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About this Opportunity!

Human Resources Business Partner

(Full Time, Exempt)

Application Closing Deadline: For best consideration, please submit your application materials by 4:00 p.m. September 9, 2025

Hiring Range is $71,392 to $89,500 annually based on qualifications, education and experience as it relates to the position.

Position Summary:

Under the general direction of Deputy Director of Administration, this position collaborates with the supervisory and management team to identify and deliver solutions to support decisions related to workforce planning, training, leadership development, policy interpretation, performance management, compensation, employee relations, and overall employee engagement. This position contributes to the business strategy by helping leaders identify, prioritize, and build organizational capabilities, structures, and processes. The Human Resources Business Partner regularly consults, coaches, and advises leaders to make informed people-related decisions that minimize risk, drive workforce effectiveness, and lead to improved business performance. Serves as second in command when the Deputy Director is out and may provide work assignments and direction to Human Resources staff. Mentors other HR team members, as appropriate. Performs duties in a manner consistent with the stated values of the organization.

Essential Duties:

Consults with management and provides HR guidance. Resolves employee relations issues and addresses grievances. Works closely with management and employees to improve work relationships, build morale and increase productivity and retention. Provides SSPRD policy guidance. Monitors and reports on workforce and succession planning. Partners with all departments and outside entities to build relationships. Facilitates recruitment and retention strategies. Identifies training needs for teams and individuals. Oversees training programs. Analyzes workforce trends and metrics.

Relationship Building & Problem Solving

Develops and maintains strong, productive professional relationships within HR, District employees and management, and outside community partners. Keeps regular contact with members of the management team regarding strategic people issues and to facilitate decision-making in accordance with the organization’s current policies and practices, mission, vision and values, as well as federal and local regulations. Maintains a solution-focused mindset to pro-actively identify opportunities in client groups, surfacing issues and to address business challenges. Serves as an integral member of the HR Team, supporting client groups and acting as a partner in the business to maximize all aspects of people performance. Provides advice and support for organizational change with an established reputation and track record as an effective and collaborative partner. Closely partners with management on a broad range of strategic HR services, providing coaching and consultation that contributes to the organizational strategy and business goals. Responsible for delivering a full range of HR services including ongoing support of annual HR processes such as: performance management, compensation, employee engagement, talent and success planning, employee relations, and policy interpretation and compliance. Leverages business and industry insights to manage the design, development and delivery of HR programs, aligning with the business. Collaborates with all departments to identify and deliver solutions to support business leaders on decisions related to talent, employee relations, recruitment and compensation. Works with business leaders to define and align the talent strategy, improving organizational performance, and developing capabilities that deliver business results. Regularly meets, consults, coaches and advises with leaders across the organization to make informed people-related decisions to minimize risk to the company, drive effectiveness and improve performance.

Employee Relations

Ensures consistent application of HR policies, processes and systems by advising staff on employee relations matters including interpreting District policies and procedures and applicable local, state and federal laws and regulations. Pro-actively coaches employees in areas such as organizational and interpersonal communications, relationship building, talent management, performance management, succession planning and development of direct reports. Works with Department managers and supervisors to resolve complex employee relations problems and to conduct investigations, including gathering information, meeting with employees one-on-one, and facilitating solutions Prepares written documentation and exhibits in response to allegations and claims affecting the employment relationship. Ensures that all appropriate follow-up activities and monitoring related to employee relations issues are completed. Keeps detailed notes of all employee relations issues. Provides guidance to supervisors and managers on performance management issues. Assists in the creation of performance documentation and conducts necessary follow-up activities. Works with departments to reward and recognize employees for performance related accomplishments. Conducts exit interviews and tracks trends and patterns to advise management appropriately. Responds to Unemployment Compensation appeals and hearing requests, including preparation of materials and witnesses. Participates in Unemployment hearings as a representative for the employer. Advises, interprets and counsels supervisors and employees on internal policies, guidelines and procedures, as well as local, state and federal laws and regulations.

Training

Manages Leadership Development Program for the District. Delivers group and individual instruction and training covering a range of technical, operational, and/or management areas. Develops training curricula and recommends or utilizes vendor programs meeting instructional goals and objectives. Formulates training outlines and determines instructional methods utilizing knowledge of specified training needs and effectiveness of such methods such as individual training, group instruction, lectures, demonstrations, conferences, meetings, and workshops. Selects or develops training aids including training handbooks, demonstration models, multimedia visual aids, computer tutorials, and reference works. Coordinates administrative functions necessary to deliver and document training programs. Evaluates effectiveness of training and development programs, and utilizes relevant evaluation data to revise or recommend changes in instructional objectives and methods. Assists in analyzing and assessing training and development needs for individuals, departments, and/or external organizations. Reviews instructor performance and recommends improvements to program content and/or instructor presentation methods.

Recruiting

Advises departments on recruitment strategies and assists with the interview and selection process if needed. Writes, reviews, and assists supervisors in maintaining job descriptions as needed. As needed, participates in the interview process, along with the hiring supervisor, for full-time and regular part-time positions, as well as part-time positions upon request.

Performance Management Administration

Assists with the development, monitoring and communication with employees and supervisors regarding the District’s performance review process. Provides supervisor and employee training related to the SSPRD performance management process. Prepares communication and training materials, coordinates and conducts training sessions related to on-going performance management skills and the annual performance review process.

Compensation Administration

Provides competitive market research and prepares pay studies to help establish pay practices and pay grades that help to recruit and retain superior staff. Assists with the development and maintenance of the District’s part-time and full-time Pay Plans. Manages the Position Classification process, including conducting position classification reviews for new positions and re-classification requests where the duties of a position have changed. Researches compensation strategies for sales compensation, skill based pay, on-call activities, etc. Researches off-cycle market increase recommendations and adjustments.

Other Administrative & Professional Duties

Assists with various employee committees and activities related to committee work. Attends and participates in various District meetings. Responsible for developing communication materials such as e-mails, memos, internal website information and other general communications. Complies with District and departmental rules and regulations, policies and procedures. Has a solid knowledge of local, state and federal laws and regulations, District personnel policies and guidelines, and benefits plans to respond to questions from supervisors and employees. Researches and answers routine and complex inquiries from managers, employees, patrons and other agencies and organizations. Provides back-up when necessary to the duties of the other Human Resources positions in the department. Assists Deputy Director of Administration with special projects and other duties as assigned. Assists with and provides back-up for auditing and tracking all required personnel-related forms. Consistently maintains a culture of providing excellent customer service and ensures quality across all programs. Responds tactfully, respectfully and in a timely manner to inquiries and problems in person, through email, phone and mail by providing helpful information and explanations in-line with District policies and procedures. Thoughtfully handles confrontational or stressful interactions. Attends and participates in professional group meetings; stays abreast of new trends and innovations in HR. Attends and participates in staff meetings, trainings, and orientations. Attends work on a regular, reliable and punctual basis.

This job description should not be construed to imply that these requirements are the exclusive duties of the position. Incumbents may be required to follow any other instructions, and to perform any other related duties, as may be required.

Education and/or Experience:

Bachelor’s degree in Human Resources, Business, Psychology or other related field from and an accredited college or university. Five (5) years of progressive HR experience. Experience in other HR areas such as Compensation, Benefits, Employee Leaves, Worker’s Compensation are a plus. Previous experience with HRIS, timekeeping, applicant tracking, and onboarding systems preferred. Any combination of experience, training and education that demonstrates the required knowledge, skills and abilities to perform the essential functions of the position may be considered.

Licenses, Certifications, and Other Requirements:

A Professional Human Resources Certification (S/PHR, SHRM-CP, IPMA or CCP) is required. Must possess a valid Colorado Driver License or have the ability to obtain upon hire and maintain an acceptable driving record.

Necessary Knowledge, Skills and Abilities:

Thorough knowledge of local, state, and federal employment and wage and hour laws; Human Resources consultative approaches; and the ability to be sensitive to employee relations issues and maintain a neutral position. Ability to successfully exercise sound judgment, flexibility, initiative and commitment in line with the current cultural and business environment. Ability to work productively without supervision within established policies and procedures. Ability to provide professional documents and reports under tight deadlines. Strong leadership skills with a focus on relationship building, project management, business acumen, coaching and consulting skills, and strong interpersonal skills. Ability to maintain pleasant professional demeanor. Critical thinking skills in using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. Ability to prioritize and manage multiple requests with attention to detail and follow through. Working knowledge of Microsoft Office applications. Must be highly motivated and take direction well. Excellent communication skills to express facts, data, and ideas clearly and concisely both orally and in writing and to present effectively in one-on-one situations and before small and large employee groups. Ability to work independently and with a team in a fast-paced and high-volume environment with emphasis on accuracy and timeliness. Excellent interpersonal skills with the ability to provide outstanding customer service, establish and maintain effective working relationships, and interact with others in a professional manner. Attention to detail, accuracy and maintaining a high level of confidentiality is critical in this position.

Material and Equipment Used :

Regularly uses standard office equipment including a personal computer, telephone, printer, and copier. This position may be required to drive a personal/District vehicle to various District and off-site facilities for business purposes.

Working Environment :

This position primarily works in a busy office environment subject to interruptions and background noises.

Physical Requirements :

Sedentary work for long periods of time. Occasional physical work lifting up to 10 pounds. Occasional lifting, carrying, walking and standing. Occasionally required to use hands and fingers to handle or feel objects, tools or controls; reach with hands and arms; and stoop, kneel, crouch or crawl. Frequent hand/eye coordination to operate personal computer and office equipment. Vision for reading, recording and interpreting information. Vision acuity to see close-up and at a distance with the ability to adjust focus allowing a broad field of vision. Speech communication and hearing to maintain clear and effective communication. Must understand and be understood.

This list is not all-inclusive and represents examples of the work environment and physical demands.

We’ve Got You Covered!

South Suburban Offers:

Competitive medical, dental and vision plans Disability and life insurance Flexible spending accounts (FSA’s)

Happy Employees Are the Best Employees

South Suburban provides an employee assistance program at no cost that includes: counseling, financial planning, legal assistance, and much more! Our Employee Wellness Program gives covered staff the ability to reduce their medical premium by $360 annually

Take Time Away to Do What You Enjoy

10 paid holidays per year 4 personal days per year Earn 11.5 paid vacation days per year Paid sick leave to rest, recover, and take care of yourself

We’ve Got Your Back

Up to 9% 401(a) Employer contribution/match that vest after 3 years of service Trainings to grow your professional and personal skill set Tuition Reimbursement Program that covers up to $2,500 per year

Play Where You Work

Employee engagement is a priority at South Suburban. Staff gatherings have included: pictures with the Stanley Cup, Chili Cook-Off, Ice Cream Social, Shuffleboard Tournament, Employee Appreciation Luncheon, just to name a few Monthly wellness challenge opportunities and staff recognition honors

We LOVE Our Facilities and So Will You:

Free daily admission to recreation centers, tennis courts, ice rinks and swimming pools 50% off food at South Suburban restaurants $5 to $10 for nine holes of golf at four different courses

SSPRD offers an excellent comprehensive benefit package including but not limited to: Medical/Dental/Vision. For a more detailed overview please view the Benefits Guide for Full-Time Employees

About Us

Our mission is to foster healthy living through stewardship of the environment, parks, trails, and open space by providing recreational services and programs.

We serve residents in Bow Mar, Columbine Valley, Centennial west of I-25, Littleton, Lone Tree and Sheridan and unincorporated portions of Douglas, Jefferson and Arapahoe counties. We operate four full-service recreation centers, golf courses, outdoor pools and restaurants, two ice centers and miniature golf courses, a botanical garden event center, a BMX track, a sports dome, batting cages, an entertainment center, a hotel and a nature center. In addition, we maintain nearly 3,800 acres of developed and open space land, including 119 multi-purpose athletic fields, more than 100 parks, nearly 80 miles of trails, 60 playgrounds, 56 tennis courts, and the 880-acre South Platte Park.