26 days old

Human Resources Partner

City of Dallas
Dallas, Texas 75201

The Human Resources Partner (HRP) is responsible for aligning business objectives with employees and management in designated business units. The HRP serves as a consultant to management on human resource-related issues and organizational changes.  Acts as an employee champion and change agent within an assigned department.

Essential Functions:

  • Consults with line management and provide daily HR guidance.
  • Resolves complex employee relations issues and address employee grievances. 
  • Reinforce the organization’s core values and behavioral expectations through modeling, communication, and coaching. 
  • Works closely with management and employees to develop, implement, evaluate, improve work relationships, build moral, and increase productivity and retention. 
  • Analyze trends and metrics with the HR department. 
  • Identify training needs for teams and individuals.
  • Works with clients within the organization focusing on the missions and objectives set forth by the organization.
  • Serves as an operational and strategic resource for the area in which they support.
  • Provides guidance on HR policy to client departments.
  • Partners with leadership to align HR strategy to business strategy.   
  • Acts as change agent to business through process design and approaches that support change and transformation – striving to lead mutual processes to best practice status. 
  • Ensure that human resources development activities are compliant with all applicable federal laws and regulations. 
  • Provides day-to-day coaching to leadership on a variety of actions to include employee relations issues, policy interpretation and application; talent management and development; and organizational design consultation.
  • Leads and/or supports annual HR cycle deliverables to include performance management; merit and benefits enrollment; etc. 
  • Evaluates issues, patterns, and trends to provide proactive insights for HR solution and program designs i.e. training to address certain needs. 
  • Partners with Payroll; HRIS; Compensation; and Benefits functions as needed to provide solutions for clients.
  • Develop, administer, and evaluate grievance/dispute resolution and performance improvement policies and procedures. 
  • Conduct a needs assessment to identify and establish priorities regarding human resource development activities.
  • Conducts investigations and inquires related to employee issues and complaints made through any other source


Recognizes problems and responds, systematically gathers information, sorts through complex issues, seeks input from others, addresses root cause of issues, makes timely decisions, can make difficult decisions, uses consensus when possible, and communicates decisions to others. 

Budget/Cost Control

Plans for and uses resources efficiently, always looks for ways to reduce costs.

Functions as mentor rather than demanding excessive control over minor details.  Pushing decision making down in the organization and accepting and encouraging personal accountability. 
Takes responsibility for own actions.
Foster accountability among employees.


Maintains an inclusive workplace, maximizes contributions of all employees, and develops strengths in all team members.
Identifies own biases and remain objective
Develops a greater understanding of the importance of diversity in the workplace
Embraces and seeks out a variety of different perspectives.

Developing People

Identifies and foster individual goals that aligns to the career development plan and organizational goals.
Provides education, exposure and experience for skill development in key areas. 

Customer Focus

Handles customer questions and complaints, communicates with customers, handles service problems politely and efficiently, always available for customers, follows procedure to solve customer problems, understands assigned departments products and services, maintains pleasant and professional image. 

Adaptability/Change Management

Adapts to change, is open to new ideas, takes on new responsibilities, handles pressure and adjusts plans to meet changing needs.
Generates new ideas, challenges the status quo, takes risks, supports change, encourages innovation, solves problems creatively. 


Minimum Qualifications


  • Bachelor's degree in a human resources, business/public administration, or social science field. 


  • Four (4) years of professional level human resources experience with responsibility for employee relations, performance management, change management, and/or employee engagement. 


  • High school diploma or GED plus eight (8) years of the required experience will meet the education and experience requirements.
  • Associate's degree in any field plus six (6) years of the required experience will meet the education and experience requirements.
  • Bachelor's degree or higher in a non-specified field plus six (6) years of the required experience will meet the education and experience requirements.
  • Master's degree or higher in a specified field plus two (2) years of the required experience will meet the education and experience requirements. 


  • Valid driver's license and good driving record 


  • Strong interpersonal skills, negotiation skills and effective verbal and written communication skills
  • Proven ability to effectively coach employees and management through complex and difficult issues 
  • Ability to thrive in an ambiguous and rapidly changing environment 
  • Ability to set high personal goals and work independently 
  • Ability to organize, multi-task and prioritize tasks 
  • Ability to make recommendation to effectively resolve problems or issues 
  • Demonstrates project management skills 
  • Proven acuity in MS office suite, internet


  • SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-  SCP) Preferred 


Posted: 2019-10-22 Expires: 2019-11-21

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Human Resources Partner

City of Dallas
Dallas, Texas 75201

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