HR Business Partner

About the role

The Human Resources Business Partner (HRBP) will integrate and align with assigned business unit leaders, managers, and HR stakeholders to coach, consult, and train on the implementation and execution of management, leadership, and people strategies and best practices. The HRBP will serve as an established Subject Matter Expert (SME) in the areas of leadership development, employee relations, conflict resolution, performance management, and talent optimization. This role will serve as a liaison between HR and business unit leaders to proactively promote an understanding of business and team priorities, coordinate initiatives to enhance work relationships with staff, counsel employees on career development opportunities and choices, and field staff inquiries on HR matters.

Responsibilities

• Provide coaching, consultation, and teaching/training to managers and employees addressing areas including; performance management, productivity and efficiency, conflict resolution, progressive discipline/corrective action, and engagement.
• Effectively prepare managers and/or assist in defending the Bank’s position in unemployment compensation hearings.
• Afford assistance in the development, implementation, and administration of Bank-wide and departmental policies, procedures, processes, and guidelines ensuring fair and consistent application across the organization.
• Ensure the Bank has an inclusive environment that engages all employees, respects all individuals, prevents discrimination, rewards excellence, and is compliant with applicable labor laws.
• Participate in collaborative meetings and discussions as appropriate to continue building relationships and credibility with managers and supervisors, and travel to offsite locations as needed to assist with HR related matters to include teaching/training sessions.
• Investigate, assess, and track employee disciplinary actions while providing coaching, counseling, and guidance to managers on the proper execution of employee disciplinary actions.
• Analyze data and reports to recommend new approaches, policies, and procedures to improve the efficiency and effectiveness of HR and assigned Business Units.
• Provide on-going coaching to managers on performance management to include regular 1:1 sessions, performance evaluations, goal development/alignment, etc.
• Assess individual and team performance issues and provide objective coaching, consultation, and training to effectively correct and/or improve overall performance, productivity, profitability, etc.
• Collaborate with business unit leaders to understand business strengths, weaknesses, opportunities, and threats related to talent systems, team dynamics, unit/business structure, business tools, and processes.
• Possess an advanced understanding of business trends and patterns to support workforce planning requirements, maintain productivity, and ensure performance standards are within established guidelines.
• Advise on pay, benefits, and other Total Rewards related issues to include promotions, progressions, PTO, etc.
• Participate in the development of business unit and department goals, objectives, and systems designed to improve performance.
• Participate in departmental staff meetings and attend other meetings, functions, and assigned seminars/trainings.
• Manage vendor relationships and partner closely with stakeholders to maintain professional connections.
• Field questions and provide information to employees and managers requiring the interpretation and explanation of Human Resource programs, guidelines, policies, and procedures.
• Maintain compliance with federal, state, and local employment, labor and benefits laws and regulations.
• Take on special projects, event planning and other assignments as required.
• Understand, interpret, and apply general administrative and departmental policies and procedures.
• Perform a minimal amount of routine administrative tasks as required.

Qualifications

• Bachelor’s Degree from an accredited college/university.
• Commensurate work experience may substitute for education.
• A minimum of six (6) years of general experience in Human Resources is required, with a minimum of three (3) years of the total required experience having been served in the capacity of an HR Administrator, HR Business Partner, HR Manager, Employee Relations Manager or equivalent role.
• A professional HR certification is required (SHRM-CP/SCP, PHR/SPHR, or equivalent).
• A valid Driver’s License and access to a reliable vehicle is required.

Knowledge, Skills and Abilities

• Ability to tactfully navigate internal and external priorities to generate consensus and identify constructive outcomes.
• Proven skills in the areas of leadership development, employee relations, conflict resolution, performance management, and talent optimization.
• Operational knowledge of federal, state, and local legislation regarding personnel management and labor laws.
• Ability to effectively communicate verbally, with an emphasis on active listening skills, and the ability to effectively communicate with employees at all levels of the organization.
• Ability to effectively communicate in writing including professional communications, employment documentation, training content, presentations, and other business-related communications.
• A high-level of confidentiality, discretion, and integrity.
• Proficiency with MS Office Products (Word, Excel, PowerPoint).
• Proficiency with HRIS, HR Dashboards, HR software, etc.
• Hands-on approach; comfortable occasionally completing some administrative-level HR tasks.
• Proven understanding and effectiveness in the following HR Business Partner competencies: Business Knowledge, Analytical Thinking, Problem Solving, Communication, Systemic Thinking, Ambiguity, Adaptability, Organization, Teamwork, Insight, Risk Management, and Dollar Bank’s Mission, Vision & Values.