Statewide Employee Relations Human Resources Business Partner

About the role

The Statewide Employee Relations Human Resources Business Partner (HRBP) serves as a strategic partner to Department leadership and Headquarters and Region HR Support Teams by providing consultation, guidance, and operational support across a broad range of Human Resources functions. This position promotes consistent, responsive, and customer-focused Human Resources services while helping leaders address workforce challenges, support employees, and achieve organizational goals. The HRBP provides strategic consultation and leadership on employee relations matters, including workplace concerns, complaints, investigations, corrective and disciplinary actions, performance management, conflict resolution, policy interpretation, and other complex employee situations. The position partners with HR Support Teams, Department leadership, Legal, Civil Rights, and other stakeholders to ensure employee matters are addressed fairly, consistently, and in accordance with applicable federal and state laws, regulations, TDOT policies, and statewide practices. In addition to employee relations, this position provides guidance and support across Human Resources operations, including transactions, talent acquisition, classification and compensation, leave administration, return-to-work, workers' compensation, benefits coordination, organizational change, performance management, and other Human Resources functions as organizational priorities evolve. The HRBP develops resources, mentors Human Resources team members, improves processes, and partners across Human Resources Division to strengthen statewide service delivery and organizational effectiveness. This position directly supervises the Employee Relations Human Resources Generalist 3, providing leadership, coaching, and oversight for the Department's employee relations program, and reports to the Headquarters Employee Engagement Manager.

Responsibilities

• Serve as a strategic Human Resources Business Partner by providing consultation, guidance, and support to HR Support Teams, supervisors, and Department leadership on a broad range of Human Resources matters.
• Lead and support complex employee relations matters by advising leadership regarding workplace concerns, complaints, investigations, corrective and disciplinary actions, performance management, conflict resolution, policy interpretation, and other sensitive employee issues.
• Evaluate employee relations matters to identify organizational risk, applicable policies, legal considerations, and appropriate response strategies. Coordinate investigations, review findings and recommendations, and partner with leadership, Legal, Civil Rights, and other stakeholders to support consistent, timely, and appropriate resolutions.
• Provide leadership and direction to the Employee Relations Human Resources Generalist 3 by assigning and reviewing work, coaching investigations and employee relations matters, establishing priorities, supporting professional development, and promoting consistent, high-quality Human Resources services across the Department.
• Provide consultation to HR Support Teams regarding Leave of Absence (LOA), Return-to-Work (RTW), Workers' Compensation (WC), Family and Medical Leave Act (FMLA), Americans with Disabilities Act (ADA), and other employee support processes while partnering with Occupational Health & Safety Division, Legal, and other subject matter experts to ensure consistent statewide practices.
• Provide guidance and operational support across Human Resources functions, including transactions, talent acquisition, classification and compensation, benefits, Human Resources systems, quality assurance, organizational change, and other Human Resources programs as organizational priorities evolve.
• Develop guidance documents, tools, templates, training materials, and quality assurance practices that promote consistent, compliant, and customer-focused Human Resources services. Develop the capability of Headquarters and Region HR Support Teams through mentoring, case consultation, training, resource development, and continuous feedback to improve consistency, confidence, and independent decision-making.
• Analyze Human Resources trends, employee relations activity, investigations, complaints, leave data, and other workforce information to identify organizational risks and recommend improvements to policies, procedures, training, communication, and service delivery.
• Partner with HR Sections, Region Business Solutions, Legal, Civil Rights, Audit, Occupational Health & Safety, Information Technology, and other Department stakeholders to coordinate Human Resources initiatives and ensure consistent statewide practices.
• Research emerging Human Resources and employee relations best practices and implement innovative processes, technology, and operational improvements that strengthen efficiency, compliance, consistency, and customer service.
• Manage organizational change by communicating expectations, building alignment, fostering accountability, and supporting leaders and employees while promoting a respectful, engaged, and high-performing workplace culture.

Qualifications

Bachelor’s degree5 years of combined demonstrated competency in Human Resources or a