Human Resources Business Partner - City

PAY AND FAIR LABOR STANDARDS ACT (FLSA) STATUS

Pay Range:  516

Hourly Rate:  $35.81 - $54.80

Annual Rate:  $74,771.28 - $114,422.40

FLSA Status:  Exempt

• The normal starting pay for this position is the minimum of the pay range listed
• above. A higher rate of pay may be considered, dependent on the qualifications
• and experience of the selected applicant and/or the City’s step placement
• policy.

OVERAGE POSITION

• This position is an overage. Funding for this position will be re-evaluated on a
• fiscal year basis.

APPLICATION, HIRING, AND BACKGROUND

• When completing the application, applicants will be asked to respond to

• application questions.  These application questions are based on the Job
• Requirements for the position.

• Completion of the application questions is required.
• Applicant responses to the application questions must specifically answer the

questions asked.

• Responses to application questions must be supported by work

• history/information listed on the application/resume, sufficient to
• demonstrate qualifications for the position.

• Applicants may upload only two attachments.  Attachments may include, but are

• not limited to a resume, cover letter, DD214 or NGB Form 22, transcripts,
• etc.  Applicants may also choose to combine documents into one file for
• upload.

• Applications may not be reviewed if specific responses to application

questions have not been provided.

• Each application submission is reviewed independently.

• For detailed information about the City’s hiring and background processes, check
• out the:  Quick Guide to Hiring and Background Checks

[https://www.okc.gov/files/assets/city/v/3/hr/documents/hiring-process-and-background-process-information-for-applicants-07-20-26.pdf]

• If you have questions, check out the:  Frequently Asked Questions
• [https://www.okc.gov/files/assets/city/v/1/hr/documents/08-12-25-final-applicant-q-a.pdf]

TOTAL REWARDS

• At the City of Oklahoma City, our Total Rewards package is designed to honor
• your service, fuel your growth, and support every part of your life.  We offer:

• Competitive pay
• An average of $22,000 annually contributed toward your benefits and

retirement

• A comprehensive package designed to support your health and wellness,

financial security, work-life balance, and personal and professional growth

and development

Explore all the ways we invest in you: City of Oklahoma City Total Rewards

[https://www.okc.gov/files/assets/city/v/2/hr/documents/benefits/employee-value-proposition-total-rewards-2025.pdf]

DEPARTMENTAL INFORMATION

• The Employee and Labor Relations (ELR) Line of Business provides guidance and
• coaching to employees at all levels, promoting fair and consistent practices
• aligned with City policies and labor agreements. ELR supports departments and
• employees with policy interpretation, workplace investigations, performance
• management, and employee engagement while encouraging open communication and
• constructive problem-solving. Through these efforts, the Employee & Labor
• Relations Division strengthens leadership capabilities, promotes compliant
• workplace practices, and enhances the overall employee experience.

JOB SUMMARY

• This position is located in the Employee and Labor Relations Division of the
• Human Resources Department within the City of Oklahoma City and is under the
• direction of an immediate supervisor in the assigned department. The work
• involves responsibility for aligning department goals with organizational and
• Human Resources strategies, developed, and maintained by the Human Resources
• department, which support the business objectives of the City. This position
• will have direct accountability to a Senior Human Resources Business Partner,
• for all Human Resources related situations, issues, and matters. Human Resources
• Business Partners must have a general knowledge of human resource
• administration; performance management; classification and compensation;
• staffing strategies; talent acquisition, engagement, and retention; employee and
• labor relations, and/or benefits administration is required. The Human Resources
• Business Partner will have some contact with outside agencies and frequent
• contact with persons at all levels of the City organization to exchange
• information, provide assistance related to City Human Resources policies and
• procedures, collective bargaining agreements (CBA) and related Memorandums of
• Understanding (MOU); and to provide interpretation and clarification of
• pertinent government regulations and laws. Essential job functions include:
• partners with business leaders of the assigned department to identify,
• prioritize and build organizationally appropriate behaviors, structures,
• cultures and processes that deliver on the business strategy; serves as an
• onsite human resources representative for the City Human Resources department
• and their assigned City department on issues which may include staffing,
• engagement, and retention strategies; talent acquisition and development;
• organizational development (including advising on job description creation,
• classification, and maintenance); legal compliance with various employment laws
• and regulations, policy administration, development and training needs
• (including assignment, progress tracking and career development); conflict and
• complaint resolution; employee investigations; oversee compliance-related
• programs; and performance of a variety of administrative tasks in support of the
• assigned department. Collaborates with Senior Human Resources Business Partner
• to assist City departments as to the development, interpretation, and
• application of City of OKC Personnel Policies, collective bargaining agreements
• (including related Memorandum of Understanding agreements); provides Leading for
• Results data to assigned Senior Human Resources Business Partner; and provides
• day-to-day performance management guidance to supervisors and managers,
• (coaching, counseling, corrective actions). This position communicates verbally
• or in written form with department/division heads, union officials and other
• City employees, etc., to provide or obtain information related to City Human
• Resources policies and procedures and pertinent government regulations.

VETERANS PREFERENCE

• Honorably discharged veterans of the United States Active Duty Armed Forces,
• National Guard, and Reserve Forces who are not currently employed full-time by
• the City of Oklahoma City and who meet the qualifications for the position shall
• be given preference. To receive preference, veterans must submit verification of
• honorable discharge from the United States military service (Department of
• Defense Form DD214 or NGB Form 22) prior to the closing date of the vacancy
• announcement.

JOB REQUIREMENTS

• Knowledge of employment and labor relations laws, policies, and procedures.
• Knowledge of Human Resources administration and general human resources

functions.

• Knowledge and understanding of business acumen.
• Skill in analyzing large quantities of data and reaching sound conclusions.
• Skill in conducting general level recruitment and selection processes.
• Skill in the use of computer applications such as Microsoft Word, Access,

• Forms and Excel to produce professional reports, create spreadsheets, and
• analyze data.

• Skill in utilizing HRIS and/or applicant tracking systems.
• Skill in verbal and written communication using tact and diplomacy.
• Ability and willingness to establish and maintain effective working

relationships with all levels of the organization.

• Ability to apply principles of logical thinking to solve practical problems.
• Ability to work in emotionally charged and challenging situations.
• Ability to work independently, make work-related decisions, and assume

responsibility for decisions made.

• Ability to work with confidential information while maintaining the highest

degree of confidentiality.

• Ability to travel.

PREFERRED QUALIFICATIONS

• Proficiency with labor analytics tools or advanced case management software.
• Proven record managing FMLA, ADA, FLSA, E Verify, or similar compliance

programs.

• SHRM-SCP or SHRM-CP Certification.
• Preference will be given to candidates who demonstrate strong analytical

• skills and the ability to convert data trends into actionable strategies that
• enhance workplace conditions and employee experiences.

• Experience with a rapid-paced workload with shifting priorities.

COMPETENCIES

• One City, One Team (Teamwork/Team Oriented) (1) Recognizes, values, and

• leverages the ideas, opinions, and perspectives of others; (2) participates
• willingly and effectively as a team lead or team member; (3) builds
• consensus; fosters team commitment, spirit, pride, and trust; (4)
• collaborates with others to accomplish goals and objectives and achieve
• results; (5) expresses facts, ideas, messages, and information (technical and
• non-technical) to individuals or groups clearly, concisely, accurately,
• understandably, with honesty, tact, and diplomacy and in a manner that is
• appropriate for the intended audience; (6) actively listens, clarifies
• information as needed; (7) [Core Value One City, One Team] shares
• information, resources and solutions across departments; (8) [Core Value One
• City, One Team] asks for help early and offers it often; (9) [Core Value One
• City, One Team] collaborates across teams before decisions are made.

• Service First (Customer Centric) (1) Demonstrates commitment to public

• service; (2) serves and satisfies internal and external customers in a timely
• and effective manner; (3) establishes, commits to, and maintains high
• standards for producing quality work products and being responsive to
• customers; (4) supports the Department/City's mission; develops and executes
• strategies with the customer in mind; (5) [Core Value Service First] acts
• quickly and follows through until the job is complete; (6) [Core Value
• Service First] serves everyone with genuine respect, diligence and
• professionalism; (7) [Core Value Service First] makes decisions with the
• people we serve in mind.

• Respect Always (Leads Through Influence) (1) Persuades others; builds

• consensus through give and take; (2) gains cooperation from others to obtain
• information and accomplish goals; (3) works with others towards achieving
• agreements that may involve exchanging resources or resolving differences;
• (4) understands the concepts, practices, and techniques used to identify,
• engage, influence, and monitor relationships with individuals and groups
• connected to a work effort including those actively involved; (5) leads
• through influence over the process and its results, and those who have a
• vested interest in the outcome (positive or negative). (6) [Core Value
• Respect Always] listens with curiosity and speaks with care; (7) [Core Value
• Respect Always] embraces different perspectives and lived experiences; (8)
• [Core Value Respect Always] gives feedback constructively and receives it
• openly.

• Own the Outcome (Execution and Results) (1) Sets well-defined and realistic

• goals and high standards of performance for self or self and others; (2)
• displays a high level of initiative, effort, and commitment toward performing
• work; (3) completes assignments in a thorough, accurate, and timely manner,
• and delivers results; (4) works with minimal supervision, is motivated to
• achieve, and demonstrates responsible behavior; (5) demonstrates
• understanding of all aspects of the job and application of accrued knowledge
• in carrying out duties and responsibilities; technical knowledge; skill in
• the techniques, equipment, procedures, and work required; (6) recognizes
• opportunities and takes action for improvement to programs, policies,
• procedures, practices, and processes; (7) understands and is able to apply
• the principles, methods, and tools of quality improvement; (8) collects,
• examines, analyzes, and interprets data from a variety of sources; (9) makes
• data-driven recommendations/decisions and achieves results; (10) effectively
• achieves results through others to achieve the Department or City's mission;
• (11) [Core Value Own the Outcome] takes initiative to fix it or escalates
• issues; (12) [Core Value Own the Outcome] follows through on commitments;
• (13) [Core Value Own the Outcome] speaks up when accountability is missing.

• Keep Getting Better (Commitment to Continuous Improvement) (1) Recognizes

• opportunities for improvement with regard to programs, policies, procedures,
• practices, and processes; (2) understands and is able to apply the
• principles, methods, and tools of quality improvement; (3) collects,
• examines, analyzes, and interprets data from a variety of sources; (4) makes
• data-driven recommendations/decisions and achieves results; (5) [Core Value
• Keep Getting Better] takes time to reflect and act on what is working and
• what is not; (6) [Core Value Keep Getting Better] learns from mistakes
• without blaming; (7) [Core Value Keep Getting Better] supports self and
• other’s development and growth.

• Empathetic Leadership (1) Fosters a workplace where employees are engaged;

• (2) seeks to know and learn about, and respects the values, attitudes, and
• beliefs of others; (3) welcomes varied ideas, perspectives, and thoughts when
• carrying out the work of the organization and making decisions; (4) builds
• trust through transparency, open communication, feedback, consistency, and
• humility; (5) seeks to build high performing teams through practices that
• demonstrate a commitment to hiring the most qualified candidates; promotes
• advancement opportunities for all (e.g., coaching, mentoring, providing
• personal and professional development opportunities); (6) resolves conflict
• and maintains effective working relationships with others through open
• dialogue, collaboration, empathy, active listening, understanding, tact,
• diplomacy, and professionalism; (7) treats others with fairness and dignity;
• (8) demonstrates emotional maturity; and (9) recognizes contributions and
• celebrates accomplishments.  Note: This competency is not applicable for
• employees who are not supervisors.

• Judgment (1) Plans, coordinates, and executes business functions efficiently,

• effectively, and in a fiscally responsible manner; (2) identifies risks and
• develops and implements measures to avoid, mitigate, or minimize those risks;
• (3) makes effective, timely, well-informed, objective, and transparent
• work-related decisions; (4) exhibits emotional maturity and stability,
• effectively manages conflict, and remains optimistic and calm during
• stressful situations; (5) uses resources effectively to achieve results
• aligned with organizational priorities; (6) applies understanding of
• financial management/budgeting principles to ensure decisions are fiscally
• sound and responsible and in accordance with policies, procedures, processes,
• rules, regulations, and laws; (7) makes business decisions that drive
• positive, fiscally responsible performance; (8) manages ambiguity, business
• insight, financial acumen, makes decisions using data and insight that
• achieves the best outcome for the department and City.

• Talent Development (1) Provides tools, materials, equipment, and resources;

• (2) provides performance feedback, coaching, mentoring, encouragement, and
• support; (3) discusses personal and professional goals; (4) provides formal
• and informal learning and development opportunities that support achievement
• of personal and professional goals; (5) attracts and develops talent; (6)
• manages performance throughout the department or City; (7) sets the
• leadership tone for area of responsibility.  Note: This competency is not
• applicable for employees who are not supervisors.

• Strategic Thinking (1) Thinks conceptually, imaginatively, and

• systematically; (2) envisions the future; (3) defines the vision, direction,
• and goals; (4) develops a road map for achievement; (5) anticipates change
• and plans for it; (6) considers long-term value and consequences; (7)
• influences others to achieve results; (8) understands where the organization
• is headed; knows the organization's mission and functions, and how its
• social, political, and technological systems work; (9) aligns business
• strategies to long-term success of the City; (10) sets the vision, direction
• and compelling course of action; (11) operates effectively within the
• systems, programs, policies, procedures, codes, ordinances, rules, and
• regulations of the organization; (12) knows industry and stays ahead of best
• practices; (13) understands the political environment, management priorities,
• staff roles and responsibilities, and grasps external factors impacting the
• organization; (14) identifies when issues need to be escalated to higher
• authorities and effectively alerts appropriate officials.

• Agility (1) Values collaboration, communication, and feedback and is flexible

• and open to new ideas; (2) learns rapidly and transforms learning into
• action; (3) examines processes and practices to perform work most
• effectively; (4) demonstrates courage and willingness to take calculated
• risks; (5) assesses readiness; proposes new approaches, methods, and
• technologies plans, implements, and evaluates change in a transparent,
• positive, and thoughtful manner; (6) exhibits emotional maturity and
• stability, effectively manages conflict, and remains optimistic and calm
• during stressful situations; (7) rapidly adapts to change and leads others
• through change, while producing tangible results and identifying new
• opportunities.

WORKING CONDITIONS

• Inside most of the time. Occasionally required to work outside to

conduct/facilitate selection procedures.

• Occasionally required to work beyond normal working hours.
• Occasional out-of-town travel for seminars, meetings, etc.; some local travel

required.

• Note:  Typical City employee working hours are 8:00 a.m. to 5:00 p.m., Monday
• through Friday. However, working hours vary (may require work to begin before
• 8:00 a.m. and/or end beyond 5:00 p.m., and/or may require work on weekends and
• holidays), and are subject to change, based on the duties and location of the
• position and the business needs of the assigned work unit/department.

PHYSICAL REQUIREMENTS

• Near vision enough to read and draft written communications or reports, both

manually and machine generated.

• Speech enough to communicate clearly and distinctly in person and by phone.
• Hearing enough to communicate in person and by phone.

• Note:  The working conditions and physical demands described here are
• representative of those that must be met by an employee to successfully perform
• the essential functions of the job. Reasonable accommodation may be made to
• enable individuals with disabilities to perform the essential job functions.

OTHER DETAILS

• Pay Method:  City employees are required to receive pay electronically, either
• via direct deposit or pay card.

• Former Employees: If this position is open to external applicants and you are a
• former employee, you must be eligible for rehire to participate in any selection
• process.  If you are unsure of your rehire status, please contact the Human
• Resources Department at (405) 297-2530.  If your rehire status has been coded
• “Not Eligible,” “Eligible 3,” or “Conditional,” you will need to request a
• review of your rehire status through the Human Resources Department’s Employee
• and Labor Relations Division.

• Background Investigation, Drug Testing, Physical Examination:  Upon a
• conditional offer of employment/acceptance of position, the City of Oklahoma
• City will conduct a criminal history background check for external