Human Resources Business Partner

Human Resources Business Partner & Organizational Effectiveness Franklin County Board of Developmental Disabilities (FCBDD) is seeking a strategic, collaborative Human Resources Business Partner & Organizational Effectiveness professional to help advance a high-performing, people-centered public service organization.

In this role, you will serve as a trusted advisor to leaders across the agency, helping solve complex workforce challenges, strengthen organizational effectiveness, support employees and supervisors, and align HR strategy with FCBDD's mission and values.

This is an opportunity to move beyond transactional HR work and make a meaningful impact through workforce planning, employee and labor relations, leadership development, and continuous improvement.

Position Summary The Human Resources Business Partner (HRBP) serves as a strategic advisor and workforce consultant to leaders across Franklin County Board of Developmental Disabilities (FCBDD).

Working collaboratively with directors, supervisors, employees, and labor representatives, the HRBP provides expert guidance on employee relations, labor relations, workforce planning, organizational effectiveness, talent acquisition, classification and compensation, benefits administration, performance management, and organizational change.

This position is designed to move beyond traditional transactional human resources functions and serve as a trusted partner in workforce strategy, leadership support, risk management, and organizational improvement.

The HRBP helps leaders solve complex workforce challenges, strengthen employee engagement, improve organizational effectiveness, and advance FCBDD's mission through fair, consistent, legally compliant, and people-centered HR practices.

Core Responsibilities Employee Relations & Management Consultation (20%) Serve as a primary HR advisor on employee relations, workplace conduct, attendance, performance, and policy interpretation matters.

Conduct impartial workplace investigations and provide fact-based recommendations.

Advise managers on progressive discipline, corrective action, performance improvement, and due process requirements.

Support implementation of performance management systems and accountability practices.

Coach leaders through difficult conversations, conflict resolution, and workplace challenges.

Maintain accurate and confidential employee relations documentation and identify emerging trends requiring organizational attention.

Labor Relations & Collective Bargaining (15%) Partner with agency leadership and labor representatives to maintain productive labor-management relationships.

Interpret and administer collective bargaining agreements in coordination with HR leadership and legal counsel.

Coordinate grievance management activities, including research, preparation, documentation, and response development.

Support collective bargaining preparation, negotiations, implementation, and labor-management initiatives.

Deliver training an...