Human Resources Business Partner - Learning and Development

The expected salary range for this position is based on several factors including market, funding, candidates experience level, skills, schedule, training, and related knowledge. Our ranges are developed and published as good faith estimates for the position.

Salary Range: $67,000 - $92,000 | Office benefit package (Parking/Remote Expenses): $210/Month subject to change.

The HR Business Partner L&D (HRBP) is responsible for aligning business objectives with employees and management in designated agency departments and programs.  This position serves as a consultant to management on human resources-related issues. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objective of the organization.  

HRBP L&D is responsible for designing, implementing, and managing comprehensive learning and development programs that foster employee growth and skill enhancement. Additionally, the HRBP will develop and maintain key metrics and reporting systems to track the effectiveness of HR and agency initiatives 

Duties & Responsibilities:

Employee Relations 

• Provide day-to-day performance management guidance to management (ex: coaching, counseling, career development, disciplinary actions) for all assigned programs.  

• Lead investigation and resolution process in partnership and in consultation with HR Director.  

• Work in partnership with Management to manage and resolve employee relations issues; conduct thorough and objective investigations when necessary. 

• Work closely with management and employees to foster positive working relationships, build morale, and increase productivity and retention. 

• Coach, lead and facilitate hiring managers to maintain compliance with all federal/state laws and regulations including Affirmative Action Plan compliance. 

• Provide guidance and input on program restructuring, workforce planning, and succession planning.  

• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Consults with legal team as needed/required. 

• Facilitates employment separations – voluntary and involuntary in consultation with HR Director and legal.  

• Facilitate the Unemployment Process for all assigned programs.  

• Schedule, lead and maintain regular meetings with program managers. Frequency for most should be at least quarterly, IRTS programs at least monthly and RSS at least bi-weekly.  

Learning and Development  

• Oversee Training Institute Programming in partnership with Operations Administrative Manager  

• Conduct needs assessments, identify skills gaps and training requirement for the agency  

• Design Training programs, develop training materials and programs tailored to meet the specific needs of employees.  

• Facilitate Training Sessons: lead workshops, seminars and virtual learning sessions to promote professional development.  

• Evaluate training Effectiveness, assess impact of training programs through feedback, assessments and performance metrics. 

• Collaborate with leadership and managers to align learning initiatives to agency strategy.  

• Develop and Facilitate Level Up Weekly Manager Content and email 

• Develop and Facilitate HR Manager Trainings in partnership with CHRMO and HR Director  

• Participate actively in on-going professional growth and development; maintain appropriate professional behavior and participate in appropriate supervision. 

• Collaborate with Management: Work closely with managers to align learning initiatives with business objectives 

• MS forms and power automated flows – voucher request, position change form etc. 

• Learning and development – gap analysis, develop and implement in partnership with Leadership 

• ADP enhancements and acknowledgment process 

• Mineral and other platforms – in coordination with HR Assistant  

• AI integration 

Metrics and Analytics 

• I9 Management and compliance, process and auditing – partner with HR Director and HR assistant as necessary.  

• Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.  

• Metrics and reporting – HR Dashboard, Quarterly metrics, Equal Pay reports. AAP Reports, ADP Reporting 

• Own HR Lifecycle document,