Human Resources Business Partner

Scleoa; Hartsville (SC); On-site; USD 55,000 - 58,000; Full time

Job summary

City of Hartsville seeks a Human Resources Business Partner to act as a strategic partner to city leadership and employees. You will support employee relations, talent acquisition, performance management, policy administration, and workforce planning across departments.

The role requires independent judgment, HR compliance, payroll coordination, HRIS data integrity, and collaboration with the Director of Human Resources to drive organizational effectiveness.

Qualifications

• Bachelor’s degree in HR, public administration, business administration, or related field.
• 4 years of experience in human resources or equivalent.
• Ability to interpret and apply employment laws and regulations.
• Strong analytical and interpersonal skills.

Responsibilities

• Provides HR policy guidance and employee-relations support across city departments.
• Leads or coordinates full-cycle recruitment and workforce planning.
• Supports performance management systems and employee development initiatives.
• Administers compliance and risk management activities.
• Manages HRIS data, payroll-related processes, and reporting.
• Coordinates training and development programs and maintains records.

Skills

Employee relations

Talent acquisition

Performance management

Policy administration

Employee engagement

Organizational development

HR compliance

Payroll processing

Data analytics

Education

Bachelor's degree in HR/Related field

Tools

HRIS systems

MS Office

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Human Resources Business Partner

Human Resources

Salary Range: $55,194.00 To $57,579.00 Annually

GENERAL PURPOSE

The Human Resources Business Partner serves as a strategic partner and trusted advisor to City leadership and employees by providing advanced professional human resources support across multiple functional areas. This position performs complex and confidential human resources work involving employee relations, talent acquisition, performance management, policy administration, employee engagement, organizational development, compensation administration, training and development, compliance, and workforce planning for assigned areas.

The Human Resources Business Partner exercises independent judgment and discretion in interpreting and applying human resources policies, procedures, and employment laws. The position is responsible for administering and improving human resource programs, maintaining HRIS data integrity, performing payroll-related processes, and ensuring compliance with applicable federal, state, and local regulations.

SUPERVISION RECEIVED

Under broad guidance, exercises discretion and independent judgment, reports to the Director of Human Resources.

SUPERVISION EXERCISED

May provide guidance, training, project leadership, and functional oversight to administrative staff, interns, or assigned personnel. Does not directly supervise employees.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Employee Relations & HR Consulting

• Serves as a primary point of contact and trusted advisor to assigned employees, supervisors, department directors, and elected officials regarding human resources policies, procedures, and employment matters.
• Provides guidance and recommendations on employee relations issues, workplace concerns, conflict resolution, disciplinary actions, corrective action plans, and performance improvement measures.
• Conducts or coordinates workplace investigations involving employee complaints, policy violations, and other employment-related matters.
• Participates in disciplinary meetings, grievance processes, employee counseling sessions, and separation proceedings.
• Assists leadership in fostering a positive and productive workplace culture that promotes employee engagement, accountability, and organizational effectiveness.

Talent Acquisition & Workforce Planning

• Coordinates full-cycle recruitment activities, including job postings, applicant screening, interviewing, selection processes, and hiring recommendations.
• Partners with department leadership to identify workforce needs, position requirements, succession planning opportunities, and recruitment strategies.
• Administers pre-employment processes including background investigations, reference checks, motor vehicle record reviews, and employment eligibility verification.
• Evaluate recruitment metrics and recommends strategies to improve applicant quality, employee retention, and workforce diversity.

Performance Management & Organizational Development

• Administers and supports performance evaluation systems and employee development initiatives.
• Provides guidance to supervisors on performance management practices, coaching techniques, and development planning.
• Assists in developing and implementing employee engagement, recognition, leadership development, and retention programs.
• Supports organizational change initiatives and continuous improvement efforts throughout the City.

Training & Employee Development

• Coordinates and tracks mandatory and voluntary employee training programs, certifications, and continuing education requirements.
• Develops and delivers training programs related to employment policies, supervisory practices, workplace conduct, compliance requirements, and professional development.
• Maintains records and reporting related to training participation and compliance.

HR Compliance & Risk Management

• Ensures compliance with applicable federal, state, and local employment laws and regulations, including FLSA, FMLA, ADA, COBRA, USERRA, EEO, workers' compensation, and other employment-related requirements.
• Assists with policy development, interpretation, implementation, and periodic review to ensure legal and regulatory compliance.
• Conducts HR audits and recommends corrective actions to mitigate organizational risk.
• Prepares and maintains required employment records, reports, and documentation.

Workers' Compensation, Leave Administration & Benefits Support

• Administers the City's workers' compensation program, including claim reporting, investigations, return-to-work coordination, and light-duty assignments.
• Assists employees and supervisors with leave administration processes including FMLA, ADA accommodations, and other applicable leave programs.
• Coordinates with insurance providers, third-party administrators, and legal representatives as needed.

HRIS, Reporting & Analytics

• Maintains data integrity within the Human Resources Information System (HRIS).
• Processes personnel transactions and ensures accurate employee records.
• Generates workforce reports, metrics, and analytics related to staffing, turnover, recruitment, training, compliance, and other key human resources functions.
• Identifies trends and provides recommendations to support data-driven decision making.

Payroll & Employment Administration

• Administers payroll processing and related functions, including timekeeping, leave balances, garnishments, deductions, and personnel actions.
• Coordinates employee onboarding and offboarding activities to ensure a seamless employee experience.
• Maintains personnel files and employment records in accordance with applicable retention requirements.

Additional Responsibilities

• Represents the City in unemployment claims hearings and employment-related proceedings as assigned.
• Leads or participates in special projects, process improvement initiatives, and organizational studies.
• Maintains current knowledge of industry trends, best practices, emerging technologies, and regulatory developments affecting human resources.
• Performs other related duties as assigned.

MINIMUM QUALIFICATIONS

Education and Experience

• Bachelor’s degree in human resources, public administration, business administration or related field and,
• Four (4) years of experience in human resources, public administration or business administration; or
• Any equivalent combination of training, education, and experience, which provides the required knowledge, skills, and abilities.

Knowledge of:

• Federal, state, and local employment laws and regulations.
• Human resources principles, practices, and procedures.
• Employee relations and workplace investigations.
• Recruitment and selection methodologies.
• Leave administration and workers' compensation practices.
• HRIS systems, reporting tools, and data management.

Skill in:

• Employee coaching and conflict resolution.
• Conducting workplace investigations.
• Policy interpretation and implementation.
• Strategic problem solving and decision making.
• Training and facilitation.
• Data analysis and report preparation.
• Relationship building and collaboration.

Ability to:

• Exercise sound judgment in sensitive and confidential matters.
• Manage multiple priorities with minimal supervision.
• Communicate effectively with employees at all organizational levels.
• Interpret and apply policies, laws, regulations, and procedures.
• Develop effective working relationships with management, employees, elected officials, and the public.
• Analyze complex issues and recommend practical solutions.
• Maintain strict confidentiality and professionalism.

SPECIAL REQUIREMENTS

Must possess a valid South Carolina driver’s license.

PHYSICAL DEMANDS

Thephysical demands described here arerepresentativeofthose that must be metby an employeeto successfully perform the essential functions ofthis job. Reasonable accommodations may be made to enable individuals withdisabilities to performthe essential functions.

While performing the duties ofthis job,the employeeis occasionally required to stand; walk;use hands to finger, handle, feeloroperate objects, tools, orcontrols; and reach withhands andarms. The employeeis occasionally required to sit; climb orbalance; stoop, kneel, crouch, orcrawl; talk or hear;and smell.

The employee must occasionally lift and/or move up to 25 pounds. Specific vision abilities required by this job include close, distance, color, and peripheral vision, depth perception, and the ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. This job operates in a professional work environment. The role uses standard office equipment such as laptop computers, photocopies, scanners and smart phones.

OTHER KNOWLEDGE, SKILLS & ABILITIES

This roll requires the incumbent to be an enthusiastic, responsible collaborative team member dedicated to the challenges of helping other people. Must possess strong ability to exercise independent judgement and discretion regarding confidential matters. Must be a self-starter with the ability to perform with little or no direct supervision. Demonstrate knowledge of office procedures, ability to interact effectively with the public and employees. Ability to work effectively and efficiently to meet deadlines and pay close attention to details.

COMMUNICATION SKILLS

This position requires superior professional verbal and written communication and customer service skills. Must demonstrate effective interpersonal and relationship management skills along with the ability to partner effectively with staff and managers of diverse backgrounds and skill sets. Must possess proven ability to work professionally under pressure while maintaining composure and poise. Ability to read and interpret documents such as rules, operating and maintenance instructions, and procedure manuals. Ability to write reports and correspondence. Ability to speak effectively before groups of customers or employees.

SELECTION GUIDELINES

Formal application, rating of education and experience; oral interview and reference check; job related tests may be required.

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.