Human Resources Business Partner
Port Washington, WI
Full Time
Mid Level
Full-Time, Exempt. Starting Pay: $39.59/hour
This position is primarily on-site and requires regular in-person presence to effectively support departments, leadership, and employees. Limited remote work may be approved on an occasional basis, generally not to exceed one day per week, based on operational needs and supervisor approval.
Job Summary
The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to County leadership by aligning Human Resources practices with organizational goals and departmental needs. This position provides professional-level consultation and leadership in employee relations, investigations, training and development, compliance interpretation, recruitment strategy, employee engagement, and workforce initiatives. The HRBP functions as a trusted advisor to Department Heads, supervisors, and employees; leads complex personnel casework; and recommends practical, risk-aware strategies that strengthen leadership effectiveness, employee engagement, organizational consistency, retention, and overall workplace performance.
Essential Functions and Responsibilities
The following duties are primarily performed and are essential for this position. Employees are expected to be able to perform each of these job duties satisfactorily and successfully with or without reasonable accommodations to be qualified for the position. Other duties may be required and assigned.
30% Employee Relations & Performance Management:
Serves as the primary Human Resources advisor to supervisors, managers, and Department Heads on employee relations, performance management, corrective action, workplace conduct, and consistent application of County policies and procedures. Provides consultation on managing performance concerns, workplace behavior, conflict resolution, attendance issues, employee accountability, and appropriate corrective action. Coaches leaders on documentation standards, expectations, communication, and risk-aware decision-making. Supports departments in addressing complex personnel issues and ensures consistent and defensible application of policy and practice across the organization.
30% Training, Leadership Development, and Organizational Effectiveness:
Administers and oversees the County’s organization-wide training, leadership development, and organizational effectiveness efforts. Develops, coordinates, and delivers training for both supervisors and employees, including leadership development, core workplace skills, employee engagement-related practices, and HR-related compliance training. Establishes training standards, curriculum, and delivery methods to ensure consistent implementation across departments. Assesses organizational training and engagement needs through feedback, observations, and workforce data, identifies organizational themes and risk areas, and partners with leadership to recommend practical actions that improve communication, leadership effectiveness, consistency, employee engagement, and overall organizational performance. Supports departments in strengthening workforce capability in ways that reduce risk, improve retention, and enhance day-to-day workplace effectiveness.
15% Leave Management:
Administers the County’s leave and accommodation programs, including FMLA, ADA, PWFA, Workers’ Compensation coordination, and Leaves of Absence. Manages the accommodation process from initial request through final decision and implementation. Works with departments on job restrictions, essential functions, and return-to-work planning. Applies federal and state requirements and County policy to ensure leave and accommodation decisions are consistent, timely, and legally compliant. Supports leadership and departments in resolving complex or disputed leave and accommodation situations and ensures documentation and decisions are clear and defensible.
10% Investigations and Grievances:
Leads and conducts workplace investigations related to misconduct, harassment, retaliation, discrimination, policy violations, and other workplace concerns. Determines investigative approach, conducts interviews, evaluates evidence, prepares written findings, and recommends corrective action when appropriate. Coordinates with the Human Resources Director, County Administrator, Corporation Counsel, and leadership on sensitive and high-risk matters that may lead to litigation. Supports grievance preparation and response activities as assigned and ensures recommendations and documentation are complete and defensible.
10% Recruitment and Hiring:
Works with Department Heads and hiring managers to improve hiring results through practical guidance and support. Helps departments build or refine positions, set clear job-related selection criteria, structure interviews, and evaluate candidates consistently. Promotes hiring practices that are fair, consistent, and legally defensible across departments. Reviews recruitment challenges and hiring outcomes, identifies barriers to attracting and retaining strong candidates, and recommends improvements to strengthen candidate quality, streamline hiring, and reduce turnover.
5% Miscellaneous HR Items:
Supports County-wide HR projects and other assigned work as needed. Helps prepare HR reports, data summaries, and documentation to support leadership planning and decisions. Assists with planning and coordinating HR- and Administration-sponsored employee events, including communication and logistics.
Supervision Exercised
None
Minimum Education Qualifications
Education and/or Experience Requirements:
Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field preferred. An Associate’s degree in a related field with additional relevant experience may be considered. Three (3) to five (5) years of progressively responsible experience in human resources is required, including experience in employee relations, investigations, training, and interpretation/application of employment-related laws and policies. An equivalent combination of education, training, and experience may be considered.
Licenses, Certifications, and Other Requirements:
SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred but not required.
Minimum Knowledge, Skills, and Abilities Qualifications
In order to perform the functions and responsibilities of the position (listed above) the following knowledge, skills, and abilities are essential.
Physical Requirements
Administrative office environment.
EOE / ADA Statement
Ozaukee County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Ozaukee County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement or affect the at-will nature of the employment arrangement between the employee and company and is subject to change by the employer as the needs of the employer and requirements of the job change.
This position is primarily on-site and requires regular in-person presence to effectively support departments, leadership, and employees. Limited remote work may be approved on an occasional basis, generally not to exceed one day per week, based on operational needs and supervisor approval.
Job Summary
The Human Resources Business Partner (HRBP) serves as a strategic and operational partner to County leadership by aligning Human Resources practices with organizational goals and departmental needs. This position provides professional-level consultation and leadership in employee relations, investigations, training and development, compliance interpretation, recruitment strategy, employee engagement, and workforce initiatives. The HRBP functions as a trusted advisor to Department Heads, supervisors, and employees; leads complex personnel casework; and recommends practical, risk-aware strategies that strengthen leadership effectiveness, employee engagement, organizational consistency, retention, and overall workplace performance.
Essential Functions and Responsibilities
The following duties are primarily performed and are essential for this position. Employees are expected to be able to perform each of these job duties satisfactorily and successfully with or without reasonable accommodations to be qualified for the position. Other duties may be required and assigned.
30% Employee Relations & Performance Management:
Serves as the primary Human Resources advisor to supervisors, managers, and Department Heads on employee relations, performance management, corrective action, workplace conduct, and consistent application of County policies and procedures. Provides consultation on managing performance concerns, workplace behavior, conflict resolution, attendance issues, employee accountability, and appropriate corrective action. Coaches leaders on documentation standards, expectations, communication, and risk-aware decision-making. Supports departments in addressing complex personnel issues and ensures consistent and defensible application of policy and practice across the organization.
30% Training, Leadership Development, and Organizational Effectiveness:
Administers and oversees the County’s organization-wide training, leadership development, and organizational effectiveness efforts. Develops, coordinates, and delivers training for both supervisors and employees, including leadership development, core workplace skills, employee engagement-related practices, and HR-related compliance training. Establishes training standards, curriculum, and delivery methods to ensure consistent implementation across departments. Assesses organizational training and engagement needs through feedback, observations, and workforce data, identifies organizational themes and risk areas, and partners with leadership to recommend practical actions that improve communication, leadership effectiveness, consistency, employee engagement, and overall organizational performance. Supports departments in strengthening workforce capability in ways that reduce risk, improve retention, and enhance day-to-day workplace effectiveness.
15% Leave Management:
Administers the County’s leave and accommodation programs, including FMLA, ADA, PWFA, Workers’ Compensation coordination, and Leaves of Absence. Manages the accommodation process from initial request through final decision and implementation. Works with departments on job restrictions, essential functions, and return-to-work planning. Applies federal and state requirements and County policy to ensure leave and accommodation decisions are consistent, timely, and legally compliant. Supports leadership and departments in resolving complex or disputed leave and accommodation situations and ensures documentation and decisions are clear and defensible.
10% Investigations and Grievances:
Leads and conducts workplace investigations related to misconduct, harassment, retaliation, discrimination, policy violations, and other workplace concerns. Determines investigative approach, conducts interviews, evaluates evidence, prepares written findings, and recommends corrective action when appropriate. Coordinates with the Human Resources Director, County Administrator, Corporation Counsel, and leadership on sensitive and high-risk matters that may lead to litigation. Supports grievance preparation and response activities as assigned and ensures recommendations and documentation are complete and defensible.
10% Recruitment and Hiring:
Works with Department Heads and hiring managers to improve hiring results through practical guidance and support. Helps departments build or refine positions, set clear job-related selection criteria, structure interviews, and evaluate candidates consistently. Promotes hiring practices that are fair, consistent, and legally defensible across departments. Reviews recruitment challenges and hiring outcomes, identifies barriers to attracting and retaining strong candidates, and recommends improvements to strengthen candidate quality, streamline hiring, and reduce turnover.
5% Miscellaneous HR Items:
Supports County-wide HR projects and other assigned work as needed. Helps prepare HR reports, data summaries, and documentation to support leadership planning and decisions. Assists with planning and coordinating HR- and Administration-sponsored employee events, including communication and logistics.
Supervision Exercised
None
Minimum Education Qualifications
Education and/or Experience Requirements:
Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a closely related field preferred. An Associate’s degree in a related field with additional relevant experience may be considered. Three (3) to five (5) years of progressively responsible experience in human resources is required, including experience in employee relations, investigations, training, and interpretation/application of employment-related laws and policies. An equivalent combination of education, training, and experience may be considered.
Licenses, Certifications, and Other Requirements:
SHRM-CP/SHRM-SCP or PHR/SPHR certification preferred but not required.
Minimum Knowledge, Skills, and Abilities Qualifications
In order to perform the functions and responsibilities of the position (listed above) the following knowledge, skills, and abilities are essential.
- Advanced knowledge of human resources practices including employee relations, performance management, investigations, training, recruitment strategy, and employment compliance.
- Working knowledge of federal and state employment laws and the ability to interpret and apply policy consistently and defensibly.
- Ability to conduct effective, thorough, and objective workplace investigations and prepare clear written findings and recommendations.
- Strong training, facilitation, and coaching skills with the ability to develop leaders and influence positive workplace outcomes.
- Ability to exercise sound judgment, manage sensitive situations, and maintain confidentiality as an absolute requirement.
- Strong communication skills with the ability to advise leadership, influence outcomes, and build effective working relationships across departments.
- Ability to manage multiple complex priorities, work independently, and remain effective under pressure in high-stakes situations.
Physical Requirements
- Prolonged periods of sitting at a desk and working on a computer.
- Must be able to lift up to 15 pounds at a time.
- May experience frequent periods of standing or walking.
Administrative office environment.
EOE / ADA Statement
Ozaukee County is an Equal Opportunity Employer. In compliance with the Americans with Disabilities Act, Ozaukee County will provide reasonable accommodations to qualified individuals with disabilities and encourages both prospective and current employees to discuss potential accommodations with the employer.
Nothing in this job description limits management’s right to assign or reassign duties and responsibilities to this job at any time. The duties listed above are intended only as illustrations of the various types of work that may be performed. The omission of specific statements of duties does not exclude them from the position if the work is similar, related or a logical assignment to the position. The job description does not constitute an employment agreement or affect the at-will nature of the employment arrangement between the employee and company and is subject to change by the employer as the needs of the employer and requirements of the job change.
Ozaukee County offers a generous benefits package including: health, dental, life, & vision insurance; free employee health clinic & Teladoc; paid holidays, vacation, & sick time; state of Wisconsin WRS defined benefit pension program; bonus opportunities; employee fitness room; wellness program & wellness reimbursement; tuition reimbursement & continuing education opportunities; and more! Please note some that benefits offered are dependent on full-time/part-time status.
Ozaukee County prohibits discrimination and harassment of any type against applicants and employees on the basis of race, color, religion, sex, national origin, age, handicap, disability, genetics, veteran status or military service, marital status or sexual orientation, gender identity or expression, or any other characteristic or status protected by federal, state or local laws. Ozaukee County also provides reasonable accommodations to qualified individuals with disabilities in accordance with the requirements of the Americans With Disabilities Act and applicable state and local laws.
Apply for this position
Required*