Human Resources Partner II (HRIS)

Job Summary

Position Overview: The Human Resource Partner II is an advanced-level professional role responsible for independently managing and advising on complex human resources matters across multiple departments. This position delivers both tactical and strategic HR services in functional areas such as workforce planning, performance management, policy implementation, and organizational development. The HR Partner II acts as a key advisor to managers and leaders, helping to navigate payroll and HRIS issues and align HR practices with organizational objectives. This role plays a critical part in fostering a positive workplace culture, enhancing employee experience, and supporting the continuous improvement of HR programs and processes.

Essential Job Functions

Key Responsibilities:
HR Analytics & Reporting:

• Processes all personnel actions and maintains and updates HR information systems, such as payroll and time and attendance software.
• Collect and analyze HR data to identify trends and improve decision-making.
• Provide regular HR reports to management, including turnover rates, diversity statistics, and recruitment metrics.
• Troubleshoot issues with HRIS programs and provide solutions, either on your own or by working with IT professionals
• Help implement new HRIS programs, including developing training materials for employees
• Keep up-to-date with changes in HR law and regulations and ensure that HRIS systems comply with these changes
• Create reports and analyze data from HRIS systems to produce insights on employee performance, compensation and benefits usage
• Work with other HR professionals to improve HR processes and systems to ensure a more efficient and effective HR department
• Manage access to HRIS systems, ensuring that confidential employee information is kept safe and secure
• Educate employees on how to use HRIS systems and provide ongoing support as needed
• Identify potential problems with HRIS systems and develop solutions to address those issues in a timely manner

• In partnership with Team Leader, conducts job analysis of newly established and updated position descriptions. May assist managers in creating initial draft position descriptions.
• Ensures current pay plans are updated and published on the intranet.
• Updates and maintains existing, new and updated position descriptions for alignment with SLCBOCC’s classification/position structure.
• Implements and communicates approved pay ranges for reviewed position description.
• Assists in periodic evaluation and assessment of classification/compensation policies, structures and practices to make sure they align with organizational objectives and comply with legal requirements. Makes recommendations as needed.
• Answers classification/compensation-related questions from managers and employees.

• May support and facilitate approved comprehensive recruiting strategy which includes but is not limited to: consultation with hiring managers, drafting job descriptions, creation and placement of job announcements, screening application materials, participating in the interview process, negotiating employment offers, assisting with on-boarding, and all other general recruiting activities.
• Ensure compliance with County hiring practices and affirmative action requirements.

• May assist with identifying training needs and coordinating professional development programs for employees.
• Help track employee development and career progression.

• Maintain employee records, ensuring accuracy and compliance with privacy laws.
• Assist in payroll processing and benefits administration.
• Support the maintenance of HR databases and reporting systems.

• Stay informed of local, state, and federal labor laws to ensure HR practices comply with all regulations.
• Assist in the development and implementation of HR policies and procedures.

Qualifications

Qualifications:
Candidates should possess a solid foundational background that demonstrates their ability to engage with the responsibilities of the role effectively.

• High school diploma or GED is required. Graduation from an accredited four (4) year college or university in Human Resources, Business Administration, Public Administration, or a related field is preferred. Relevant experience, training or technical certifications may substitute for preferred college degree.
• Three (3) to five (5) years of progressively responsible experience in human resources, preferably within the public sector or local government environment.
• HR-related certifications through HRCI, SHRM and/or PSHRA preferred.
• In-depth knowledge of employment laws, public sector HR policies, and best practices.
• Strong communication and interpersonal skills, including the ability to communicate and present written information clearly and professionally.
• Experience in managing complex HR issues, including investigations, performance management, and organizational development.
• Strong leadership, problem-solving, and decision-making skills.
• Advanced level experience with HR systems, analytics, and reporting.
• Proficiency in Microsoft Office Suite and HR software with the ability to learn new applications.
• Basic project management skills.
• Flexibility and adaptability to change with skill in prioritizing work.

Additional Information

Pay Grade G204
This is a non-union position