Human Resource Business Partner

POSITION SUMMARY:

The HR Business Partner formulates partnerships across the credit union to deliver talent development and engagement initiatives that align with business objectives of the organization. Designs and implements comprehensive, organizational and leadership development, talent acquisition, benefits program and competitive total rewards strategies. Works closely with leaders on workforce and succession planning. Collaborates with the talent acquisition team to fill positions using best practices. Partners with leaders to set clear performance expectations and align goals with organizational strategy. Collaborate with the VP of Organizational Leadership and Effectiveness to implement strategic initiatives.

ESSENTIAL FUNCTIONS:

• Provide coaching and guidance to managers with effective feedback and conduct performance conversations.
• Support the performance review process, including goal-setting, and year-end evaluations.
• Identify performance gaps and collaborate with leaders to create development or improvement plans.
• Analyze performance trends to recommend talent development, training, or organizational effectiveness initiatives.
• Ensure performance management practices are applied consistently, fairly, and in compliance with policy and employment law.
• Manage the unemployment claims process and provide guidance on employee terminations to ensure compliance with organizational policies and employment law.
• Collaborate with the HR Benefits Specialist to support employee requests and ensure compliance with FMLA and ADA requirements.
• Develops and implements talent development and engagement programs for managers and employees, tailored to each department, that improves skills, increases engagement, strengthens leadership, and aligns with career and business objectives.
• Lead HR-related investigations with fairness and confidentiality, and partner with leadership to provide findings, recommendations, and appropriate resolution strategies.
• Provides coaching and mentoring to managers and employees to reinforce skill development, synthesize learning, strengthen engagement, and meet career pathing goals.
• Collaborate with managers and leaders on workforce and succession planning needs and diversity and inclusion goals to proactively prepare staffing needs.
• Demonstrates thought leadership in building total rewards programs and in addressing questions regarding total rewards.
• Partners with managers and HR to ensure job descriptions are updated and have language that aligns with diversity and inclusion initiatives.
• Partners with HR leadership to develop and implement strategic initiatives and process improvements, champions a culture of continuous process improvement.

EDUCATION/ CERTIFICATIONS:

• College degree required or equivalent professional experience. SPHR or SHRM-SCP certifications are preferred.

EXPERIENCED REQUIRED:

• Five years of experience in human resources, management, training, and/or coaching is preferred.

REQUIRED KNOWLEDGE:

• Strong knowledge of effective coaching and training techniques to improve skills, engagement, and leadership.
• Strong understanding of total rewards and benefit methodologies.
• Knowledge of workforce and succession planning.
• Knowledge of laws related to employment and total rewards.
Strong understanding of compensation benchmarking.

SKILLS/ ABILITIES:

• Coaching and training skills.
• Strong communication skills.
• Strong interpersonal skills.
• Effective leadership skills.
• Good problem-solving skills.
• Ability to think strategically.
• Good analytical skills.

WORKING CONDITIONS:

• Standard office conditions
• Low to moderate noise
• Limited lifting up to 30 lbs.

This description has been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Essential functions, requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

The Credit Union believes that each employee makes a significant contribution to our success. That contribution should not be limited by the assigned responsibilities. Therefore, this job description is designed to outline primary duties, qualifications, and job scope, but not limit the incumbent. It is our expectation that each employee will offer his/her services wherever and whenever necessary to ensure the success of our endeavors.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.