Human Resources Business Partner
Ozaukee County, Port Washington, Wisconsin, United States, 53074
Job Summary
The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to County leadership by aligning Human Resources practices with organizational goals and departmental needs. This position provides professional-level consultation and leadership in employee relations, investigations, training and development, compliance interpretation, recruitment strategy, employee engagement, and workforce initiatives. The HRBP functions as a trusted advisor to Department Heads, supervisors, and employees; leads complex personnel casework; and recommends practical, risk-aware strategies that strengthen leadership effectiveness, employee engagement, organizational consistency, retention, and overall workplace performance. Essential Functions and Responsibilities
The following duties are essential for this position. Employees must be able to perform each duty satisfactorily with or without reasonable accommodations. Other duties may be required and assigned. 30% Employee Relations & Performance Management: Serves as the primary Human Resources advisor to supervisors, managers, and Department Heads on employee relations, performance management, corrective action, workplace conduct, and consistent application of County policies and procedures. Provides consultation on managing performance concerns, workplace behavior, conflict resolution, attendance issues, employee accountability, and appropriate corrective action. Coaches leaders on documentation standards, expectations, communication, and risk-aware decision-making. Supports departments in addressing complex personnel issues and ensures consistent and defensible application of policy and practice across the organization. 30% Training, Leadership Development, and Organizational Effectiveness: Administers and oversees the County’s organization-wide training, leadership development, and organizational effectiveness efforts. Develops, coordinates, and delivers training for both supervisors and employees, including leadership development, core workplace skills, employee engagement-related practices, and HR-related compliance training. Establishes training standards, curriculum, and delivery methods to ensure consistent implementation across departments. Assesses organizational training and engagement needs through feedback, observations, and workforce data; identifies organizational themes and risk areas; partners with leadership to recommend practical actions to improve communication, leadership effectiveness, consistency, employee engagement, and overall organizational performance. 15% Leave Management: Administers the County’s leave and accommodation programs, including FMLA, ADA, PWFA, Workers’ Compensation coordination, and Leaves of Absence. Manages the accommodation process from initial request through final decision and implementation. Works with departments on job restrictions, essential functions, and return-to-work planning. Applies federal and state requirements and County policy to ensure leave and accommodation decisions are consistent, timely, and legally compliant. Supports leadership and departments in resolving complex or disputed leave and accommodation situations and ensures documentation and decisions are clear and defensible. 10% Investigations and Grievances: Leads and conducts workplace investigations related to misconduct, harassment, retaliation, discrimination, policy violations, and other workplace concerns. Determines investigative approach, conducts interviews, evaluates evidence, prepares written findings, and recommends corrective action when appropriate. Coordinates with the Human Resources Director, County Administrator, Corporation Counsel, and leadership on sensitive and high-risk matters that may lead to litigation. Supports grievance preparation and response activities as assigned and ensures recommendations and documentation are complete and defensible. 10% Recruitment and Hiring: Works with Department Heads and hiring managers to improve hiring results through practical guidance and support. Helps departments build or refine positions, set clear job-related selection criteria, structure interviews, and evaluate candidates consistently. Promotes hiring practices that are fair, consistent, and legally defensible across departments. Reviews recruitment challenges and hiring outcomes, identifies barriers to attracting and retaining strong candidates, and recommends improvements to strengthen candidate quality, streamline hiring, and reduce turnover. 5% Miscellaneous HR Items: Supports County-wide HR projects and other assigned work as needed. Helps prepare HR reports, data summaries, and documentation to support leadership planning and decisions. Assists with planning and coordinating HR- and Administration-sponsored employee events, including communication and logistics. Supervision Exercised None Education, Licenses, and Experience
Education and/or Experience Requirements: Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field preferred. An Associate’s degree in a related field with additional relevant experience may be considered. Three (3) to five (5) years of progressively responsible experience in human resources is required, including experience in employee relations, investigations, training, and interpretation/application of employment-related laws and policies. An equivalent combination of education, training, and experience may be considered. Licenses, Certifications, and Other Requirements: SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred but not required. Minimum Knowledge, Skills, and Abilities Qualifications: In order to perform the functions and responsibilities of the position (listed above) the following knowledge, skills, and abilities are essential. Advanced knowledge of human resources practices including employee relations, performance management, investigations, training, recruitment strategy, and employment compliance. Working knowledge of federal and state employment laws and the ability to interpret and apply policy consistently and defensibly. Ability to conduct effective, thorough, and objective workplace investigations and prepare clear written findings and recommendations. Strong training, facilitation, and coaching skills with the ability to develop leaders and influence positive workplace outcomes. Ability to exercise sound judgment, manage sensitive situations, and maintain confidentiality as an absolute requirement. Strong communication skills with the ability to advise leadership, influence outcomes, and build effective working relationships across departments. Ability to manage multiple complex priorities, work independently, and remain effective under pressure in high-stakes situations. Notes on Evaluation:
In evaluating candidates for this position, Ozaukee County may consider a combination of education, training, and experience which provides the necessary knowledge, skills, and abilities to perform the duties of this position. Physical Requirements
Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at a time. May experience frequent periods of standing or walking. Work Environment
Administrative office environment. EOE Statement
Ozaukee County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Ozaukee County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement or affect the at-will nature of the employment arrangement between the employee and company and is subject to change by the employer as the needs of the employer and requirements of the job change.
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The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to County leadership by aligning Human Resources practices with organizational goals and departmental needs. This position provides professional-level consultation and leadership in employee relations, investigations, training and development, compliance interpretation, recruitment strategy, employee engagement, and workforce initiatives. The HRBP functions as a trusted advisor to Department Heads, supervisors, and employees; leads complex personnel casework; and recommends practical, risk-aware strategies that strengthen leadership effectiveness, employee engagement, organizational consistency, retention, and overall workplace performance. Essential Functions and Responsibilities
The following duties are essential for this position. Employees must be able to perform each duty satisfactorily with or without reasonable accommodations. Other duties may be required and assigned. 30% Employee Relations & Performance Management: Serves as the primary Human Resources advisor to supervisors, managers, and Department Heads on employee relations, performance management, corrective action, workplace conduct, and consistent application of County policies and procedures. Provides consultation on managing performance concerns, workplace behavior, conflict resolution, attendance issues, employee accountability, and appropriate corrective action. Coaches leaders on documentation standards, expectations, communication, and risk-aware decision-making. Supports departments in addressing complex personnel issues and ensures consistent and defensible application of policy and practice across the organization. 30% Training, Leadership Development, and Organizational Effectiveness: Administers and oversees the County’s organization-wide training, leadership development, and organizational effectiveness efforts. Develops, coordinates, and delivers training for both supervisors and employees, including leadership development, core workplace skills, employee engagement-related practices, and HR-related compliance training. Establishes training standards, curriculum, and delivery methods to ensure consistent implementation across departments. Assesses organizational training and engagement needs through feedback, observations, and workforce data; identifies organizational themes and risk areas; partners with leadership to recommend practical actions to improve communication, leadership effectiveness, consistency, employee engagement, and overall organizational performance. 15% Leave Management: Administers the County’s leave and accommodation programs, including FMLA, ADA, PWFA, Workers’ Compensation coordination, and Leaves of Absence. Manages the accommodation process from initial request through final decision and implementation. Works with departments on job restrictions, essential functions, and return-to-work planning. Applies federal and state requirements and County policy to ensure leave and accommodation decisions are consistent, timely, and legally compliant. Supports leadership and departments in resolving complex or disputed leave and accommodation situations and ensures documentation and decisions are clear and defensible. 10% Investigations and Grievances: Leads and conducts workplace investigations related to misconduct, harassment, retaliation, discrimination, policy violations, and other workplace concerns. Determines investigative approach, conducts interviews, evaluates evidence, prepares written findings, and recommends corrective action when appropriate. Coordinates with the Human Resources Director, County Administrator, Corporation Counsel, and leadership on sensitive and high-risk matters that may lead to litigation. Supports grievance preparation and response activities as assigned and ensures recommendations and documentation are complete and defensible. 10% Recruitment and Hiring: Works with Department Heads and hiring managers to improve hiring results through practical guidance and support. Helps departments build or refine positions, set clear job-related selection criteria, structure interviews, and evaluate candidates consistently. Promotes hiring practices that are fair, consistent, and legally defensible across departments. Reviews recruitment challenges and hiring outcomes, identifies barriers to attracting and retaining strong candidates, and recommends improvements to strengthen candidate quality, streamline hiring, and reduce turnover. 5% Miscellaneous HR Items: Supports County-wide HR projects and other assigned work as needed. Helps prepare HR reports, data summaries, and documentation to support leadership planning and decisions. Assists with planning and coordinating HR- and Administration-sponsored employee events, including communication and logistics. Supervision Exercised None Education, Licenses, and Experience
Education and/or Experience Requirements: Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field preferred. An Associate’s degree in a related field with additional relevant experience may be considered. Three (3) to five (5) years of progressively responsible experience in human resources is required, including experience in employee relations, investigations, training, and interpretation/application of employment-related laws and policies. An equivalent combination of education, training, and experience may be considered. Licenses, Certifications, and Other Requirements: SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred but not required. Minimum Knowledge, Skills, and Abilities Qualifications: In order to perform the functions and responsibilities of the position (listed above) the following knowledge, skills, and abilities are essential. Advanced knowledge of human resources practices including employee relations, performance management, investigations, training, recruitment strategy, and employment compliance. Working knowledge of federal and state employment laws and the ability to interpret and apply policy consistently and defensibly. Ability to conduct effective, thorough, and objective workplace investigations and prepare clear written findings and recommendations. Strong training, facilitation, and coaching skills with the ability to develop leaders and influence positive workplace outcomes. Ability to exercise sound judgment, manage sensitive situations, and maintain confidentiality as an absolute requirement. Strong communication skills with the ability to advise leadership, influence outcomes, and build effective working relationships across departments. Ability to manage multiple complex priorities, work independently, and remain effective under pressure in high-stakes situations. Notes on Evaluation:
In evaluating candidates for this position, Ozaukee County may consider a combination of education, training, and experience which provides the necessary knowledge, skills, and abilities to perform the duties of this position. Physical Requirements
Prolonged periods of sitting at a desk and working on a computer. Must be able to lift up to 15 pounds at a time. May experience frequent periods of standing or walking. Work Environment
Administrative office environment. EOE Statement
Ozaukee County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Ozaukee County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer. Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement or affect the at-will nature of the employment arrangement between the employee and company and is subject to change by the employer as the needs of the employer and requirements of the job change.
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