Sr. HR Business Partner

OpenGov is the leader in AI and ERP solutions for local and state governments in the U.S. More than 2,000 cities, counties, state agencies, school districts, and special districts rely on the OpenGov Public Service Platform to operate efficiently, adapt to change, and strengthen the public trust. Category-leading products include enterprise asset management, procurement and contract management, accounting and budgeting, billing and revenue management, permitting and licensing, and transparency and open data. These solutions come together in the OpenGov ERP, allowing public sector organizations to focus on priorities and deliver maximum ROI with every dollar and decision in sync. Learn about OpenGov’s mission to power more effective and accountable government and the vision of high-performance government for every community at OpenGov.com.

Job Summary:

The Senior HR Business Partner (Sr. HRBP) is a seasoned and agile HR professional who thrives in a fast-paced, dynamic environment. This role acts as a hands-on partner to business leaders and employees, delivering practical, solutions-oriented support that aligns with organizational goals. The Sr. HRBP rolls up their sleeves to collaborate closely with HR Centers of Excellence (COEs) and cross-functional teams, driving the implementation of people strategies, programs, and processes. This position plays a critical role in translating business needs into HR actions, fostering a culture of engagement, performance, and continuous improvement while ensuring HR operations run seamlessly.

Responsibilities:

Strategic HR Partnership:

• Partner with managers and department leaders to understand business priorities and provide HR guidance across areas such as performance management, workforce planning, and organizational effectiveness.

• Leverage HR knowledge to shape people strategies that drive business outcomes and foster a high-performance culture.

• Partner closely with HR Centers of Excellence (COEs) to deliver and scale core HR programs across the organization.

• Proactively assess HR tools, policies, and processes, recommending improvements that meet evolving business needs.

Employee Engagement and Retention:

• Conduct engagement surveys and pulse checks; analyze results and work with leaders to build action plans.

• Provide guidance to managers on employee relations matters, performance conversations, and conflict resolution in line with company policies and values.

• Support initiatives that foster a positive employee experience, build team cohesion, and promote retention.

Performance Management and Development:

• Lead and facilitate the performance management process, including goal setting, calibration, feedback, and performance reviews.

• Coach managers on providing meaningful feedback, developing talent, and leading high-performing teams.

• Identify training and development needs; partner with Learning & Development to coordinate learning opportunities and growth initiatives.

• Support career pathing and internal mobility initiatives to retain top talent.

Employee Relations and Compliance:

• Provide hands-on support and coaching to managers in navigating complex employee relations matters such as performance concerns, interpersonal conflicts, and accommodations.

• Ensure HR practices are applied consistently and in alignment with company values, internal policies, and all applicable labor laws.

• Collaborate with internal stakeholders (e.g., Legal, HR COEs) to support processes such as immigration and policy enforcement.

Data and Analytics:

• Analyze HR data and metrics to identify trends, diagnose issues, and support decision-making.

• Deliver data-based insights to leaders and recommend adjustments to improve engagement, retention, and performance outcomes.

• Maintain data accuracy and integrity across HR systems and documentation..

Collaboration and Communication:

• Build strong cross-functional partnerships with business leaders and People Team colleagues to ensure aligned, consistent HR support.

• Communicate effectively across all levels of the organization, adapting messaging to suit a variety of audiences and contexts.

• Promote transparency and trust through proactive, timely communication and follow-through.

Requirements