HUMAN RESOURCES BUSINESS PARTNER - OPERATIONS

The City of Surprise is seeking an experienced, solution-oriented Human Resources Business Partner to join our HR Operations Team. This role partners with departments across the City to support employee relations, performance management, classification and compensation, and workforce needs while helping leaders turn workplace challenges into practical solutions. The ideal candidate builds strong working relationships, takes ownership from start to finish, and brings thoughtful analysis and clear recommendations to HR matters. Success means understanding department operations, anticipating needs, identifying root causes, and connecting HR solutions to organizational goals. All supported by clear communication and reliable follow-through. If you enjoy solving problems, helping leaders succeed, and supporting the people who serve our community, we encourage you to apply. Summary Incumbents perform, professional-level work related to a human resources functional area in order to assist organizational leaders in the achievement of strategic objectives. Incumbents have broad-based accountability and are responsible for developing, implementing and evaluating programs; serving as an expert resource in one or more functional areas; providing guidance and monitoring lower-level staff; and handling programs or activities which are highly sensitive and have high levels of liability and risk. This position may supervise employees.

Education And Experience Bachelor's degree in Human Resources, Business Administration, Public Administration, Risk Management, or a related field, and five years of professional-level human resources and/or risk experience; or an equivalent combination of education and experience sufficient to successfully perform the essential duties of the job such as those listed in the job description. Additional education cannot be substituted for experience.

CERTIFICATIONS, LICENSES, REGISTRATIONS PHR/SPHR, SHRM-CP/SCP, IPMA-CP/SCP, CEBS, or CCP certification is desirable.

SELECTION PROCESS Applicants whose education, training and experience most closely meet the needs of the position may be invited to participate in a selection process to include a panel interview.

Successful candidates will receive a post-offer, pre-employment background screening to include:

• Fingerprinting
• Criminal Background screening
• Education & Experience Verification
• E-Verify

To view the full job description, including work environment and physical demands, click HERE The City of Surprise is an EEO/ADA reasonable accommodation employer. The City of Surprise offers a broad range of inclusive employee benefits to help employees in their work and personal lives. We are committed to a total rewards strategy that provides our employees with competitive compensation, generous benefits, and an environment that supports a healthy work/life balance for our diverse workforce. Our comprehensive benefits package includes health coverage, retirement, and a variety of work/life programs, including generous paid time off and twelve holidays. For additional benefit information, please Click Here

01

I understand all criminal convictions (felonies and/or misdemeanors including DUIs) that occurred as an adult (age 18 or older) must be disclosed when answering Question 7 and disclosed in full detail in Question 8 in the Agency-Wide Questions section of this application. I also understand my failure to disclose a conviction as outlined in Question 8 may be grounds for elimination of further consideration and/or a job offer to be rescinded.

• I acknowledge the above statement.

02

Are you legally authorized to work in the United States?

• Yes
• No

03

Are you currently employed by the City of Surprise?

• Yes
• No

04

Select the option that applies to your highest level of education completed:

• Master's Degree, or higher, in Human Resources, Business Administration, Public Administration, or related field
• Bachelor's Degree in Human Resources, Business Administration, Public Administration, or related field
• Associate's Degree
• High School diploma or G.E.D. awarded
• None of the above

05

How many years of professional-level human resources experience do you possess?

• 9 years or more
• 7 years to less than 9 years
• 5 years to less than 7 years
• Less than 5 years
• None of the above

06

Which of the following do you possess? Select all that apply:

• PHR or SPHR
• SHRM-CP or SHRM-SCP
• IPMA-CP or IPMA-SCP
• CEBS
• CCP
• None of the above

07

Describe your professional experience advising managers and employees on employee relations matters, including workplace conflict, policy violations, misconduct, attendance, and disciplinary actions. Identify your role and level of responsibility in resolving these matters.

08

Describe your experience conducting or managing workplace investigations involving allegations of misconduct, harassment, discrimination, retaliation, or other policy violations. Include your responsibilities in planning the investigation, interviewing witnesses, evaluating evidence, documenting findings, and recommending or determining appropriate action.

09

Describe your experience advising managers on performance management, including performance improvement plans, corrective action, documentation, and employee coaching. Explain how you help ensure that performance expectations and actions are fair, consistent, and supported by documentation.

10

Describe your experience evaluating positions for classification, reviewing job descriptions, analyzing duties and responsibilities, and recommending changes to job level or classification. What factors do you consider when determining whether a position warrants reclassification?

11

Describe your experience with compensation analysis, including salary range placement, market comparisons, internal equity, pay adjustments, or compensation recommendations. Explain how you use data, policies, and organizational considerations to develop recommendations.

12

Describe your experience supporting or managing recruitment activities, including consultation with hiring managers, development of job requirements, screening criteria, interview processes, candidate selection, and hiring recommendations. Identify the stages of recruitment for which you have been directly responsible.

13

How do you stay informed about changes in employment laws, regulations, public-sector personnel practices, and emerging HR best practices that may affect the organization? Please describe how you evaluate the relevance of new information and apply it to your work or communicate necessary changes to managers and leadership.

14

Do you have professional-level human resources experience working in a government or public-sector organization? If so, please describe your experience, including the type of organization you worked for, your role and level of responsibility, the HR functions you performed, and your experience applying public-sector personnel rules, policies, regulations, or procedures. If you do not have public-sector HR experience, please describe how your professional HR experience has prepared you to work effectively in a government environment.

• Required Question