231 - Human Resources Business Partner

Brownsville; Brownsville (TX); On-site; USD 40,000 - 54,000; Full time

Benefits offered by this job

TMRS retirement

Health benefits

Vacation & sick leave

Tuition assistance

Job summary

The City of Brownsville is seeking an HR Business Partner to align business objectives with employees, Directors and City Management. You will serve as a consultant on HR issues, champion employees and collaborate with the HR function to deliver value-added service.

You will interpret policy, manage payroll duties, and partner with legal as needed, while supporting performance and retention across designated departments.

Qualifications

• Master’s degree plus one year of experience, or bachelor’s degree plus three years of experience, or high school graduation or GED plus seven years of experience.
• Valid Texas Driver's License.

Responsibilities

• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance.

Skills

HR guidance

Employee relations

Investigations

Benefits explanation

Interviewing

Policy interpretation

Payroll knowledge

Education

Master’s degree

Bachelor’s degree

High school diploma

Tools

HRIS software

Legal compliance tools

Job description

Title: 231 - Human Resources Business Partner

Organization: OD&HR

Department: Org Developmnt & Human Resources

Location: OD&HR

Rate of Pay: $47,233.81

Job Summary

The HRBP is responsible for aligning business objectives with employees, Directors and City Management, in designated business departments. The position serves a consultant to Directors on human resource-related issues. The successful HRBP acts as an employee champion and change agent, the role assesses and anticipates HR-related needs. Communicating needs proactively with our HR department and business Directors and City Management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to Directors and employees that reflects the business objectives of the organization. The HRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition.

Competencies

• Ethical Practice
• Time Management
• Active Listening and Communication
• Self-Motivation
• Conflict Resolution
• Leadership Potential
• Organizational Effectiveness
• Global & Cultural Awareness
• HR Expertise
• Relationship Management

Key Functions/Knowledge/Skills

• Knowledge of an extensive body of rules, procedures, or operations; specialized skills that may be technical or non-technical, such as research and analytical skills, composing non-routine documents and letters, ability to use software in complex applications.
• Participate weekly meetings with respective business units/departments.
• Consults with line management, providing HR guidance when appropriate.
• Analyzes trends and metrics in partnership with the HR group to develop solutions, programs and policies.
• Manages and resolves complex employee relations issues. Conducts effective, thorough and objective investigations.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Ensures all administrative HR functions and processes are completed which include administration of all relevant employee documents such as, Personnel Action Notices, Memos, I-9s, New Hire reports with Attorney General, W-4's, policy acknowledgements, FMLA, and employee creation and update employee files on electronic filing system.
• Provides HR policy guidance and interpretation.
• Develops agreement terms for new hires, promotions, and transfers.
• Promote and publishing internal promotions for employees.
• Ensuring information accuracy and routing PANs through appropriate approval levels.
• Job Description updates.
• Processes requisitions.
• Ensures Job Titles are updated on pay matrix along with FLSA status.
• Provides customer service to internal and external individuals.
• Schedules and participates in interviews.
• Provides explanations of Benefits (Medical, Insurance & Retirement) to current and new employees.
• Participates with job fairs.
• Involved with the hiring process.
• Publishing Vacancies, including promote and publishing internal promotions for employees.
• Conduct exit interviews and compile, analyze, and create charts to influence ongoing improvement.
• Performs other duties as assigned.

Minimum Education & Experience

Master’s degree plus one year of experience, or bachelor’s degree plus three years of experience, or high school graduation or GED plus seven years of experience.

Special Certifications & Licenses

Valid Texas Driver's License.

Independence & Judgement

Noticeable judgment; must plan for long-term; must recognize and resolve problems and situations through appropriate means applying specific types of procedures to issues without indicated guidance or destination, addresses issues that need attention, etc.; involving freedom in selection of work methods among approved routines, setting of priorities, or sequencing of tasks within established schedules.

Initiative & Ingenuity

General guidelines: requires a lot of interpretation and non-standard responses to varied situations; must figure out where to go for solutions (not all sitting there in procedures manual); must take multiple factors into account; some control over priorities.

Supervisory & Responsibility

Does not supervise.

Financial Responsibility

Prepares payroll; reconciles bank accounts.

Level & Frequency of Outside Contact

Frequent contact with the public or other organizations; interactions may require obtaining cooperation of people; courtesy and tact are required when dealing with moderately difficult or sensitive issues.

Physical Demands

Office job with little or occasional light physical effort.

Responsibility for Equipment & Property

Responsible for use of equipment/property such as office equipment, supplies, etc., which are used in office.

Working Conditions

Office job, no adverse conditions.

Other Requirements

The City of Brownsville requires all employees to successfully pass a Drug & Alcohol examination and a Background Check.

ADA Requirements

The City of Brownsville is an Equal Opportunity Employer. ADA requires the City to provide reasonable accommodations to qualified individuals with disabilities. Prospective and current employees are invited to discuss accommodations.

Benefits

• The City of Brownsville offers a comprehensive benefits package designed to support its employees' well-being and future. Employees participate in a robust retirement plan through the Texas Municipal Retirement System (TMRS) City to Employee Matching Ratio 2:1, with eligibility for retirement after 5 years of service at age 60 or 20 years of service at any age.
• The City provides exceptional health benefits, including medical, dental, and life insurance plans for employees and their families, along with vision coverage for employees enrolled in health insurance through MetLife. Employees and their dependents can also access care at Frontier Clinic at no cost when covered by the City's health plan. Additionally, pet insurance is available as a voluntary benefit.
• Employees have access to deferred compensation plans through Equitable and supplemental insurance options from AFLAC and Colonial Life. Full-time employees accrue 10 sick days and 15 vacation days annually.
• The City offers parental leave concurrent with FMLA for eligible employees, longevity pay, and 100% tuition assistance up to $5,000 annually. Furthermore, Brownsville observes 14 holidays per year, plus two floating holidays, giving employees a balanced and rewarding work-life experience.
• Starting in fiscal year 2025, employees will have access to flexible scheduling options as part of our commitment to work-life balance.

EEOC Statements

The City of Brownsville does not discriminate on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.

Advertised: 07 Oct 2026 Central Daylight Time