Senior Human Resources Business Partner (HRBP) (88267)

About the Role

The Senior Human Resources Business Partner (Senior HRBP) is a strategic partner and functional leader supporting all departments across the Town of Erie. In this influential role, you’ll work closely with leadership to strengthen workforce performance, foster employee engagement, mitigate organizational risk, and ensure fair, consistent, and legally compliant HR practices. This role goes beyond the traditional HR Business Partner function. The Senior HRBP independently manages complex employee relations matters, leads sensitive workplace investigations, oversees compliance processes, and provides trusted guidance on high-impact workforce decisions. You’ll bring sound judgment and expertise to ensure HR practices are equitable, consistent, and legally defensible. You’ll also help shape the future of HR by developing scalable processes and supporting organizational initiatives that strengthen how the Town of Erie attracts, supports, develops, and retains its workforce. This role includes the oversight of the Equity Ambassadors Program, including engagement and program effectiveness.

Who We Are Looking For

We’re looking for an experienced, highly trusted HR professional who brings strategic insight, strong judgment, and the confidence to navigate complex and sensitive workplace matters. You are someone who can build strong partnerships with leaders while balancing employee needs, organizational priorities, and legal and regulatory requirements. The ideal candidate is a thoughtful problem-solver who is comfortable working independently, handling challenging employee relations issues, leading workplace investigations, and advising leaders through high-impact decisions. You understand that effective HR is both strategic and practical—and you’re motivated by the opportunity to build better processes, strengthen organizational effectiveness, and make a meaningful difference across the Town of Erie.

As per our internal policy, applicants who are related to current staff members will be denied placement in regular positions when one relative would have direct access to the employee’s confidential information, including payroll and Human Resources records. For this policy, “relative” is defined as the employee’s spouse, domestic partner, child, parent, parent-in-law, grandparent, aunt, uncle, niece, nephew, first cousin, sibling, fiancée and equivalent in-laws and step-relatives.

Responsibilities

• Employee Relations and Performance Management
  • Acts as a strategic liaison between Human Resources and departments on complex employee relations matters.
  • Leads and manages high-risk and sensitive employee relations cases, including discrimination, harassment, retaliation, and misconduct.
  • Conducts end-to-end workplace investigations, including intake, planning, interviews, findings, and recommendations.
  • Serves as the primary escalation point for complex or high-impact employee relation issues.
  • Provides advanced guidance to leadership on performance management, progressive discipline, and documentation standards.
  • Ensures consistent and equitable application of performance management practices across the Town.
  • Develops and maintains performance management processes, SOPs, and tools to support organizational consistency.
• EEOC/CCRD Compliance and External Complaint Management
  • Leads the full lifecycle management of EEOC/CCRD complaints and external inquiries.
  • Partners with legal counsel to develop response strategies, position statements, and supporting documentation.
  • Ensures compliance with all regulatory timelines and legal requirements.
  • Maintains documentation and processes that support organizational defensibility and risk mitigation.
• Separation Strategy and Organizational Risk Management
  • Advises leadership on involuntary separations, terminations, and workforce transitions.
  • Develops and recommends separation packages and severance structures in partnership with leadership and legal counsel.
  • Manages communication and execution of sensitive or high-risk separations.
  • Ensures alignment with organizational policies and risk mitigation strategies.
• Workforce Development and Engagement
  • Meets regularly with department and division leaders to assess operational needs, discuss workforce strategies, and provide HR support.
  • Leads and supports employee engagement initiatives and retention strategies.
  • Provides coaching and resources to leaders to support team development and planning.
  • Identifies trends and opportunities to improve organizational effectiveness and employee experience.
• Diversity, Equity, Inclusion, and Employee Engagement
  • Leads and advances organizational DEI initiatives and strategies, ensuring alignment with organizational values and compliance considerations.
  • Owns and executes the Town’s annual DEI proclamations, including drafting, stakeholder collaboration, and alignment with leadership to ensure thoughtful and compliant representation of organizational values.
  • Oversees and develops the Equity Ambassadors Program, including engagement and program effectiveness.
  • Provides guidance to leaders and staff on inclusive practices, cultural competencies, and equitable workplace behaviors.
  • Leads planning and execution of quarterly Women’s + Luncheons and Town diversity events such as Pride and Erie Fest, including:
    • Vendor coordination and onboarding
    • Event logistics and facilitation
    • Collaboration with internal stakeholders
    • Ensuring meaningful and inclusive employee experiences
  • Balances DEI initiatives with public sector compliance requirements and evolving federal/state guidance.
  • Collaborates with the Grants Department to develop, review, and ensure compliance of policies related to DEI initiatives in alignment with federal, state, and grant requirements.
• Compliance, Policy Development and Governance
  • Ensures compliance with Federal, state, and local employment laws, including EEOC, ADA, FMLA, and related regulations.
  • Supports development and implementation of policies related to:
    • Title VI and Limited English Proficiency (LEP) requirements
    • Workplace investigations and documentation standards
  • Partners with legal counsel and internal stakeholders to ensure policy accuracy and organizational compliance.
• HR Operations and Process Improvement
  • Develops and maintains standard operating procedures (SOPs) to improve consistency and efficiency.
  • Optimizes HR systems (e.g., Paycom, Launchpad) for performance tracking, documentation, and training compliance.
  • Identifies and implements process improvements to enhance HR service delivery and reduce organizational risk.

Requirements

• Minimum Qualifications
  • 5+ years of professional experience in Human Resources, with demonstrated experience in employee relations and workplace investigations.
  • Proven ability to manage complex employee relations cases and high-risk situations.
  • Demonstrable experience handling or supporting EEOC/CCRD complaints and compliance processes.
  • Demonstrable experience advising leadership on performance management, disciplinary actions, and terminations.
  • A combination of education and experience may be considered.
• Preferred Qualifications
  • Bachelor’s degree in human resources, Communications, Public or Business Administration or related field from an accredited institution.
  • SHRM-CP, SHRM-SCP, HRCI Certification
  • Experience supporting DEI programs based on current research and specifically focused on historically marginalized and/or underrepresented groups
  • Experience modeling a culture of positive engagement and continuous learning, in efforts to increase awareness and strengthen strategic partnerships
  • Demonstrated understanding of, and sensitivity to, diverse cultural backgrounds.
  • Demonstrated experience in planning and coordinating events
  • Experience leading change initiatives
  • Knowledge of best practices to increase and retain diversity in an organization
  • Demonstrated professionalism with a strong work ethic
  • Strong presentation skills
  • Strong verbal and written communication skills with a high degree of interpersonal social skills
  • Collaboration skills and ability to work effectively across all departments and engage staff at all levels
  • Experience in being able to research and evaluate useful information using critical analysis, data tracking, and developing metrics and reports to explain data collected
  • Strong attention to detail to spot issues and notice inconsistencies and think and plan strategically to address concerns
  • Experience and ability to make decisions and work with minimal direction
  • Ability to maintain confidentiality

Pre-employment screenings include: Interview process, reference checks, and background checks to include: National and County Criminal Scan, Sex-Offender Registry check, and Motor Vehicle Report through DMV.

Pay

2026 Anticipated Hiring Range: $77,985/year - $93,582/year
2026 Full Range: $77,985/year - $109,179/year

Schedule

Full-time, Monday – Friday, 40 hours per week with some nights and weekends as needed. Schedule may vary depending on specific needs. This position requires flexibility and may require you to flex your in-office days to accommodate for meetings and trainings in the Town. Thursdays in-office are required for full HR Team crossover. Either Monday or Friday required and one other day in-office.

This position is eligible to work remotely two days per week upon successful completion of the probationary period and supervisor approval.

Benefits

• Coverage of these benefits begins the 1st of the month following date of hire for benefited employees regularly working an average of 30 hours per week. Each year you will have the option of changing your elections through open enrollment.
• Robust Medical, Dental and Vision plans including spouse, domestic partner and family coverage options
• Supplemental Accident, Critical Illness and Hospital Indemnity Plans
• Employer paid Basic Life/Accidental Death & Dismemberment Insurance (AD&D)
• Employer paid Short and Long Term Disability
• Voluntary Supplemental Life/Accidental Death & Dismemberment Insurance (AD&D)
• Lifestyle Spending Account (LSA) reimbursement up to $750 per year for numerous health/wellness purchases
• Employer paid Employee Assistance Program
• Robust Extended Sick Leave (ESL) and family sick leave program
• 48 hours of Colorado Sick Leave preloaded on the 1st of every year; pro-rated at time of hire
• 3 ½ Weeks of Paid Time Off (PTO) per year (increases with years of service)
• 40