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 and guidance related to labor contract administration and union-management interactions.

Organizational Effectiveness & Workforce Strategy (15%)

• Partner with leaders to assess workforce needs, organizational structure, staffing models, and future workforce requirements.
• Conduct organizational assessments and provide recommendations regarding team design, workflow effectiveness, and workforce capacity.
• Support workforce planning, succession planning, retirement risk assessment, and knowledge-transfer initiatives.
• Facilitate organizational change efforts and support departmental improvement initiatives.
• Use workforce data and analytics to inform staffing and organizational decisions.

Talent Acquisition, Classification & Compensation (15%)

• Partner with hiring managers to develop effective recruitment strategies and selection processes.
• Lead position analysis activities, organizational reviews, and classification studies.
• Support compensation administration, salary analysis, market benchmarking, and internal equity reviews.
• Advise leaders on workforce planning implications associated with position design and organizational changes.
• Promote structured, equitable, and legally compliant hiring practices.

Benefits, Compliance & Risk Management (20%)

• Provide professional oversight and consultation related to employee benefits administration and employee benefit programs.
• Partner with vendors, consultants, and internal stakeholders to ensure benefit program effectiveness and compliance.
• Identify and address discrepancies, control weaknesses, and operational risks.
• Support regulatory compliance initiatives, internal reviews, audits, and process improvements.
• Assist in the development and maintenance of policies, procedures, guidelines, and standard operating practices.
• Advise management regarding employment regulations, collective bargaining provisions, Board policy requirements, and HR compliance obligations.

Leadership Development, Change Management & Continuous Improvement (15%)

• Support organizational change initiatives, workforce transformation efforts, and leadership development programs.
• Develop communication and stakeholder engagement strategies that support successful implementation of organizational initiatives.
• Facilitate workshops, training, and problem-solving sessions for supervisors and leaders.
• Lead or participate in HR modernization, automation, and continuous improvement projects.
• Utilize workforce analytics and performance metrics to identify opportunities for improvement and organizational effectiveness.

What You’ll Bring

The successful candidate is an experienced HR professional who combines sound judgment, strong consulting skills, and a commitment to fairness, confidentiality, and public service.

Minimum qualifications include:

• Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, Labor Relations, Industrial/Organizational Psychology, or a closely related field.
• Five (5) to seven (7) years of progressively responsible professional HR experience.
• Experience in employee relations, workplace investigations, management consultation, performance management, labor relations, or union contract administration.
• Experience supporting organizational development, workforce planning, change management, benefits, recruitment, compensation, classification, or related HR functions.
• Demonstrated ability to advise managers and leaders on complex personnel matters.

An equivalent combination of education, training, and experience sufficient to perform the essential responsibilities may be considered.

Preferred qualifications include:

• Master’s degree in a related field.
• SHRM-CP, SHRM-SCP, PHR, SPHR, IPMA-CP, IPMA-SCP, or comparable certification.
• Public-sector HR experience and experience in unionized environments.
• Collective bargaining, grievance administration, investigations, and disciplinary-process experience.
• Experience with organizational design, succession planning, classification, compensation, benefits compliance, and workforce analytics.
• Experience using UKG or comparable HR information systems.

What Makes You Effective

You bring advanced knowledge of employee and labor relations, workplace investigations, performance management, organizational development, and workforce strategy. You communicate complex issues clearly, build trust across diverse stakeholder groups, analyze risk thoughtfully, and handle sensitive matters with discretion and professionalism.

You are comfortable balancing competing priorities while advancing fairness, accountability, collaboration, inclusion, continuous improvement, ethical leadership, and stewardship of public resources.

Why FCBDD

At FCBDD, your work supports an organization committed to helping employees and leaders succeed while serving the community with excellence. This position offers the opportunity to shape workforce strategy, strengthen leadership capability, and improve how the organization works together.

Benefits include participation in the Ohio Public Employees Retirement System, tuition reimbursement, on-site fitness, health, vision, dental, and life insurance, childcare assistance, employer retirement contributions, deferred compensation options, paid holidays, and generous leave benefits.

Compensation and Benefits

This position contributes to the Ohio Public Employees Retirement System (OPERS).

Benefits of working at the Franklin County Board of Developmental Disabilities include:

• Tuition reimbursement
• On-site fitness
• Generous health care package including health, vision, dental, and life insurance
• Childcare assistance
• 14% employer contribution toward retirement plan
  ( or )
• Deferred compensation options
  ( and )
• Paid holidays
• Excellent leave policies including sick, vacation, and personal days

How to Apply
To apply, please submit:
• Resume
• Cover Letter
• Application
• Behavior Assessment (PI Assessment Link)

Apply to help build a stronger, more effective workforce in service of Franklin County’s community.