Human Resources Partner (2 Positions)

The Sacramento Public Library is hiring for two Human Resources Partner positions. These roles function as HR generalists and may have primary responsibility in Employee Relations or Benefits and Leave Administration.

The Human Resources Partner (HR Partner) provides broad HR support across key functional areas, including benefits and leave administration, employee relations, labor relations, training and development, classification and compensation, talent acquisition, and performance management. The HR Partner serves as a strategic partner to leaders and employees, ensuring compliance with policies, regulations, and union agreements while supporting a positive, productive workplace. This role collaborates across departments to implement HR initiatives aligned with the Library’s strategic goals and values.

• Benefits and Leave: Administers benefits and leave programs, advises on enrollment, plan changes, wellness initiatives, and related inquiries, and ensures compliance with FMLA, ADA, workers’ compensation, and other applicable laws and policies.
• Classification and Compensation: Develops and maintains job classifications and supports compensation programs aligned with job responsibilities, market data, organizational needs, and internal equity.
• Compliance and Policy: Ensures compliance with federal, state, and local employment laws, including EEO and affirmative action requirements, and interprets HR policies, regulations, and bargaining agreements for staff and management.
• Employee Relations: Advises on employee relations matters, disciplinary actions, workplace investigations, grievance resolution, and manager consultation to address concerns, interpret policy, and resolve conflict.
• Labor Relations and Workforce Administration: Supports labor relations and related administration, including interpreting union agreements, labor negotiations, seniority lists, labor reports, disciplinary documentation, status changes, and separation processes in compliance with policy and bargaining agreements.
• Performance Management and Organizational Support: Supports performance management, evaluations, and coaching, and partners with leadership to strengthen engagement, retention, and organizational effectiveness.
• Program Evaluation and Service Delivery: Evaluates HR programs and service delivery to improve employee experience, operational effectiveness, cost efficiency, and compliance.
• Talent Acquisition: Leads and supports full-cycle recruitment by partnering with leaders on staffing needs and managing sourcing, interviewing, selection, and onboarding.
• Training and Development: Identifies training needs aligned with business objectives and supports learning and development efforts to reskill, upskill, and grow talent.

EXPERIENCE and EDUCATION: Any combination of equivalent education and experience that could likely provide the required knowledge and abilities is qualifying.

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent experience.
• 3 years of increasingly responsible HR experience in employee relations, labor relations, benefits and leave administration, performance management, or generalist roles.
• Knowledge of employee relations, labor relations, performance management, and/or benefits and leave administration.
• Proficiency with HRIS, applicant tracking systems, and Microsoft Office Suite.
• Strong communication and interpersonal skills, with the ability to build effective relationships across departments.
• Strong organizational skills and the ability to manage multiple priorities in a fast-paced environment.

Preferred Qualifications:

• HR experience in the public sector or unionized setting.
• Professional certifications such as PHR, SHRM-CP, CCP, or related credentials.
• Experience in employee relations, labor relations, union negotiations, investigations, discipline, benefits and leave administration, and/or classification and compensation analysis.
• Familiarity with retention strategies and employee engagement initiatives.

Knowledge of:

1. HR practices, principles, and the ability to interpret them accurately for staff.
2. Thorough knowledge of common productivity software, including word processing, spreadsheet, file maintenance, online search, database tools, and relevant HRIS platforms.

Skills and Abilities: 

1. Communicate clearly and effectively, both verbally and in writing.
2. Maintain strict confidentiality.
3. Organize, track, and maintain personnel records and related documentation accurately and efficiently.
4. Research, analyze, and present complex information clearly.
5. Build and maintain effective working relationships and collaborate as part of a team.
6. Understand customer needs and deliver responsive, service-focused support.
7. Take initiative to resolve issues and support a positive customer experience, regardless of assigned responsibility.
8. Respond to customer concerns promptly, accurately, and professionally.
9. Maintain attention to detail and follow through on assignments effectively.
10. Set priorities, manage workload effectively, and complete assignments accurately under pressure.
11. Contribute to a positive and productive work environment.
12. Keep relevant parties informed of major issues and recommend changes as appropriate.