HR - Employee Relations - HR Business Partner

HR Business Partner

The HR Business Partner (HRBP) is both a strategic and hands-on role that provides consultative support to leadership and staff of their designated business group within the Credit Union. This role is responsible for ensuring alignment of Human Resources programs and policies, business objectives, and work cultures in achieving business goals. It is accountable for building best practice HR framework and formulating partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. Both an effective influencer and knowledgeable about HR disciplines, the HRBP maintains an effective level of business literacy about the department's they support to help drive change management and positively influence achievement of corporate strategy goals.

Partners with leadership to develop and implement HR strategies that align with business objectives, providing high-level consulting on organizational design, talent management, and employee development. Works proactively with leadership to shape business outcomes through effective people strategies.

Analyzes HR data, trends, and metrics to provide insights that guide leadership in decision-making, particularly around performance management, retention, and workforce planning. Uses data to inform and consult on process improvements to drive operational success.

Provides expert guidance on organizational restructuring, workforce planning, and succession planning, ensuring that business units are optimized for growth and future needs. Partners with leaders to ensure alignment between workforce capabilities and business objectives.

Acts as a trusted advisor in handling complex employee relations issues, conducting thorough investigations while mitigating risk to the organization. Ensures compliance with legal and regulatory requirements, working closely with the legal team to address potential liabilities and ensure consistent policy application.

Provides ongoing coaching and development opportunities to leaders, helping them navigate complex people management challenges. Serves as a strategic mentor, fostering leadership capabilities and ensuring continuous growth aligned with organizational goals.

Collaborates with leadership to identify training and development needs, offering consultative support in evaluating and implementing training programs. Influences the completion of critical training curriculums and ensures that learning objectives are aligned with business outcomes.

Supports and consults on change management initiatives, helping leaders manage transitions effectively and ensuring that organizational changes align with long-term business strategies. Works to embed a culture of continuous improvement and adaptability within the workforce.

Provides input on internal promotions, transfers, and talent development initiatives, ensuring that business units are positioned for success with the right talent in place. Assists with onboarding new leaders, providing support that facilitates smooth transitions and alignment with corporate values.

Actively works to improve employee engagement, morale, and productivity by consulting with leaders on strategies to build stronger work relationships and foster an inclusive, high-performance culture. Drives initiatives that support retention and organizational effectiveness.

Prolonged sitting throughout the workday with occasional mobility required. Must possess sufficient manual dexterity to skillfully operate an on-line computer terminal and other standard office equipment, such as financial calculators, personal computer, facsimile machine, and telephone. Corrected vision within the normal range. Hearing within normal range. Ability to lift 15 lbs. may be required. Occasional movements throughout the department daily to interact with staff, accomplish tasks, etc. Ability to travel for business, as needed.

Internal: All levels of staff and management. External: Legal counsel and numerous vendors.

Bachelor's degree in human resources or related field, or equivalent experience. 5 or more years' experience in human resources as a consultant or generalist, specifically resolving complex employee relations issues. Effective oral and written communication skills required to understand and communicate information and ideas in a clear and understandable manner with key business partners as it relates to Human Resources matters. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Exceptional interpersonal and analytical skills. Ability to maintain strict confidentiality and discretion. Highly motivated, organized, and detail oriented, with excellent time management skills to meet deadlines. Accountable, punctual, and able to work well with others in a multi-tasking environment. Ability to adapt effectively to changing needs. Experience developing partnerships and collaborating with other business and functional areas. Strong analytical and problem-solving skills. Proficient with Microsoft Office Suite or related software.

Senior/Professional in Human Resources (S/PHR) Certificate or SHRM Senior/Certified Professional (SHRM-S/CP) a plus.