Human Resources Business Partner 2 - 007030 at Wayne County… · Detroit

Human Resource Business Partner 2 (HRBP 2) is a mid-level HR professional responsible for delivering consultative human resources (HR) support to assigned stakeholder departments or elected offices within Wayne County. Building upon the foundational responsibilities of HRBP 1, this role operates with increased independence, deeper subject-matter expertise, and stronger advisory capability.

Human Resource Business Partner 2 (HRBP 2) is a mid-level HR professional responsible for delivering consultative human resources (HR) support to assigned stakeholder departments or elected offices within Wayne County. Building upon the foundational responsibilities of HRBP 1, this role operates with increased independence, deeper subject-matter expertise, and stronger advisory capability.

The HRBP 2 serves as a strategic partner to department or elected office leadership, ensuring consistent execution of HR practices, policy alignment, talent acquisition support, employee relations guidance, workforce planning input, and data-driven decision making. This role contributes to the success of the centralized HR delivery model by driving standardized practices, elevating service quality, and building stakeholder trust through proactive problem solving and collaboration. HRBP 2 also mentors HRBP 1 staff and coordinates various internal and external stakeholder initiatives.

HRBP 2 demonstrates strong professional judgment, proactively resolves moderately complex HR issues, and escalates high-risk or sensitive matters to HRBP 3. This position is designed for a HR professional who is ready to operate as a trusted partner with stakeholder leadership, influence decisions through data and consultation, and contribute to strategic workforce efforts.

Responsibilities

• Required Tasks
  • Provide mid-level HR consulting to assigned departments on policy interpretation, organizational needs, workforce trends, and talent strategies.
  • Partner with department leadership to identify workforce risks and propose practical, compliant solutions.
  • Assess Department needs and recommend HR practices that align with countywide HR strategy, compensation frameworks, and talent priorities.
  • Serve as a point of contact for employee relations inquiries and may assist with fact-finding documentation.
  • Assist supervisors on performance management planning and corrective action steps.
  • Escalate complex ER matters to HRBP 3 or Employee/Labor Relations specialist.
  • Assist in the implementation of HR processes involving recruitment support, onboarding workforce data validation, and employee file management.
  • Partner with HRBP 1 and HRBP 3 as appropriate, ensuring timely and accurate handoff.
  • Collaborate with hiring managers to refine job postings, participate in interview processes, and advise departments on selection and hiring decisions.
  • Support workforce planning efforts by analyzing departmental trends, and staffing patterns, to inform leadership and guide departmental planning.
  • Validate data for accuracy and share insights with HRBP 1 and HRBP 3 partners to support continuous improvement.
  • Use available Oracle data tools, dashboards, and reports to support proactive HR decision making.
  • Ensure departments follow HR policies, collective bargaining agreements, and internal HR standards.
  • Identify compliance gaps and recommend corrective actions.
  • Participate in policy review and provide department feedback during policy development cycles.
  • Participate in Countywide HR project teams, task forces, or transformation initiatives as assigned.
  • Support HRBP 3 in cross departmental coordination activities and stakeholder alignment.
  • Ensure high quality, timely HR service delivery by managing routing and moderately complex inquiries independently.
  • Monitor transactional workflow issues and partner with HRIS or Talent teams to resolve bottlenecks.
  • Recommend improvements to processes, service models and communications.
  • Support and mentor HRBP 1 staff by sharing best practices and reviewing work when needed.
  • Model professionalism, customer service, and proactive communication.
  • Perform other related HR duties as assigned e.g., payroll processing, leave inquiries, unemployment, request for information, etc.

Qualifications

• Educational Requirements
  • Bachelor’s degree in Human Resources, Business Administration, Public Administration, Organizational Development or a related field.
  • Master’s degree in Human Resources, Business Administration, Public Administration, Organizational Development, or a related field, is desirable but not required.
  • Human Resources certification is desirable but not required.
  • Alternative education and experience will be considered.
• Experience Requirements
  • At least 2 years of experience equivalent to HRBP 1; or
  • At least 2 years of experience providing consultative human resources support
  • Experience with Oracle, or a similar HRIS platform is desirable but not required.
  • Experience in a government or unionized environment is desirable but not required.

About the Company

The Charter County of Wayne

The Charter County of Wayne is Michigan's largest county. We are home to 34 cities and nine townships. From Rockwood to Livonia, from Sumpter Township to the Grosse Pointes, each community in Wayne County offers residents and businesses a unique blend of opportunity to live, work, play and raise families.

Headquartered in Detroit, our largest city and the automotive capital of the world, Wayne County offers a diversified economy and high standards for our residents' quality of life. Our history is rich and we take pride in being one of the most diverse communities that values culture, arts, and world-class amenities.

Wayne County provides leadership that ensures the County operates efficiently, effectively, and responsibly. We provide transparently while building a stronger County inclusive of collaborations, innovation, and a clear focus on serving our residents.

Administration Focus

Public Health Response

Economic Response

Fiscal Responsibility

Operational Efficiencies

Economic Development

Infrastructure Maintenance & Enhancements

Access to Health Care

Community Support

Homeland Security Emergency Management

Parks & Recreation