Human Resources Strategic Business Partner

The City of Eugene Employee Resource Center is seeking two experienced Human Resources Business Partners responsible for leading a team and serving as a strategic business partner to assigned departments. One role will be responsible for leading the team supporting Eugene Springfield Fire, Central Services, and the Planning and Development Department and one role will lead the team supporting the Eugene Police Department and the Library, Recreation, and Cultural Services Department.  If you value inclusion and employee wellbeing, are a strong collaborator, and thrive on providing expert guidance and problem solving to achieve current and future business objectives, this is your opportunity to make a lasting impact. 

What We’re looking for:

• Strategic and experienced Human Resources Professionals who can advise on multiple disciplines and work in partnership with assigned Departments to meet their business needs. 

• Collaborative leaders who can lead and develop a team of professionals as they support employees and supervisors throughout the City. 

• Demonstrated experience in gathering and analyzing data and trends to help inform strategic decisions

• Proven success in managing and advancing projects to help meet organizational objectives. 

• If you’re ready to make an impact and help us continue our journey toward a thriving workplace culture, we want to hear from you!

Examples of Duties Performed - Duties may include but are not limited to the following:

Strategic Partnership & Consulting: Serve as a strategic business partner to assigned departments, providing expert guidance and problem-solving to achieve current and future business objectives. Influence leadership decisions through collaboration and data-driven insights.

Leadership & Team Development: Lead and mentor HR staff in collaborative business partner practices, ensuring alignment with organizational priorities and fostering a culture of continuous improvement.

Employee Relations & Case Management: Apply advanced case management techniques to resolve complex employee situations spanning multiple functional areas. Lead sensitive employee relations cases, including investigations, disciplinary actions, and grievance processes.

Labor Relations & Compliance: Provide critical guidance on labor contracts, employment law, and personnel policies. Ensure compliance with federal, state, and local regulations while proactively mitigating risk. Ensures fair and consistent application of policies across the organization.

Workforce Planning & Analytics: Research, analyze, and evaluate complex data to identify trends and inform strategic decisions. Present findings and recommendations clearly to diverse stakeholders.

Recruitment & Talent Acquisition: Oversee recruitment and selection processes, ensuring equitable, efficient, and legally defensible hiring practices. Implement improvements to enhance candidate experience and organizational outcomes.

Classification & Compensation: Provide guidance and support for compensation questions and classification reviews in partnership with senior analyst. 

HR Technology & Process Improvement: Optimize HRIS and absence management systems for accuracy and efficiency. Identify opportunities for process innovation to improve service delivery and employee experience.

Culture & Belonging: Partner with leadership to advance diversity, equity, and inclusion initiatives, fostering a workplace where employees feel valued, supported, and empowered to thrive.

Strategic Planning & Organizational Development: Participate in division-wide planning, setting strategic priorities, and leading initiatives that align with the City’s mission and vision.

Onboarding & Integration: Oversee comprehensive onboarding programs that ensure new employees feel welcomed, informed, and prepared to succeed. Partner with managers to establish clear job expectations, integrate organizational values, and provide resources that support engagement and retention from day one.

Organizational Training: Designs and delivers organizational training programs on key HR topics—including recruitment and selection, labor relations, performance management, compliance, and diversity and inclusion.

Specialized knowledge of:

• Advanced principles and practices of Human Resources 

• Federal, state, and local laws, rules, regulations, ordinances, and policies relevant to Human Resources, Benefits and Risk Services, including understanding of compliance requirements and implications.

• City policies, rules, and bargaining agreements, and their application to assigned staff, with an emphasis on equitable practices and inclusion.

• Operational and strategic planning principles and practices, including goal setting, performance measurement, and evaluation methodologies.

• Principles of supervision, training and performance evaluation and professional program/ project leadership.
  

Demonstrated success in:

• Effective communication and interpersonal skills, including the ability to present information clearly and persuasively in public settings, negotiate effectively, and resolve conflicts diplomatically.

• Strong problem-solving and decision-making abilities to independently develop sound decisions, conclusions, and recommendations, including the ability to anticipate and mitigate risks.

• Multicultural workforce management skills to promote an equitable workplace environment, apply equitable program practices to diverse and complex City services, and foster inclusive leadership practices.

• Resilient and strategic leadership in fast-paced settings by effectively managing multiple and conflicting priorities. Inspires and guides teams to remain focused, adaptable, and results-driven while maintaining high standards of quality and collaboration under changing demands.

Minimum Qualifications

Education: Bachelor’s degree from an accredited college or university with major coursework in business administration, public administration, or a related field.

Experience: Five (5) years of professional experience in human resources with experience developing, implementing, and managing programs, projects, and/or personnel functions within an organizational unit, preferably in the public sector; including two years in a full supervisory role.

License: Valid Oregon driver’s license (or, the ability to obtain by date of hire); must pass driving records check and, if hired, maintain a driving record that meets the City’s standard. Oregon law requires that an out-of-state license holder must obtain a valid Oregon license (with appropriate endorsements) within 30 days of becoming domiciled in the state (ORS 803.355).  

Certification: Professional in Human Resources (PHR), Senior Professional in Human Resources (SPHR), or related certification is preferred.

Background: Must pass a criminal background check.