Human Resource Business Partner III

Posting Begin Date: 2025/01/09

Posting End Date: 2025/01/23

Category: Human Resources

Work Type: Full Time

Location: Boise, ID, United States

Minimum Salary: 29.75

Maximum Salary: 31.73

Pay Rate Type: Hourly

Description

State of Idaho Division of Human Resources

Applications will be accepted through 4:59 PM MST on the posting end date.

Current state employees must apply through the State of Idaho Luma system

The Idaho Division of Human Resources (DHR) is seeking a Human Resource Business Partner III. This announcement will be used to fill a classified position located at the Department of Health and Welfare (DHW) in Boise, ID. This position will provide support for DHW and will work collaboratively with the Idaho Division of Human Resources.

About the Department of Health and Welfare (DHW):

Dedicated to strengthening the health, safety, and independence of Idahoans. The Department of Health and Welfare’s (DHW) primary role in the community is to provide services and oversight to promote healthy people, safe children, and stable families. DHW accomplishes this through several core functions, including: Administering state and federal public assistance and health coverage programs, which includes Supplemental Nutrition Assistance Program (Food Stamps) and Medicaid; Providing direct-care services for certain disadvantaged or underserved populations; Protecting children and vulnerable adults; Licensing various types of care facilities; Promoting healthy lifestyles; and identifying and reducing public health risks.

Summary:

We are seeking a highly motivated HR Compensation, Classification, & Data Analytics Business Partner to join our team and provide support to DHW in the areas of compensation and classification. This position will also leverage data to strategically align initiatives locally with those at the state level, ensure data accuracy, and work cross-functionally with the DHW HR team to support their needs in providing services and support to agency employees.

Job Responsibilities:

• Overseeing agency-wide compensation and classification for DHW employees. Leading processes and resources within these area(s) of expertise.

• Completing complex analyses of HR classification and/or compensation data to identify key trends and recommends changes to improve performance of operations.

• Collaborating with DHW leadership and Human Resource Officer to develop and maintain a strategic compensation plan, including identifying critical needs and high turnover positions.

• Performing job analyses and making recommendations related to compensation and/or classification for organizational structure changes.

• Providing advice and guidance on classification and/or compensation topics and resolving complex issues.

• Overseeing and assisting in conducting internal pay studies to ensure non-discriminatory pay practices agency-wide.

• Developing, compiling and presenting a variety of human resource management reports focused on key HR metrics for administrators, managers, and agency directors.

• Developing, recommending changes and providing guidance on interpretation and application of policies and procedures.

• Collaborating with management and employees to improve work relationships, build morale, and increase productivity and retention.

• Conducting training and presentations on topics related to classification and/or compensation.

Distinguishing Characteristics

This is the fourth level in the HR job family. At this level, incumbents navigate a broad range of complex issues and inform leadership regarding contentious matters. Provides advanced guidance for other HR staff, seeking assistance on highly complicated situations.

Minimum Qualifications:

Good knowledge of:

• Human resource administration

  Typically gained through successful completion of at least two (2) college courses in Human Resource Administration, certifications, or closely related field PLUS at least two (2) years of work experience where job responsibilities were in one or more of the following areas: recruiting, job analysis and classification, performance management concepts, and salary administration; OR the successful completion of a Bachelor’s degree or higher in Human Resource Administration, certifications, or closely related field; OR three (3) years of work experience in the areas above.

• Equal employment opportunity concepts and legal requirements

  Typically obtained through successful completion of at least two (2) college courses, certifications, or closely related field covering equal employment opportunity and legal requirements PLUS at least two (2) years of work experience reviewing personnel actions for compliance with these concepts; OR the successful completion of a Bachelor’s degree or higher in Human Resources Administration, certifications, or closely related field; OR three (3) years of work experience in the above areas.

Experience:

• Analyzing human resource management problems and developing alternatives and recommendations

  Typically gained by at least two (2) years of work experience analyzing human resource management problems and developing alternatives in one or more of the following areas: performance management, turnover, recruitment, retention, organizational structure, or related human resource areas.

• Participating in resolving complaints

  Typically gained by two (2) years of experience participating in employee grievance systems to others involving resolution requiring researching and recommending resolutions.

• Providing human resource consultation to management and administrators

  Typically gained by two (2) years of work experience where consultation in one or more of the following areas (recruiting, job analysis and classification, performance management concepts, and salary administration) was a recognized responsibility of the position.

MQ Specialties

Good knowledge of:

• Employee compensation evaluation

  Experience:

• Performing job analysis and developing classification recommendations

• Gathering and analyzing data and developing reports based on the information

• Working with Human Resource Information Systems (HRIS)

Benefits:

The State of Idaho offers a robust total compensation and benefits package, including but not limited to:

• One of the top 5 retirement systems in the Nation (PERSI (https://www.persi.idaho.gov/) ) that offers a defined lifetime benefit at retirement

• 2 voluntary supplemental retirement plans including both pre-tax and Roth options

• Medical, vision, and dental insurance (https://ogi.idaho.gov/) benefits that become effective first of the month following your hire date. All contributions can be pre-tax

• 11 paid holidays

• Paid sick and vacation that begins accruing on your first day of employment; can be used immediately after accruing (no waiting time)

• Life insurance for self, spouse, and children

• Additional perks and discounts (https://www.regence.com/producer/tools-for-members/advantages-discounts) available through medical provider

• Public Service Loan Forgiveness (PSLF) Eligibility (https://studentaid.gov/manage-loans/forgiveness-cancellation/public-service)

• Employee assistance program

  Additional information related to benefits and/or State programs can be found here:https://dhr.idaho.gov/StateEmployees/Benefits.html.*

EEO/ADA/Veteran:

The State of Idaho is committed to providing equal employment opportunities and prohibit discrimination against qualified individuals based on their status as protected veterans or individuals with disabilities and prohibit discrimination against all individuals based on their race, color, religion, political affiliation or belief, sex, national origin, genetics, or any other status protected under applicable federal, state, or local laws.

The State of Idaho is committed to access and reasonable accommodations for individuals with disabilities, auxiliary aids and services are available upon request. If you require an accommodation at any step in our recruitment process, you are encouraged to contact (208) 334-2263 (TTY/TTD: 711), or email[email protected].

Preference may be given to veterans who qualify under state and federal laws and regulations.