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.

**Please note: 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.

Full-Time, Salary Offer amounts are dependent upon experience.
2026 Anticipated Hiring Range	$77,985/year - $93,582/year
2026 Full Range	$77,985/year - $109,179/year

Anticipated Work Schedule: 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.

Work Location: Erie Town Hall (645 Holbrook St)

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

Posting Dates: 8/24/26 –9/6/26 **All incomplete applications will be withdrawn from the process once the posting closes.

Accommodations To review the full job description(s), including a full list of duties and physical & environmental factors, visit our Job Description page here. If you require reasonable accommodation to complete a job application, pre-employment testing, or a job interview or to otherwise participate in the hiring process, please contact Risk Management and Recruitment at RiskManagement@erieco.gov and Recruitment@erieco.gov.

Duties And 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 Compliant Management

• Leads the fill 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.
• Develop and recommend 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.
• Own and execute the Town’s annual DEI proclamations, including drafting, stakeholder collaboration, and alignment with leadership to ensure thoughtful and complaint representation of organizational values.
• Oversee and develop 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.
• Collaborate 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

• Develop and maintain 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.