Senior Human Resources Business Partner - County of Riverside
Riverside, CA 92501
About the Job
The County of Riverside Human Resources (HR) Department has an opportunity for a Senior Human Resources Business Partner (SHRBP) in Riverside.
Reporting to an Assistant Human Resources Director, the SHRBP will manage the Human Resources Business Partner (HRBP) team of 11. The SHRBP will coordinate the work of the Division by providing strategic guidance and direction on complex assignments and requests, participating in department and County-wide projects, offering insights on the impact to County departments , and ensuring that the Division continues to grow, develop, and evolve to meet the needs of the County. The SHRBP will play a key role in providing department-focused support, fostering productive relationships with the County's 40+ departments and within the HR organization. The ideal candidate will have experience serving as a consultant and partner to County departments on HR-related matters and a proven ability to build strong relationships with business leaders. This role requires offering thought leadership on organizational and employee-related strategy and execution. It is anticipated that this position will also support one or more Departments. The incumbent will serve as the HRBP for the Human Resources Department but may also provide strategic support to other departments as needed. Candidates should be savvy tacticians who can draw from diverse experience to navigate complex challenges.
The department is seeking current HR Business Partners (HRBPs) or HR Generalists within the HR Department that have experience across critical HR functional areas such as Recruitment & Selection, Classification & Compensation, Employee Relations, and Leave Management.
Current Division Managers seeking reassignment may express interest in this position by submitting a cover letter and resume to the recruiter directly and will be included in the competitive interview process.
This class has been deemed eligible for the Performance Recognition Plan as set forth under Article 3, Section 311 of the County Management Resolution. Program eligibility requires employees to be in a leadership position, manage other employees or programs, and have significant influence on the achievement of organizational objectives.
Meet the team!
The Human Resources Department strives to effectively serve and partner with our community, departments and employees by leveraging best practices and innovation to foster a thriving county.
EXAMPLES OF ESSENTIAL DUTIES
• Lead a team of business partners providing strategic support to County departments in all aspects of human resources to aligning County and HR objectives with management and employees of the designated departments.
• Establish and develop a dialogue and relationship with senior management and other HRBPs to understand the key resource issues and associated requirements to meet both current and future organizational challenges.
• Evaluate assigned programs and review policies, procedures, and methods used relative to effective utilization of resources and achievement of goals; formulate, recommend and/or implement action for program improvement.
• Partner with leadership, business partners, finance colleagues, and Center of Expertise divisions to develop short and long-term strategic workforce plans that support complex and diverse business requirements; share responsibility for the goals and target delivery.
• Analyze the impact of forecasted strategic workforce plans, conduct scenario planning, and perform gap analysis to arrive at data metrics and recommendations that influence workforce plans.
• Provide coaching, facilitation, team development, whole systems analysis, process reengineering, and organization development services in consultation with executive leaders and senior managers to implement organization improvement initiatives and assure alignment with the organization's strategic plans.
• Monitor salary structure, balance staffing needs with cost controls, assist with the administration of performance pay, and help to ensure that policies, procedures, and programs are in alignment with the organization's overall strategic objectives.
• Understand the HR needs of each business area supported and partner with management to identify their HR service requirements and support business change efforts.
• Provide input on HR strategy and translate into implementation plans within supported business areas, leading and facilitating the HR agenda items for designated business areas.
• Provide and interpret reports on staffing, retention, attrition, and other necessary data to department leadership; recommend programs and/or enhancements as necessary.
MINIMUM QUALIFICATIONS
Education: Graduation from an accredited college or university with a Bachelor's degree, preferably with a major in business administration, public administration, human resources management, behavioral or social sciences, industrial relations, organizational studies, or a related field to the assignment.
Experience: Five years of professional, journey-level experience in multiple HR disciplines, two years of which must have been in a lead or supervisory role equivalent to either the County of Riverside Senior Human Resources Analyst or Associate Human Resources Business Partner, OR responsible for supervising or managing personnel administration (e.g., preparing forecasts of departmental personnel needs; providing guidance and recommendations to appointing authorities and top managers on the selection, recruitment, and management of employees; managing grievance and disciplinary matters; budget forecasting and preparation; and payroll supervision).
Knowledge of: Principles, methods, and techniques of administration, organization, and management in a governmental or public agency environment; principles of public and business administration; principles and practices of position classification, salary administration, recruitment and selection, test development and validation, employee relations, and benefits administration techniques; administrative problems involved in operating a governmental department with several subdivisions and programmatic areas; principles and practices of public sector labor relations; collective bargaining process in the public sector; effective case presentation techniques; methods and techniques for conducting analytical studies of administrative and management practices; legislative processes of the County, state and federal governments; practical application of computers and peripheral equipment.
Ability to:Develop and maintain confidence of executive/senior level managers with agency/department services; develop and install new methods and procedures; direct a program of organizational and procedural analysis and put into practice effective improvements; research, analyze and make recommendations on administrative, management and procedural practices; develop HR strategy in line with business needs; manage and implement projects and strategic change initiatives; maintain cooperative and effective working relationships; plan, organize and direct the work of an administrative organization; prepare clear and concise written and oral reports; make effective presentations of conclusions and recommendations orally and in writing; direct, supervise, train, and evaluate performance of subordinate employees; effectively delegate responsibility.
Competencies required for success as a Senior Human Resources Business Partner:
• Business Acumen
• Relationship Management
• Human Resources Expertise
• Communication
• Consultation
• Critical Evaluation
• Ethical Practice
• Cultural/Departmental Awareness
• Leadership and Navigation
Other Requirements
License/Certificate: Possession of a valid California Driver's License may be required.
Professional Human Resources (PHR), Senior Professional Human Resources (SPHR), or other relevant human resources related certification is desired.
SUPPLEMENTAL INFORMATION
GENERAL INFORMATION
If you have any questions regarding this posting, please contact Angie Tavaglione at atavaglione@rivco.org or at (951) 966-3590.
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APPLICATION INFORMATION
Veteran's Preference
The County has a Veterans Preference Policy applicable to new hires. To qualify, upload a copy of your (or your spouse's) Member-4 Form DD-214 indicating dates of service, and a copy of your spouse's letter of disability (if applicable) with your application. For privacy reasons, it is recommended that you remove your social security information from the document(s). A Human Resources Representative will review the materials and determine if you qualify for veterans' preference.The Veterans Preference Policy, C-3 is available here: https://rivcocob.org/board-policies
Reasonable Accommodations
The County of Riverside is committed to providing reasonable accommodation to applicants as required by the Americans with Disabilities Act (ADA) and Fair Employment and Housing Act (FEHA). Qualified individuals with disabilities who need a reasonable accommodation during the application or selection process should contact the recruiter for the position noted above. For additional information and/or to obtain the appropriate form for requesting a reasonable accommodation, please visit the Disability Access Office web page located at: https://rc-hr.com/disability
Proof of Education
If using education to qualify or when requested by the recruiter, upload a copy of any license(s), official/unofficial transcript(s), degrees, and/or related employment documents to your NeoGov account at the time of application and before the closing date. Official or unofficial transcripts will be accepted.
If your education was completed outside of the United States, you will need to provide a copy of your Foreign Education Equivalency evaluation from a member of the National Association of Credential Evaluation Services ( NACES ) or Association of International Credential Evaluators, Inc. ( AICE ).
Equal Opportunity Employer
The County of Riverside is an Equal Opportunity Employer. It is the policy of the County of Riverside to provide equal employment opportunities for all qualified persons. All applicants will be considered without regard to race, color, religion, sex, national origin, age, disability, sexual orientation, gender, gender identity, gender expression, marital status, ancestry, medical condition (cancer and genetic characteristics), genetic information, or denial of medical and family care leave, or any other non-job-related factors.
Pre-Employment
All employment offers are contingent upon successful completion of pre-employment requirements including a criminal background investigation, which involves fingerprinting. (A felony or misdemeanor conviction may disqualify the applicant from County employment). A pre-employment physical examination and background check may be required.
Probationary Period
As an Approved Local Merit System, all County of Riverside employees, except those serving "At Will," are subject to the probationary period provisions as specified in the applicable Memorandum of Understanding, County Resolution, or Salary Ordinance. Temporary and Per Diem employees serve at the pleasure of the agency/department head.
General Information
Current County of Riverside and/or current employees of the hiring department may receive priority consideration. Qualified candidates may be considered for future County vacancies.
Job postings may close without notice based on application volume. Submit your complete application by the recruitment close date; no late applications are accepted. Ensure all relevant experience/education is reflected on your application/resume, as a failure to demonstrate position requirements may disqualify applicants. A description of job duties directly copied from the job classification or job posting will not be considered.
Please read and follow any special application instructions on this posting. Click the 'Apply' link located on this page to submit your application. For additional instructions on the application process, examinations, Veteran's preference, pre-employment accommodation or other employment questions, please refer to our web site, www.rc-hr.com .
If you are experiencing technical problems, you may contact the governmentjobs.com applicant support desk Monday through Friday, 6 am to 5 pm Pacific Time at support@governmentjobs.com or toll-free 1-855-524-5627.
MEDICAL/DENTAL INSURANCE: A Flexible Benefit Credit is provided on a monthly basis as governed by the Management Resolution or applicable bargaining unit. Vision coverage is provided through Vision Service Plan (VSP) at no cost to employee or eligible dependents.
Note: Employees on assignment through the Temporary Assignment Program (TAP) receive different benefits. See the list here.
MISCELLANEOUS RETIREMENT: County of Riverside has three retirement Tiers through the California Public Employees' Retirement System (CalPERS).
- Tier I (Classic Member - Formula 3% @ 60): Applicable to current and former County of Riverside local miscellaneous employees hired prior to 08/24/2012 and did not withdraw CalPERS contributions. The employee contribution is eight (8%) percent.
- Tier II (Classic Member - Formula 2% @ 60): Applicable to local miscellaneous employees 1) hired after 08/23/2012 through 12/31/2012; 2) Previously employed with another CalPERS contracting public agency or a reciprocal retirement system, with a break in service of less than six months between the separation date with the previous employer and the appointment date with the County of Riverside. The employee contribution is seven (7%) percent.
- Tier III (PEPRA New Member - Formula 2% @ 62): Applicable to CalPERS local miscellaneous new members hired on or after the implementation of the Public Employees' Pension Reform Act of 2013 (PEPRA) which took effect January 1, 2013.Effective July 1, 2023, the employee contributions are 7.25% and will increase to 7.75% effective July 1, 2024.
A new member is defined as any of the following:
CalPERS refers to all members that do not fit within the definition of a new member as "classic members".
Contribution rates are subject to change based on the County of Riverside annual actuarial valuation.
Note:
This summary is for general information purposes only. Additional questions regarding retirement formulas can be sent to retirement@rivco.org or by calling the Benefits Information Line at (951) 955-4981,
Option 2.
If you have prior service credit with another CalPERS agency or within agencies, please contact CalPERS at (888) 225-7377 to determine which retirement tier would be applicable to you. CalPERS is governed by the Public Employees' Retirement Law. The Retirement Law is complex and subject to change. If there's any conflict between this summary and the law, the law will prevail over this summary.
DEFERRED COMPENSATION: Voluntary employee contribution with a choice between two 457 deferred compensation plan options.
401(a) MONEY PURCHASE PLAN: County contribution of $50 per pay period towards choice between two 401(a) plan providers.
ANNUAL LEAVE (Bi-Weekly Accrual):
0 < 36 months = 8.92 Hours
36 to <108>108 or more months = 12.00 Hours
Maximum Annual Leave accumulation is 1,800 hours. Employee may receive pay in lieu of up to 80 hours per calendar year. Agency/Department Head may approve an additional 80 hours.
-Annual Leave for Unrepresented Management Attorneys:
Maximum Annual Leave accumulation is 2,000 hours. Refer to Article 22 of the Management Resolution for a list of job classifications included.
HOLIDAYS: Normally 12 paid holidays per year.
BEREAVEMENT LEAVE: 5 days (3 days are County paid; 2 days can be taken through use of accrued leave balances).
BASIC LIFE INSURANCE: $50,000 of term life coverage. Premiums are paid by the County. Additional Supplemental Life plan is available for employee purchase.
LONG-TERM DISABILITY (LTD): Benefit pays 66.67% of earnings to a maximum of $10,000 per month; 30-day waiting period; pays to age 65. Benefit can be coordinated with other available leave balances to provide up to 100% of pay.
POST RETIREMENT MEDICAL CONTRIBUTION: A monthly contribution is made by the County towards retiree health insurance offered through the County as governed by the Management Resolution or applicable bargaining unit.
OTHER: There may be other benefit provisions as specified in the applicable Memorandum of Understanding, Management Resolution, or Salary Ordinance. Please contact the recruiter listed on the job posting directly for more information..
