["Human Resources Business Partner - Recruitment and Retention","Human Resources Business Partner - Recruitment and Retention"]

Human Resources Business Partner – Recruitment & Retention

The Human Resources Business Partner – Recruitment & Retention serves as a member of the Departmental Support Services team within the Department of Human Resources. This position functions as both the primary recruitment lead for assigned departments and a human resources business partner supporting department leadership on a broad range of HR matters related to staffing, retention, and employee support. The position is responsible for coordinating and improving the City's recruitment and hiring processes; supporting retention and employee engagement efforts; advising departments on HR policies, procedures, and best practices; and partnering with HR colleagues to deliver responsive, consistent, and compliant HR services. The role works closely with department heads, managers, supervisors, and HR staff to help ensure that departments are staffed effectively and supported in meeting operational needs.

Supervision Scope: Performs highly professional administrative and human resources duties requiring independent judgment, initiative, discretion, and the ability to analyze issues, solve problems, and make sound decisions based on City policies, departmental procedures, collective bargaining agreements, civil service requirements, and applicable laws and regulations. Supervision Received: Works under the general direction of the Senior HR Business Manager and in accordance with applicable state and local laws and regulations, department policies and procedures, collective bargaining agreements, and civil service requirements where applicable. The incumbent independently establishes daily work priorities based on ongoing assignments, department needs, and project timelines. Supervision Given: May provide project direction to other department support staff which may include an HR Generalist, HR Coordinator, interns, or other support staff as assigned. May also provide guidance and training to hiring managers and department representatives on recruitment and HR processes.

Essential Functions: (The essential functions or duties listed are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position.) Primary Duties – Recruitment and Retention:

• Manages and coordinates recruitment and hiring processes for assigned City positions, including job postings, recruitment timelines, candidate communication, interview coordination, selection process support, and recruitment tracking.
• Partners with department heads, managers, and supervisors to assess staffing needs, support workforce planning, develop effective recruitment approaches, and help ensure that vacancies are filled in a timely, consistent, and professional manner.
• Serves as a primary point of contact for candidates and hiring managers throughout the recruitment process, promoting clear communication, timely follow-up, consistent practices, and a positive candidate experience.
• Serves as the lead user and subject matter expert for the City's applicant tracking system, including maintaining recruitment records, supporting users, preparing reports, troubleshooting issues, leading process improvements, and supporting system transitions, implementation, training, and continued effective use.
• Maintains vacancy and recruitment tracking information and provides regular updates to HR leadership and departments regarding hiring activity, timelines, process status, recruitment challenges, and areas requiring attention.
• Supports recruitment outreach and employer branding efforts to attract qualified candidates to City employment, including outreach to professional associations, schools, community partners, job boards, career fairs, LinkedIn, and other recruitment sources.
• Develops and improves recruitment-related templates, checklists, procedures, reports, interview materials, hiring guides, and guidance documents to support consistent, efficient, transparent, and compliant hiring practices.
• Conducts training and provides guidance to hiring managers and department representatives on recruitment and hiring processes, interview practices, documentation requirements, and related policies and procedures.
• Coordinates with benefits staff and other HR colleagues on onboarding programs and related processes to help ensure that new hires are set up for success and experience a smooth transition into City employment.
• Tracks and analyzes recruitment and retention-related data, including hiring activity, turnover trends, applicant sources, and other relevant metrics, and works with HR leadership and department management to identify trends, support data-driven decisions, and develop targeted recruitment and retention strategies.
• Works with HR leadership and department representatives on initiatives that support employee retention, engagement, and professional growth, including efforts related to recognition, development opportunities, training, and employee experience.
• Maintains knowledge of applicable employment laws, City policies, collective bargaining agreement provisions, civil service requirements where applicable, and HR procedures related to recruitment, hiring, and retention.

Secondary Duties – HR Business Partner and Department Support:

• Serves as an HR business partner to assigned departments by advising department leadership on HR policies, procedures, best practices, staffing issues, and employee support matters.
• Assists departments, in partnership with the Senior HR Business Manager and other HR staff as appropriate, with the development, review, organization, and updating of job descriptions, position-related materials, interview protocols, and related documentation.
• Supports consistent application of the City's classification and compensation plan and related reclassification processes, in coordination with HR leadership and other appropriate staff.
• Coordinates with HR colleagues on compensation, benefits, onboarding, personnel actions, labor relations, payroll, and other matters necessary to support department operations and employee lifecycle processes accurately and efficiently.
• Helps facilitate communication among HR, department leadership, and other stakeholders to support alignment between HR initiatives, department needs, and municipal goals.
• Interprets and applies HR policies, civil service requirements, collective bargaining agreement provisions, and employment laws consistently and appropriately within the scope of the position.
• Identifies opportunities to improve HR and recruitment processes, streamline workflows, enhance candidate and employee experience, and recommend technology tools, software solutions, or emerging practices, including appropriate uses of AI, to improve efficiency and service delivery.
• Participates in HR, department, and hiring-related meetings as needed, and contributes to special projects, process improvements, and cross-functional HR initiatives.
• Maintains confidentiality of personnel, applicant, and employee information and performs all work with professionalism, sound judgment, attention to detail, and a commitment to public service.
• Performs other duties as required and directed.

Qualifications: (To perform successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals to perform the essential functions. We encourage all candidates who feel they are capable of successfully performing the responsibilities outlined in this position description to apply.)

Education, Training and Experience: Bachelor's degree in human resources, public administration, management, or a related field, and three (3) to five (5) years of progressively responsible experience in recruitment, human resources, employee relations, or a related field; or an equivalent combination of education and experience. Experience working with municipal government, public-sector hiring, applicant tracking systems, HRIS platforms, MUNIS, unionized environments, classification and compensation systems, or civil service processes is preferred but not required. A strong commitment to public service is required.

Knowledge, Skills and Abilities: Knowledge: Working knowledge of recruitment and hiring practices, applicant tracking systems, onboarding processes, employee retention concepts, HR policies and procedures, employment documentation, and department support practices. Familiarity with applicable employment laws, collective bargaining agreements, civil service requirements, classification and compensation practices, and municipal government operations is preferred. Proficient knowledge of office practices, procedures, equipment, and software applications, including Microsoft Office Suite.

Ability: Ability to manage multiple recruitments and HR assignments simultaneously; organize work effectively; meet deadlines; follow up consistently with hiring managers, candidates, and employees; maintain accurate records; analyze data and trends; maintain confidentiality; exercise sound judgment; and work collaboratively with employees, applicants, managers, union representatives, and HR colleagues. Ability to provide guidance to department leadership and support consistent application of policies and procedures.

Skill: Strong organizational, project management, customer service, communication, training, and interpersonal skills. Skill in using applicant tracking systems, HRIS systems, Microsoft Office, spreadsheets, databases, LinkedIn and other sourcing tools, and related technology to track work, prepare reports, communicate clearly, support process improvements, and improve recruitment and retention outcomes.

Work Environment: Work is performed under typical office conditions, with little exposure to occupational risks; work is subject to interruptions from inquiries by the general public, employees, applicants, and other City personnel. Operates computers, calculators, copier, telephone, and other standard office equipment. Position requires the ability to travel to various City locations for meetings, interviews, trainings, and related activities. Has regular contact with employees, applicants, department leadership, City officials, vendors, outside agencies, and other governmental organizations. Communication occurs by telephone, email, correspondence, virtual platforms, and in-person discussion and requires patience, professionalism, judgment, and tact. Has access to confidential information regarding applicants, employees, personnel records, and other sensitive HR matters. Errors in judgment could result in delays in service, compliance concerns, adverse employee or applicant experience, legal ramifications, adverse public relations, or monetary loss.

Physical Requirements: (Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.) Regularly required to use hands to finger, handle, feel, or operate objects, tools, equipment, machinery, or controls, and to reach with hands and arms when accessing files, papers, office supplies,