Human Resources Business Partner/Classification & Compensation

Human Resources Business Partner - Classification/Compensation and Police Department

The Human Resources Business Partner - Classification & Compensation / Police Department provides professional-level human resources support with responsibilities divided equally between classification and compensation work and designated HR support for the Englewood Police Department.

Approximately 50% of the position is responsible for classification and compensation functions, including job analysis, position review, salary placement analysis, market review, job description development, pay equity support, and maintenance of classification and compensation documentation. The remaining 50% supports Police Department HR processes, with a primary focus on leave administration, workers' compensation facilitation, recruitment panel support, and classification and compensation matters affecting Police Department positions.

There may be limited employee relations work involving non-officer staff. However, all sworn/officer related employee relations, investigations, and disciplinary matters are referred to Police Department leadership, Internal Affairs, and/or the City Attorney's Office for resolution.

Reports to: Human Resources Manager

Direct Reports: None

The listed examples of work are not intended to be all-inclusive. They may be modified with additions, deletions, or changes as necessary.

Essential Duties & Responsibilities

Classification and Compensation - 50%

• Conducts job analysis and classification reviews for new, revised, and existing positions to determine appropriate classification, title, FLSA status, and pay grade placement.
• Assists in the development of job descriptions to ensure duties, minimum qualifications, knowledge, skills, abilities, and working conditions accurately reflect the work performed.
• Evaluates position duties, organizational structure, reporting relationships, decision-making authority, scope of responsibility, and internal equity when making classification recommendations.
• Supports salary placement analysis, internal equity review, market data review, pay recommendation development, and documentation of compensation decisions.
• Conducts market research and analyzes compensation data using approved sources and City methodology to support classification, pay structure, and salary recommendation decisions.
• In coordination with the assigned HR Business Partner, provides guidance to departments regarding classification requests, position changes, reclassification considerations, compensation processes, and implementation of approved compensation changes.
• Supports compliance with applicable wage and hour requirements, including FLSA classification considerations, and assists with pay equity analysis and related documentation.
• Maintains classification and compensation records, job description files, salary data, market data, and related documentation to support consistent and defensible HR practices.

Police Department HR Support - 50%

• Serves as the designated HR support contact for the Police Department, with emphasis on leave administration, workers' compensation facilitation, recruitment support, and classification and compensation coordination.
• Coordinates leave administration for assigned Police Department employees, including FMLA, medical leave, military leave, protected leave, return-to-work documentation, and other applicable City leave processes.
• Communicates with employees, supervisors, HR staff, and third-party administrators regarding leave status, documentation needs, timelines, return-to-work requirements, and related process questions.
• Facilitates workers' compensation paperwork and process support by assisting Police Department supervisors with compiling required documentation for submission to the City's third-party administrator.
• Coordinates workers' compensation process information with employees, supervisors, the third-party administrator, and internal HR staff while recognizing that claim administration and compensability determinations are handled by the third-party administrator.
• Supports Police Department recruitment and selection processes by participating on interview panels, assisting with interview materials, supporting selection process consistency, and advising on general recruitment procedures.
• Provides classification and compensation support for Police Department positions, including job description review, position evaluation, pay placement review, salary analysis, and coordination of classification requests.
• Maintains awareness of applicable collective bargaining agreement provisions affecting Police Department employees and provides limited labor relations support under the direction of HR leadership, such as gathering information, researching applicable provisions, compiling market surveys, or coordinating documentation.
• Provides general HR policy and procedure guidance to Police Department supervisors and employees within the scope of assigned responsibilities and refers sworn/officer staff member matters involving employee relations, investigations, discipline, grievances, and labor relations matters to the appropriate parties.

Other Duties & Responsibilities

• Assists with HR projects, employee activities, policy review, process improvement efforts, and department initiatives as assigned.
• Performs HRIS testing, data review, and ad hoc reporting related to classification, compensation, leave administration, workers' compensation, or assigned client groups.
• Represents the Human Resources Department on committees or task forces as assigned.
• Maintains knowledge of current HR, compensation, classification, leave administration, workers' compensation, public-sector employment, and labor relations practices.
• Performs other duties as assigned and required.

Preparation and Training

Education

• Bachelor's degree in Human Resources Administration, Statistics, Economics, Business Administration, Public Administration, Organizational Development, or a related field.
• Additional coursework or training in classification and compensation, public-sector human resources, leave administration, or labor relations.

Work Experience

• Required: Three to five years of progressively responsible human resources experience, including at least two years regularly performing work in classification and compensation.
• Preferred: Experience supporting public safety, public-sector employees, or employees covered by a collective bargaining agreement.

Certifications and/or Licensures

• Required: None
• Preferred: PHR, SPHR, SHRM-CP, SHRM-SCP, CCP, or other relevant HR or compensation certification.

Required Driver's License

• Valid Colorado driver's license and a clear or acceptable MVR

Research shows that women and other underrepresented and historically marginalized groups tend to apply only when they check every box in the posting. If you are reading this and hesitating to click "apply" for that reason, we encourage you to go for it! A true passion and excitement for making an impact is just as important as work experience.

An equivalent combination of education, training, and relevant experience may be considered. Relevant experience may be substituted for the bachelor's degree requirement on a year-for-year basis.

Knowledge, Skills, and Abilities

• Classification and Compensation: Strong knowledge of job analysis, position evaluation, market review, salary placement, internal equity, pay equity, FLSA classification, and pay structure administration.
• Leave Administration: Working knowledge of FMLA, medical leave, military leave, protected leave, return-to-work coordination, leave documentation, and related compliance practices.
• Workers' Compensation Coordination: Ability to assist supervisors with compiling claim-related documentation, coordinate with third-party administrators, and support modified duty or return-to-work processes.
• Recruitment and Selection: Ability to support interview processes, participate on panels, review selection materials, and promote consistent recruitment and hiring practices.
• Public-Sector and Police Department Support: Working knowledge of public-sector HR practices and ability to support a public safety department while maintaining appropriate confidentiality and professional boundaries.
• Employee Relations: Working knowledge of performance management principles, workplace investigations, coaching and counseling employees/managers, and conflict resolution.
• Labor Relations Awareness: Basic understanding of collective bargaining environments and the ability to identify when union-covered issues should be escalated to HR leadership.
• Communication and Consultation: Strong written and verbal communication skills, including the ability to explain HR processes, prepare documentation, and provide timely, professional support to employees, supervisors, and department leadership.
• Analytical Skills: Strong ability to interpret job duties, review compensation data, evaluate process issues, track deadlines, and recommend appropriate action.
• Technology: Strong computer skills, including Microsoft Office, HRIS systems, spreadsheets, compensation tools, databases, and reporting platforms.
• Confidentiality and Judgment: Ability to handle sensitive personnel, medical, compensation, leave, and employment-related information with discretion, professionalism, and sound judgment.

Salary Range

$75,671 - $11