Human Resources Business Partner

Position Summary

The Human Resources Business Partner performs professional-level work supporting the City of Pittsburgh's merit-based hiring system and overall HR and Civil Service operations. The City's diverse workforce includes employees represented by eight labor unions, as well as non-union staff. HR Business Partners collaborate closely with City departments to promote equitable and legally compliant hiring practices. They provide guidance on the interpretation and application of Collective Bargaining Agreements, Civil Service Rules and Statutes, and employment laws at the federal, state, and local levels. The ideal candidate will demonstrate strong analytical and communication skills, a thorough knowledge of HR best practices, and a dedicated commitment to public service.

Department
: Human Resources & Civil Service

• Salary
  : $68,162 per year.
• WORK EXPERIENCE: The application must clearly show two (2) years of full-time experience in human resources/personnel administration related to the Position Duties listed (e.g., recruitment, testing, job evaluation, etc.) (Less than full-time experience will be calculated on a pro-rated basis.)
• EDUCATION/TRAINING: The application must clearly show a Bachelor's Degree in Human Resources, Public Administration, or a related field. PHR, SPHR, SHRM-CP, or SHRM-SCP certification preferred. (See NOTE under General Application Requirements regarding education/training verification).
• EQUIVALENCY: Education/training and/or work experience may be substituted on a year-for-year basis if the application clearly shows the required number of years to meet the Total Qualifying Requirement for this position (based on the sum of work experience and education/training listed above). The Total Qualifying Requirement is six (6) years.

POSITION DUTIES

• Policy & Compliance
• Develops and administers HR and Civil Service policies, programs, and procedures in alignment with federal, state, and local laws (e.g., EEO, FLSA, ADA).
• Researches, recommends, and implements personnel policies and practices that support the City's mission and values, ensuring compliance with employment laws and collective bargaining agreements.
• Provides documentation for and testimony in administrative hearings (e.g., Civil Service Commission, grievances, arbitrations).
• Classification, Compensation & Job Analysis
• Conducts job analyses to develop and maintain job descriptions, classifications, and announcements.
• Applies the City's compensation and classification system in job evaluations.
• Assesses job content and requirements to support accurate examinations and compensation alignment.
• Recruitment, Selection & Testing
• Designs, develops. coordinates, and administers job-related Civil Service exams and assessments (written, performance, and oral).
• Develops all exam and assessment timelines, coordinating with internal and external partners and vendors, ensuring stakeholder commitments fall within constraints imposed by CBAs, budgets, and resource allocations.
• Scores and validates examinations, ensuring only fair and relevant items are utilized.
• Reviews employment applications, preference points documentation, background files, etc., to assess qualifications.
• Prepares Civil Service eligibility lists and selection documentation according to Civil Service Statutes and relevant Collective Bargaining Agreements.
• Training & Organizational Development
• Collaborates with the Training & Development team on citywide training programs.
• Delivers or facilitates employee training sessions, workshops, and development activities as needed.
• Stakeholder Engagement & Communication
• Serves as the HR & Civil Service liaison to multiple City departments.
• Advises employees, applicants, and the public on Civil Service procedures and employment opportunities.
• Prepares professional correspondence, reports, documentation, and promotional materials.
• Data, Systems & Project Management
• Tests and implements Applicant Tracking System (ATS) updates and features to improve candidate pools and time to hire, trains department users, and develops user guides and documentation.
• Analyzes HR data from ATS and HRIS systems, conducts surveys, and prepares reports to support decision-making and improve employee selection and hiring processes.