Job Description

PAY AND FAIR LABOR STANDARDS ACT (FLSA) STATUS:

Pay Range: 516

Hourly Rate: $35.81 - $54.80

Annual Rate: $74,771.28 - $114,422.40

FLSA Status: Exempt

The normal starting pay for this position is the minimum of the pay range listed above. A higher rate of pay may be considered, dependent on the qualifications and experience of the selected applicant and/or the City's step placement policy.

OVERAGE POSITION

This position is an overage. Funding for this position will be re-evaluated on a fiscal year basis.

APPLICATION, HIRING, AND BACKGROUND

• When completing the application, applicants will be asked to respond to application questions. These application questions are based on the Job Requirements for the position.
• Completion of the application questions is required.
• Applicant responses to the application questions must specifically answer the questions asked.
• Responses to application questions must be supported by work history/information listed on the application/resume, sufficient to demonstrate qualifications for the position.
• Applicants may upload only two attachments. Attachments may include, but are not limited to a resume, cover letter, DD214 or NGB Form 22, transcripts, etc. Applicants may also choose to combine documents into one file for upload.
• Applications may not be reviewed if specific responses to application questions have not been provided.
• Each application submission is reviewed independently.

For detailed information about the City's hiring and background processes, check out the: Quick Guide to Hiring and Background Checks

If you have questions, check out the: Frequently Asked Questions

TOTAL REWARDS

At the City of Oklahoma City, our Total Rewards package is designed to honor your service, fuel your growth, and support every part of your life. We offer:

• Competitive pay
• An average of $22,000 annually contributed toward your benefits and retirement
• A comprehensive package designed to support your health and wellness, financial security, work-life balance, and personal and professional growth and development

Explore all the ways we invest in you:City of Oklahoma City Total Rewards

DEPARTMENTAL INFORMATION

The Employee and Labor Relations (ELR) Line of Business provides guidance and coaching to employees at all levels, promoting fair and consistent practices aligned with City policies and labor agreements. ELR supports departments and employees with policy interpretation, workplace investigations, performance management, and employee engagement while encouraging open communication and constructive problem-solving. Through these efforts, the Employee & Labor Relations Division strengthens leadership capabilities, promotes compliant workplace practices, and enhances the overall employee experience.

JOB SUMMARY

This position is located in the Employee and Labor Relations Division of the Human Resources Department within the City of Oklahoma City and is under the direction of an immediate supervisor in the assigned department. The work involves responsibility for aligning department goals with organizational and Human Resources strategies, developed, and maintained by the Human Resources department, which support the business objectives of the City. This position will have direct accountability to a Senior Human Resources Business Partner, for all Human Resources related situations, issues, and matters. Human Resources Business Partners must have a general knowledge of human resource administration; performance management; classification and compensation; staffing strategies; talent acquisition, engagement, and retention; employee and labor relations, and/or benefits administration is required. The Human Resources Business Partner will have some contact with outside agencies and frequent contact with persons at all levels of the City organization to exchange information, provide assistance related to City Human Resources policies and procedures, collective bargaining agreements (CBA) and related Memorandums of Understanding (MOU); and to provide interpretation and clarification of pertinent government regulations and laws. Essential job functions include: partners with business leaders of the assigned department to identify, prioritize and build organizationally appropriate behaviors, structures, cultures and processes that deliver on the business strategy; serves as an onsite human resources representative for the City Human Resources department and their assigned City department on issues which may include staffing, engagement, and retention strategies; talent acquisition and development; organizational development (including advising on job description creation, classification, and maintenance); legal compliance with various employment laws and regulations, policy administration, development and training needs (including assignment, progress tracking and career development); conflict and complaint resolution; employee investigations; oversee compliance-related programs; and performance of a variety of administrative tasks in support of the assigned department. Collaborates with Senior Human Resources Business Partner to assist City departments as to the development, interpretation, and application of City of OKC Personnel Policies, collective bargaining agreements (including related Memorandum of Understanding agreements); provides Leading for Results data to assigned Senior Human Resources Business Partner; and provides day-to-day performance management guidance to supervisors and managers, (coaching, counseling, corrective actions). This position communicates verbally or in written form with department/division heads, union officials and other City employees, etc., to provide or obtain information related to City Human Resources policies and procedures and pertinent government regulations.

VETERANS PREFERENCE

Honorably discharged veterans of the United States Active Duty Armed Forces, National Guard, and Reserve Forces who are not currently employed full-time by the City of Oklahoma City and who meet the qualifications for the position shall be given preference. To receive preference, veterans must submit verification of honorable discharge from the United States military service (Department of Defense Form DD214 or NGB Form 22) prior to the closing date of the vacancy announcement.

JOB REQUIREMENTS

• Knowledge of employment and labor relations laws, policies, and procedures.
• Knowledge of Human Resources administration and general human resources functions.
• Knowledge and understanding of business acumen.
• Skill in analyzing large quantities of data and reaching sound conclusions.
• Skill in conducting general level recruitment and selection processes.
• Skill in the use of computer applications such as Microsoft Word, Access, Forms and Excel to produce professional reports, create spreadsheets, and analyze data.
• Skill in utilizing HRIS and/or applicant tracking systems.
• Skill in verbal and written communication using tact and diplomacy.
• Ability and willingness to establish and maintain effective working relationships with all levels of the organization.
• Ability to apply principles of logical thinking to solve practical problems.
• Ability to work in emotionally charged and challenging situations.
• Ability to work independently, make work-related decisions, and assume responsibility for decisions made.
• Ability to work with confidential information while maintaining the highest degree of confidentiality.
• Ability to travel.

PREFERRED QUALIFICATIONS

• Proficiency with labor analytics tools or advanced case management software.
• Proven record managing FMLA, ADA, FLSA, E Verify, or similar compliance programs.
• SHRM-SCP or SHRM-CP Certification.
• Preference will be given to candidates who demonstrate strong analytical skills and the ability to convert data trends into actionable strategies that enhance workplace conditions and employee experiences.
• Experience with a rapid-paced workload with shifting priorities.

COMPETENCIES

• One City, One Team (Teamwork/Team Oriented) (1) Recognizes, values, and leverages the ideas, opinions, and perspectives of others; (2) participates willingly and effectively as a team lead or team member; (3) builds consensus; fosters team commitment, spirit, pride, and trust; (4) collaborates with others to accomplish goals and objectives and achieve results; (5) expresses facts, ideas, messages, and information (technical and non-technical) to individuals or groups clearly, concisely, accurately, understandably, with honesty, tact, and diplomacy and in a manner that is appropriate for the intended audience; (6) actively listens, clarifies information as needed; (7) [Core Value One City, One Team] shares information, resources and solutions across departments; (8) [Core Value One City, One Team] asks for help early and offers it often; (9) [Core Value One City, One Team] collaborates across teams before decisions are made.
• Service First (Customer Centric) (1) Demonstrates commitment to public service; (2) serves and satisfies internal and external customers in a timely and effective manner; (3) establishes, commits to, and maintains high standards for producing quality work products and being responsive to customers; (4) supports the Department/City's mission; develops and executes strategies with the customer in mind; (5) [Core Value Service First] acts quickly and follows through until the job is complete; (6) [Core Value Service First] serves everyone with genuine respect, diligence and professionalism; (7) [Core Value Service First] makes decisions with the people we serve in mind.
• Respect Always (Leads Through Influence) (1) Persuades others; builds consensus through give and take; (2) gains cooperation from others to obtain information and accomplish goals; (3) works with others towards achieving agreements that may involve exchanging resources or resolving differences; (4) understands the concepts, practices, and techniques used to identify, engage, influence, and monitor relationships with individuals and groups connected to a work effort including those actively involved; (5) leads through influence over the process and its results, and those who have a vested interest in the outcome (positive or negative). (6) [Core Value Respect Always] listens with curiosity and speaks with care; (7) [Core Value Respect Always] embraces different perspectives and lived experiences; (8) [Core Value Respect Always] gives feedback constructively and receives it openly.
• Own the Outcome (Execution and Results) (1) Sets well-defined and realistic goals and high standards of performance for self or self and others; (2) displays a high level of initiative, effort, and commitment toward performing work; (3) completes assignments in a thorough, accurate, and timely manner, and delivers results; (4) works with minimal supervision, is motivated to achieve, and demonstrates responsible behavior; (5) demonstrates understanding of all aspects of the job and application of accrued knowledge in carrying out duties and responsibilities; technical knowledge; skill in the techniques, equipment, procedures, and work required; (6) recognizes opportunities and takes action for improvement to programs, policies, procedures, practices, and processes; (7) understands and is able to apply the principles, methods, and tools of quality improvement; (8) collects, examines, analyzes, and interprets data from a variety of sources; (9) makes data-driven recommendations/decisions and achieves results; (10) effectively achieves results through others to achieve the Department or City's mission; (11) [Core Value Own the Outcome] takes initiative to fix it or escalates issues; (12) [Core Value Own the Outcome] follows through on commitments; (13) [Core Value Own the Outcome] speaks up when accountability is missing.
• Keep Getting Better (Commitment to Continuous Improvement) (1) Recognizes opportunities for improvement with regard to programs, policies, procedures, practices, and processes; (2) understands and is able to apply the principles, methods, and tools of quality improvement; (3) collects, examines, analyzes, and interprets data from a variety of sources; (4) makes data-driven recommendations/decisions and achieves results; (5) [Core Value Keep Getting Better] takes time to reflect and act on what is working and what is not; (6) [Core Value Keep Getting Better] learns from mistakes without blaming; (7) [Core Value Keep Getting Better] supports self and other's development and growth.
• Empathetic Leadership (1) Fosters a workplace where employees are engaged; (2) seeks to know and learn about, and respects the values, attitudes, and beliefs of others; (3) welcomes varied ideas, perspectives, and thoughts when carrying out the work of the organization and making decisions; (4) builds trust through transparency, open communication, feedback, consistency, and humility; (5) seeks to build high performing teams through practices that demonstrate a commitment to hiring the most qualified candidates; promotes advancement opportunities for all (e.g., coaching, mentoring, providing personal and professional development opportunities); (6) resolves conflict and maintains effective working relationships with others through open dialogue, collaboration, empathy, active listening, understanding, tact, diplomacy, and professionalism; (7) treats others with fairness and dignity; (8) demonstrates emotional maturity; and (9) recognizes contributions and celebrates accomplishments. Note: This competency is not applicable for employees who are not supervisors.
• Judgment (1) Plans, coordinates, and executes business functions efficiently, effectively, and in a fiscally responsible manner; (2) identifies risks and develops and implements measures to avoid, mitigate, or minimize those risks; (3) makes effective, timely, well-informed, objective, and transparent work-related decisions; (4) exhibits emotional maturity and stability, effectively manages conflict, and remains optimistic and calm during stressful situations; (5) uses reso