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HR Partner II (Recruitment & Selection)

St. Lucie County Board of County Commissioners
Full-time
On-site
Administration Building, Florida, United States
$69,581.11 - $104,371.66 USD yearly

Job Summary

POSITION OVERVIEW: The Human Resource Partner II is an advanced-level professional role responsible for independently managing and advising on complex human resources matters across multiple departments. This position delivers both tactical and strategic HR services in functional areas such as workforce planning, performance management, policy implementation, and organizational development. The HR Partner II acts as a key advisor to managers and leaders, helping to navigate employee relations issues and align HR practices with organizational objectives. This role plays a critical part in fostering a positive workplace culture, enhancing employee experience, and supporting the continuous improvement of HR programs and processes.  Please note, this assignment is specific to the recruitment and selection function on the Human Resources team.

Essential Job Functions

KEY RESPONSIBILITIES:

Employee Relations:

  • Manage more complex employee relations issues, including high-level conflict resolution, investigations, and grievance proceedings.
  • Advise senior management on HR-related matters and act as a trusted advisor on sensitive employee matters.

Recruitment & Talent Acquisition:
  • Oversee recruitment processes for more senior and specialized roles.
  • Collaborate with department heads to define job requirements and develop talent acquisition strategies.
  • Provides training and guidance on recruitment processes, interviewing techniques, and hiring best practices.

Workforce Planning & Organizational Development:
  • Works with Team Leader and management to align SLCBOCC’s priorities with its workforce, by identifying current and future organizational structures and performing gap analysis. 
  • Assists in coordination and implementation of approved strategies to transition the workforce from current to align with SLCBOCC strategic initiatives in compliance with legal mandates to maximize existing people programs and systems.
  • Recommends new or suggests improvements to existing people initiatives and systems.

Policy Development & Strategic HR Planning:
  • Develop, implement, and evaluate HR policies, programs, and strategies in alignment with organizational goals and compliance requirements.
  • Lead change management efforts related to HR initiatives and workforce restructuring.

Training, Performance Management & Employee Engagement:
  • Lead the development and delivery of employee training programs.
  • Oversee performance management systems, including annual performance reviews and employee goal-setting.
  • Design and implement employee engagement programs to improve workplace morale and retention.

HR Analytics & Reporting:
  • Collect and analyze HR data to identify trends and improve decision-making.
  • Provide regular HR reports to management, including turnover rates, diversity statistics, and recruitment metrics.

Compliance & Risk Management:
  • Ensure compliance with federal, state, and local labor laws and regulations (e.g., FMLA, ADA, FLSA, EEOC).
  • Conduct audits and risk assessments of HR practices to minimize legal exposure.

PHYSICAL REQUIREMENTS: Ability to lift and carry up to 10 pounds occasionally.  Primarily involves sitting, with occasional walking or standing.   Requires the ability to use a computer or other equipment while seated for extended periods.  May involve fine motor skills for tasks such as typing or handling small items.

ENVIRONMENTAL CONDITIONS AND WORK HAZARDS: Work is primarily conducted in a climate-controlled office setting; however, position may require occasional or frequent travel throughout the County to various departments depending on assignment.  The role requires prolonged periods of sitting and extensive use of computers and other office equipment, which may lead to eye strain and repetitive motion injuries.  Employees may frequently engage in meetings and teamwork, requiring effective communication in shared spaces.  There may be occasions when work is required to be done outside of normal business hours based on operational need and management discretion.

SUPPLEMENTAL INFORMATION:  
This job description is not intended to be and should not be construed as an all-inclusive list of all the responsibilities, skills or working conditions associated with the position.  While it is intended to accurately reflect the position activities and requirements, Management reserves the right to modify, add or remove duties and assign other duties as necessary that are a logical assignment to the position.

EMERGENCY RESPONSE/RECOVERY ACTIVITIES: 
County employees are considered essential personnel in providing and continuing services to our community during and following a disaster, such as a hurricane, or in other emergency situations. As a requirement of County employment, County employees are subject to being required to remain at work during an event, respond to a recall immediately following an event and/or immediately reporting to work when an all clear is declared by the County Administrator.  During these types of events, County employees may temporarily be assigned to work and perform duties outside the normal scope of their position, location, and work schedule to fit the needs of the County and its citizens. 

ADA STATEMENT:
A qualified employee or applicant with a disability may be afforded a reasonable accommodation to perform the essential job functions of a position in compliance with the Americans with Disabilities Act.

EEO STATEMENT:
St. Lucie County BOCC is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees. We do not discriminate based on race, color, religion, gender, sexual orientation, national origin, age, disability, or any other protected characteristic. We encourage all qualified candidates to apply.

Qualifications

QUALIFICATIONS:
Candidates should possess a solid foundational background that demonstrates their ability to engage with the responsibilities of the role effectively.

  • High school diploma or GED is required.   Graduation from an accredited four (4) year college or university in Human Resources, Business Administration, Public Administration, or a related field is preferred.  Relevant experience, training or technical certifications may substitute for preferred college degree. 
  • Three (3) to five (5) years of progressively responsible experience in human resources, preferably within the public sector or local government environment.
  • HR-related certifications through HRCI, SHRM and/or PSHRA preferred.
  • In-depth knowledge of employment laws, public sector HR policies, and best practices.
  • Strong communication and interpersonal skills, including the ability to communicate and present written information clearly and professionally.
  • Experience in managing complex HR issues, including investigations, performance management, and organizational development.
  • Strong leadership, problem-solving, and decision-making skills.
  • Advanced level experience with HR systems, analytics, and reporting.
  • Proficiency in Microsoft Office Suite and HR software with the ability to learn new applications.
  • Basic project management skills.
  • Flexibility and adaptability to change with skill in prioritizing work.
  • Possess and maintain a valid Florida driver’s license and good driving record.

Additional Information

Pay Grade: G204

This is a non-union position