Arlington, Virginia
$57,387.20 - $114,004.80 Annually
Nov 20, 2020
Dec 15, 2020
Full Time
Position Information

Are you a Human Resources (HR) professional who is interested in being a strategic business partner for our Public Safety Communications and Emergency Management (PSCEM) department? This HR Business Partner (HRBP) will provide HR support and guidance for PSCEM to include onboarding, Employee Relations, performance management, classification and compensation, benefits and payroll, recruitment, sourcing and outreach, and selection. This position may serve as a business partner to other County departments as workload allows.

Specific duties include:

Recruitment & Succession Planning: Manage succession planning and the recruitment process to include creating requisitions, job announcements, and directing sourcing and outreach efforts.
  • Evaluate and assess current position needs. Coordinate recruitment, sourcing and outreach efforts. Create job announcements and submit requisitions for recruitments. Oversee sourcing and outreach efforts to attract diverse applicants through effective branding and social media efforts.
  • Evaluate current recruitment efforts and employee retention. Make recommendations to enhance retention. Leverage tools and resources to attract and retain qualified and diverse applicants based on professional standards and guidelines.
  • Identify references needed and create questions. Conduct reference checks.
  • Coordinate onboarding and new employee orientation training enrollment to ensure new hires experience a smooth onboarding process with access to forms and benefits information.

    Employee Relations/Performance Management: Collaborate and facilitate performance management efforts to include:
  • Manage employee recognition efforts.
  • Advise managers of best practices and of next steps for coaching and developing employees, for documenting performance concerns, for extending probation or taking other personnel actions.
  • Provide guidance and direction to managers to address performance concerns.
  • Assist managers with preparing documentation to address performance such as performance improvement plans or counseling memos.

    Pay/benefits: Assist with pay and benefit questions from employees and managers.
  • Review recommendations for pay increases based on performance ratings and ensure consistency and fairness.
  • Review and offer suggestions to managers on performance appraisals and ratings. Ensure performance reviews are completed by deadlines.
  • Coordinate donated leave requests.
  • Compile and work with Director to evaluate submissions of annual recognition awards.
  • Draft requests for off cycle pay increases and for over strength positions.

    Classification and Compensation: Assist with efforts to create new positions or to reclassify a current position.
  • Work with department hiring managers to create job descriptions and class specifications.
  • Support the Director in re-organization efforts by offering suggestions for creating new positions and/or for restructuring and evaluating organizational impacts.
  • Collaborate with Classification and Compensation analyst on salary offers. Negotiate job offers. Prepare offer letters and submit pay requests for approval.

    Selection: Oversee selection efforts for entry-level and promotional positions in the department to include:
  • Conduct sound job analysis and collaborate on job studies to build an understanding of the position.
  • Identify critical competencies required and assist with identifying appropriate selection efforts.
  • Provide guidance and advice to hiring managers on the most effective interview questions or selection procedures that yield diverse and qualified applicants
  • Provide guidance and advice to hiring managers on the most effective interview questions or selection procedures that yield diverse and qualified applicants.
  • Create job-related supplemental questions and behavioral-based interview questions.
  • Select, schedule and train panel members ensuring diversity on interview panels. Advise hiring managers on steps to avoid unconscious biases in rating/evaluation process.
  • Develop and present training on creating job-related behavioral-based interview questions
  • Collaborate with HRD assessment team to compile and evaluate test results.
  • Lead test administration efforts to include securing facilities and identifying and training staff to assist with administering the exam and with notifying applicants of test results.

Training and Organizational Development:
  • Advise hiring managers on career development needs or efforts.
  • Identify training needs and assist with accessing or developing training programs.

Metrics: Collect and evaluate data to assess current status of recruitment and selection efforts, hiring needs, and performance outcomes
  • Make recommendations for improvements to data collection.
  • Track time to fill, turnover, trends, and adverse impact at various stages of the recruitment, selection, and performance management processes.

The successful individual will possess strong oral and written communications skills and the ability to build partnerships and collaborate with hiring managers, HR and department professionals and directors to solve a variety of HR related challenges. This HR professional has experience identifying and executing innovative solutions to difficult organizational challenges in a variety of HR areas.

Selection Criteria

Minimum requirements: A combination of education and experience equivalent to a Bachelor's degree in Industrial/Organizational Psychology, Human Resources Management, Public Administration or a related field plus professional level Human Resources experience in one at least one of the following areas: Employee Relations, performance management, classification and compensation, benefits and payroll, OD and training, recruitment, sourcing and outreach, and selection.

Substitution : Additional experience may substitute for the education requirement on a year-for-year basis.

Desired Qualifications: Preference may be given to candidates with a master’s degree in a related field and significant and progressively responsible experience in one or more of the following areas:

  • Project management expertise that includes evaluating and navigating HR challenges with managers and contributing to significant, innovative HR-related changes or outcomes.
  • Working for an urban municipal government agency or similar agency.
  • Implementing innovations and HR enhancements in two or more HR related areas: Employee Relations, performance management, classification and compensation, benefits and payroll, OD and training, recruitment, sourcing and outreach, and selection.
  • Human Resources-related certification such as SPHR or PHR.

Special Requirements

Preferred filing date: Interested applicants are encouraged to submit their applications as soon as possible as the preferred filing date is December 11, 2020. Qualified applicants in this first group will be referred to the hiring manager and interviews conducted with candidates whose qualifications best fit our needs. Applications received after the preferred filing date may be considered if a hire is not made from applications received by the preferred filing date. The application process will close when the position has been filled or when enough qualified applications have been received.

A pre-hire background check will be made on all candidates who are selected for employment. It may include checks of the following: criminal record, driving record, education, professional licensure, and credit history. You may be required to sign a release authorizing the County to obtain your background information.

Additional Information

Work Schedule: Generally, Monday through Friday. A flexible work schedule and telecommuting are available. Some weekend and work after normal hours may be required.

This position is part of a broad band, competency-based pay system, and may be filled at any level, including the entry level, within the established broad band depending on qualifications. Entry salary within the band is based on a review of qualifications and experience. The pay band above encompasses entry through senior-level work. Pay potential will be based on performance and employee development.

Please complete each section of the application. A resume may be attached; however, it will not substitute for the completed application. Your responses to the supplemental questionnaire are required for this position. Please do not give "see resume" as a response to the questions. Incomplete applications will not be considered.

Arlington County Government employee benefits depend on whether a position is permanent, the number of hours worked, and the number of months the position is scheduled.

Specific information on benefits and conditions of employment can be found on the Arlington County Human Resources Department website:

Permanent, Full-Time Appointments
All jobs are permanent, full-time appointments unless otherwise stated in the announcement. The following benefits are available:

Paid Leave : Vacation leave is earned at the rate of four hours biweekly. Leave accrual increases every three years until eight hours of leave are earned biweekly for twelve or more years of service. Sick leave is earned at the rate of four hours biweekly. There are eleven paid holidays each year.

Health and Dental Insurance : Three group health insurance plans are offered - a network open access plan, a point-of-service plan, and a health maintenance organization. A group dental insurance plan is also offered. The County pays a significant portion of the premium for these plans for employees and their dependents. A discount vision plan is provided for eye care needs.

Life Insurance : A group term policy of basic life insurance is provided at no cost to employees. The benefit is one times annual salary. Additional life insurance is available with rates based on the employee's age and smoker/non-smoker status.

Retirement : The County offers three vehicles to help you prepare for retirement: a defined benefit plan, a defined contribution plan (401(a)), and a deferred compensation plan (457). The defined benefit plan provides a monthly retirement benefit based on your final average salary and years of service with the County. You contribute a portion of your salary on a pre-tax basis to this plan. General employees contribute 4% of pay; uniformed public safety employees contribute 7.5% of pay. Employees become vested in the plan at five years of service. The County also contributes to this plan.

For general employees, the County also contributes 4.2% of pay to a defined contribution plan (401(a)) . The County also matches your 457 contribution, up to $20 per pay period, in this plan. The 457 deferred compensation plan allows you to set aside money on either a pre-tax (457b) or post-tax (457 Roth) basis up to the IRS annual limit. New employees are automatically enrolled with a pre-tax contribution equal to 2% of your base pay.

Other Benefits: The County also offers health, dependent care, and parking flexible spending accounts; long-term care insurance; tuition assistance; transit and walk/bike to work subsidies; a college savings plan; wellness programs; training opportunities; and a variety of other employee benefits.

Permanent, Part-Time Appointments:
Part time employees who work ten or more hours per week receive paid leave and benefits in proportion to the number of hours worked per week.

Limited Term Appointments:
Benefits are the same as permanent appointments except that the employees do not achieve permanent status.

Temporary Regular Appointments:
Temporary regular employees who work 30 hours or more per week are eligible for health, dental, and basic life insurance as described above. They are also eligible for vacation, sick leave, and paid holidays.

Temporary Seasonal and Occasional Appointments:
Temporary employees who work on a seasonal basis or variable hours receive sick leave, but do not normally receive other paid leave or benefits. Exceptions are noted in individual announcements.


Please indicate the areas in Human Resources where you have at least one year of experience (check all that apply and be certain this experience is reflected in your job duties in the work history):
  • Recruitment and sourcing
  • Selection
  • Employee Relations
  • Benefits
  • Payroll
  • Classification
  • Compensation
  • Health and Wellness
  • HRIS
  • Diversity and Inclusion and/or EEO
  • Training
  • Organizational Development


Please describe HR innovations and enhancements you have spearheaded in one or more of the areas of HR listed above:

Required Question

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