Job Summary
El Paso County is seeking an experienced Human Resources Business Partner (HRBP). Reporting directly to the Employee Relations Supervisor, you will serve as a trusted advisor to leaders across the organization, partnering with them to proactively strengthen workplace effectiveness, address challenges early, and support a positive, accountable work environment.
In this role, you will navigate complex people-management issues with empathy, fairness, and professionalism while staying true to our core values. You will apply strong employee relations expertise and sound judgment to recommend strategies, support the team in addressing workplace concerns, and help leaders successfully manage performance and behavior expectations. We are looking for a candidate who brings highly developed analytical, interpersonal, problem-solving, and communication skills, along with the ability to resolve conflicts and facilitate conversations that move teams forward.
The HRBP must be comfortable evaluating key metrics and trends to make data-informed recommendations and will use insights to proactively identify risks and opportunities. The ideal candidate must possess excellent writing skills, producing clear, professional documentation and communications that support consistent, high-quality outcomes. With a mindset for continual process improvement, you will look for ways to streamline practices, strengthen consistency, and elevate service delivery across employee relations.
Additionally, you will stay attuned to organizational and operational developments across the County to anticipate potential employee relations risks and develop proactive plans to address them. As El Paso County continues to strengthen and improve how we work, you will play a key role in supporting organizational change management by helping leaders communicate effectively, engage employees, and sustain progress over time.
Join us in making a meaningful impact on the workforce of El Paso County -- apply today!
Hiring Range: $83,000.00 -- $94,000.00 annually
This position has an anticipated work schedule of Monday -- Friday, 8:00am -- 4:30pm; subject to change.
Please be advised this position may close without advance notice, should we receive a sufficient number of qualified applications.
The Human Resources Business Partner position will serve to help foster positive relationships between the County and its employees. The position will accomplish this by:
Serving as a strategic partner and resource to the County's departments and offices.
Partnering with leadership to align Human Resources (HR) operations with business objectives.
Championing HR strategies such as employee development, mentoring, and coaching.
Providing interpretation and guidance regarding HR functional areas, including benefits, compensation, talent acquisition, organizational development, and risk management.
Leveraging expertise in HR policies and employment laws to gather documentation, collaborating with relevant parties, and analyzing information to reach fair and objective conclusions. The recommendations and actions in this role will help promote a culture of trust, accountability, and compliance within the organization.
Employment is subject to the terms, conditions, and policies detailed in the Personnel Policies Manual (PPM). This position requires regular in-person presence as an essential job function.
Essential Duties/Responsibilities
Serves as a strategic resource for Departments and Offices regarding employee relations matters, performance management, recruitment solutions, employee retention, workforce planning, training needs, risk, benefits, and compensation.
Partners with department and office leadership to understand operational priorities and anticipate workforce needs. Collaborate with HR divisions and staff to coordinate guidance, share relevant information, and develop and implement solutions to workforce and employee matters.
Maintains in-depth knowledge of legal requirements related to the management of employees, reducing legal risks, and ensuring regulatory and policy compliance. Stays abreast of employment law changes and requirements; disseminates this information and takes action to implement as applicable. Partners with the Office of the County Attorney as needed/required.
Provides performance management guidance to leadership (e.g., coaching, counseling, career development, and disciplinary actions). Provides conflict-resolution strategies; facilitates conversations as necessary.
Provides guidance and recommendations to leadership regarding the employee disciplinary process. Works with leadership to review and edit disciplinary documents; provides suggestions for recommended changes.
Recommends or reviews proposed discharges to ensure an objective, well-supported basis consistent with applicable policies and legal requirements. Refers supported discharge recommendations to the Employee Relations (ER) Specialist for coordination, providing relevant documentation and background.
Serves as backup to the ER Specialist in addressing employee relations matters, including coordinating and supporting discharges, reviewing documentation, advising leadership, and ensuring compliance with applicable policies and procedures.
Works closely with leadership and employees to improve work relationships and collaboration, build morale, increase productivity and retention, and create a sense of community within the workplace.
Monitors, gathers, consolidates, and analyzes metrics and employee-related data to identify trends and develop solutions; compiles and disseminates reports as appropriate.
Conducts and supports a variety of surveys and corresponding action plans for the County, departments, and offices, including employee engagement and experience/stay surveys.
Leads or supports HR projects, coordinating with stakeholders to define needs, develop recommendations, and implement solutions.
Conducts organizational and talent assessments; collaborates with appropriate leadership to develop talent strategy and build workforce capability.
Assists with the unemployment insurance (UI) program by helping to formulate responses to claims and attending appeal hearings, as necessary.
Identifies opportunities for improving service delivery methods and procedures; identifies resource needs, reviews with appropriate management staff, and implements improvements.
Provides guidance and input on business unit restructures, workforce planning, and succession planning.
Identifies training needs for departments, offices, and individuals. Collaborates with appropriate HR staff and leadership to address identified needs and evaluate training effectiveness.
Supports organizational change initiatives by advising leadership on workforce impacts, employee communications, and implementation strategies to promote understanding and adoption of changes.
Establishes and fosters effective working relationships and strong business partnerships.
Performs other duties as required.
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Supervision Exercised:** This classification does not have supervisory authority; however, may be required to provide expertise or limited guidance or direction to employees, such as overseeing work quality, training, and guidance. Typically serves as a subject matter expert on the scope of functional area.
Supervision Received: Receives general supervision. This classification typically performs job duties by following established standard operating procedures and/or policies. Regular direction, guidance, and coaching from supervisor may be expected. There is
