed policy or procedural changes in Human Resources Department programs; Administers and maintains the City’s accruals and leave programs; Manages employee records, including record requests; Assists with employee benefit plans, including enrollment, qualifying event changes, COBRA, Affordable Care Act (ACA) reporting, invoice processing, life insurance claims; Provides backup support for workers' compensation management, and FMLA/ADA Administration as needed; Develops and maintains employment process, including on-boarding, off-boarding, payout calculations; Assists with Civil Service Commission preparation; Administers and maintains City’s annual performance evaluation system; Assists with the design and implementation of employee training & development programs; Responsible for Neogov Module Management; Attends meetings, conferences and workshops as requested and authorized; Regular and predictable attendance; Ability to get along with others; Performs related work as required. Skills/Knowledges/Abilities Knowledge of civil service and employment practices and procedures; Knowledge of department functions, procedures, policies and organization and of Civil Service rules and regulations, both state and local; Knowledge of the principles, practices and procedures of position classification and compensation; Ability to comprehend and apply language in various collective bargaining agreements; Ability to handle a wide variety and high volume of complex administrative support tasks concurrently while under the pressure of fixed time deadlines; Ability to perform work with speed, accuracy and attention to detail; Ability to make decisions in accordance with established policies and procedures; Ability to independently solve problems within assigned areas of responsibility; Ability to establish and maintain effective working relationships with other City employees, Department Heads, Division Heads and other supervisory employees, members of the Civil Service Commission and the general public; Ability to communicate well with others, both written and verbal; Ability to handle confidential employee and administrative information with tact and discretion; Knowledge of the administration of group health, vision and life insurance programs; Knowledge of the methods for maintaining personnel and payroll records; Ability to obtain one of the following HR certifications within two (2) years of employment: SHRM-CP, HRCI, or PSHRA. Training/Education/Qualifications Minimum Qualifications An Associate’s degree in Human Resources or related field and a minimum of seven (7) years of experience in Human Resources; or A Bachelor’s degree in Human Resources or related field and a minimum of five (5) years of experience in Human Resources; or A Master’s degree in Human Resources or related field and a minimum of three (3) years of experience in Human Resources; or A minimum of ten (10) years of experience in Human Resources. Preferred Qualifications An HR certification (SHRM-CP, HRCI, or PSHRA) City or county experience in HR Civil Service experience