Human Resources Services

The Vendor is required to provide an array of human resources services to support the department on an as-needed basis.
- Requirement:
1. Evaluation services, including appointed official and 360 degree assessments
• Collect structured feedback on leadership competencies; facilitate stakeholder engagement; conduct 360-degree evaluations to capture input from peers, reports, and supervisors to inform development plans and accountability; summarize feedback and facilitate conversations with elected officials and appointed officials.
2. Workplace investigations
• Conduct impartial workplace investigations in response to complaints or policy violations and recommend corrective actions.
• Determine scope, jurisdiction, and required compliance steps; develop an investigation plan, including issues, witnesses, timelines and documentation; conduct interviews in a neutral and procedurally compliant manner; gather, review, and preserve evidence; maintain detailed records; prepare findings reports supported by facts, analysis and, policy conclusions; provide briefing to HR, leadership, and legal counsel while maintaining confidentiality.
3. Performance and employee relations support
• Assist supervisors in preparing and delivering difficult performance feedback; develop and review performance improvement plans (pips); provide guidance on handling employee behavioral issues, inappropriate workplace conduct, or conflict between team members; facilitate meetings to mediate conflicts and support a positive work environment; advise leaders on progressive discipline steps to ensure compliance with internal policy and applicable labor laws; support drafting of documentation.
4. Executive recruitment
• Partner with HR and leadership to define competencies, develop job postings, source and pre-screen candidates, coordinate panel interviews, manage candidate communications, support reference checks, and maintain detailed records.
5. Group dynamic and conflict resolution facilitation
• Assess how teams communicate, make decisions, and handle differing viewpoints; measure trust, participation, psychological safety, and meeting effectiveness; identify steps needed and recommend action items to improve collaboration and outcomes.
• Evaluate the frequency, sources, and impact of workplace conflict; measure perceptions of fairness, timeliness, and manager effectiveness to guide training, process improvements and other suggested resolutions.
6. Executive coaching
• Establish coaching goals; conduct intake interviews; review performance data; assess strengths, gaps, and development needs; facilitate coaching sessions focused on skill building, reflection and practice; provide structured feedback, document progress, support long-term development planning, and transition back to standard performance management.
7. Classification and compensation support
• Evaluate pay equity, job leveling clarity, market competitiveness, and internal consistency; produce results to inform pay structure updates, transparency initiatives, and related tasks.
8. Recruitment consulting and support
• Assess and refine talent acquisition processes; streamline recruiting workflows.
9. Benefits administration support
• Evaluate plans, costs, utilization and satisfaction with benefits programs; measure enrollment ease, communication clarity, and perceived value to guide plan design, new offerings and communications.
10. Risk and safety support
• Review and develop agency policies and programs; conduct site inspections, field visits, and hazard assessments; identify gaps and regulatory exposures; evaluate data and trends; recommend corrective actions, controls, and safer work practices; deliver safety training; support accident investigations; review contracts; support compliance documentation and reporting.
11. Interactive accommodation process support
• Develop job function analyses; facilitate interactive process meetings; complete associated documentation.
12. Policy development
• Evaluate the clarity, accessibility, accuracy of policies; assess compliance gaps; prioritize updates and improve communication and rollout strategies; develop new policies or programs to meet regulatory requirements.
13. Organizational and strategic planning support
• Facilitate strategic planning sessions and document development; evaluate alignment to vision, goal clarity, prioritization, and cross-functional coordination; assist with progress tracking and communication effectiveness to strengthen strategic execution.
14. Governance support
• Examine roles, decision rights, and accountability mechanisms; measure transparency, compliance, and board and committee effectiveness to refine governance structures.
15. General HR consulting and project management
• Input, assessment and action planning around organizational culture or structure, engagement, workforce planning, change management, succession planning, strategic planning, etc.