Job Overview

This is a professional and strategic job responsible for aligning organizational objectives with employees and management in designated functions or departments. The Human Resources Benefits Partner (HRBP) serves as a consultant to management as it relates to benefits. The incumbent in this job will act as an employee champion, organization advocate and a change agent. The HRBP has a wide range of benefits knowledge to formulate the appropriate strategy for the organization and deliver value-added global solutions to management. The HRBP maintains an effective level of business literacy about the organization benefits objectives, financial position, its strategic plans, and its culture.


$57,075 – $94,182

Ideal Candidate

We’re seeking a strategic HR Benefits Partner to optimize and innovate our employee benefits programs. You’ll play a pivotal role in aligning our benefits offerings with organizational objectives while enhancing employee engagement and satisfaction. With a focus on strategic benefit management and data analytics, you’ll drive initiatives to maximize the value of our benefits package, ensuring compliance with regulations and fostering a culture of well-being. If you’re a forward-thinking HR professional passionate about enhancing employee experiences through strategic benefits planning, we encourage you to apply.

Core Competencies

  • Customer Commitment – Proactively seeks to understand the needs of the customers and provide the highest standards of service.
  • Dedication to Professionalism and Integrity – Demonstrates and promotes fair, honest, professional and ethical behaviors that establishes trust throughout the organization and with the public we serve.
  • Organizational Excellence – Takes ownership for excellence through one’s personal effectiveness and dedication to the continuous improvement of our operations.
  • Success through Teamwork – Collaborates and builds partnerships through trust and the open exchange of diverse ideas and perspectives to achieve organizational goals

Duties and Responsibilities Note: 

The following duties are illustrative and not exhaustive. The omission of specific statements of duties does not exclude them from the position if the work is similar, related, or a logical assignment to the position. Incumbents in the position may perform one or more of the activities described below. 

• Builds relationships within organization with a mutual focus of providing a rich benefits package to attract and retain top talent. Utilize professional consulting skills to diagnose systemic problems and make recommended solutions which are adopted in the resolution of the problem or issue. Works with departments to proactively provide recommendations in all aspects of benefits to facilitate the achievement of their business objectives. 

• Identifies and collects benefits metrics and health plan claims data to analyze trends and projections for recommendation on plan designs., working in partnership with other HR functions, collaborates to develop programs, to improve the employee benefit package. 

• Acts as the subject matter expert of the benefit functions and understands cause and affect implications of each situation into other HR areas. Works in cross-functional collaboration to provide comprehensive recommendations to effectively address complex issues such as, but not limited to, high turn-over/absenteeism, career pathing limitations, lack of employee engagement, and targeted reorganizations. 

• Monitors the operations of benefits through quality assurance/control measures and effectiveness of outcomes. Mentors, coach, counsel, develops, and provides guidance to the benefit team. Meets as a Partner group to monitor the achievement of department goals, identify gaps and implement solutions. 

• Works closely with management and employees to strategically assess situations using projection techniques and proactively assembles project teams to find the most effective and expedient way to improve work relationships, build morale, and increase productivity and retention.

• Obtains supporting documentation and develops key analytical research to heighten the levels of persuasion in accomplishing goals in collaboration with Department partners. • Serves as a change agent when critical reorganizations or process changes occur to ensure a smooth transition. 

• Develop, prepare, and conduct visual and oral educational sessions for internal and external departments on different HR subjects. 

• Effectively communicate to employees and leaders at all levels to convey critical messages that will enhance relationships and resolve conflicts. 

• Incumbents serve as mentors, coaches and team leads within the Human Resources Department.

 • An incumbent in this classification may supervise others. 

• Other duties as assigned.

Job Specifications

  • Critical Thinking: Beyond stating the obvious. Ability to analyze and engage in reflective evaluation of a facts; Understand logical connections between ideas, functions and situations; Translating facts into breakthrough strategies that show a clear connections between long-term objectives and action.
  • Managing Complexity: Business methodology that deals with the analysis of the intricate behavior, culture and politics pertaining to all business processes. Making sense of complex, high quantity, and sometimes contradictory information to effectively solve problems; Asks the right questions to accurately analyze situations; Acquires data from multiple and diverse sources when solving problems; Uncovers root causes to difficult problems; Evaluates pros and cons, risks and benefits of different solution options.
  • Communicating Effectively: Two-way process of mutual understanding. Effectively communicating both orally and in writing with audiences at every level to provide clear understanding of the actions necessary or connection to objectives; Deciphering verbal and written communications to determine the root cause and/or understanding of the underlining objectives that must be accomplished.
  • Business Insight: Applying knowledge of business to advance the organization’s goals. Knows how the businesses work and how they make money to leverage effective strategy execution; Keeps up with current and possible future policies, practices, and trends in the organization, with the competition, and in the marketplace in which we compete; uses knowledge of business drivers and how strategies and tactics play out in the Organization guide actions.
  • Global Perspective: Taking a broad view when approaching issues, using a global lens. Looks toward the broadest possible view of an issue or challenge; Thinks and talks in global terms; understands the position of the organization within a global context; knows the impact of global trends on the organization
  • Persuasion: Using compelling facts to gain the support and commitment of others. The process of changing a person’s attitude, ideas or behaviors; Convincing others to take action; Negotiating skillfully in tough situations; and wining concessions without damaging relationship.
  • Consulting Skills: Providing professional and objective advice to guide businesses in strategy, structure, management, operations of the business in pursuit of long-term objectives. The ability to provide expert advice in a particular field to the business working in a professional or technical field. Provides the Businesses with an outside, expert opinion regarding decisions affecting the process of the business or objective.

Working Conditions and Physical Demands

  • The work is performed in normal office environment, and involves mostly sitting at a desk, and occasionally standing during presentations or special events. Occasionally requires travel, excluding overnight stays. May require an evening meeting and/or event attendance.
  • Occasionally intermittently sitting, standing, bending or stooping. Occasionally requires light lifting or carrying 25 lbs. or less. Normal office situation for seeing and hearing. Occasionally drives a vehicle.

Work Category

  • Sedentary work – Exerting up to 20 pounds of force occasionally, and/or up to 10 pounds of force frequently, and/or a negligible amount of force constantly to move objects. If the use of arm and/or leg controls requires exertion of forces greater than that for sedentary work and the employee sits most of the time, the job is rated for light work.

Minimum Qualifications Required

  • Graduation from an accredited four-year degree granting college or university in Human Resources Management, Business Administration/ Management, Public Administration, Social Sciences or in any Behavioral Sciences.
  • Five years of management, supervision, or high-level project management with experience in one or more functions of Human Resources; OR  An equivalent combination of education (not less than possession of a high school diploma/GED), training and experience that would reasonably be expected to provide the job-related competencies noted above.
  • PHR/SPHR or a similarly recognized certification in Human Resource Management is preferable.

Emergency Management Responsibilities

In the event of an emergency or disaster, an employee may be required to respond promptly to duties and responsibilities as assigned by the employee’s department, the County’s Office of Emergency Management, or County Administration. Such assignments may be for before, during or after the emergency/disaster.APPLY NOW


  • Job Identification1935
  • Job CategoryAdministrative
  • Posting Date05/14/2024, 10:52 AM
  • Degree LevelFour Years College
  • Job ScheduleFull time
  • Locations 601 E Kennedy Blvd, Tampa, FL, 33602, US