Senior HR Business Partner

Primary Responsibilities

• Serves as primary point of contact for employee relations matters across the Bank.
• Partners with managers to address performance gaps, including but not limited to development planning and performance improvement plans, performance management, conduct, behavior, and attendance issues, corrective action, documentation standards, and progressive discipline processes.
• Conducts prompt, thorough, and impartial workplace investigations involving policy violations, misconduct, harassment, discrimination, retaliation, and other employee complaints; Assess investigation findings, recommend appropriate actions, and ensure consistent application of policies and practices.
• Coaches managers on delivering difficult feedback, navigating sensitive employee conversations, and managing challenging workplace dynamics; Partners with HR Director on complex, high-risk, or sensitive employee situations.
• Provides guidance on employee separations, including performance-based terminations and conduct-related decisions, ensuring legal compliance and risk mitigation.
• Maintains accurate documentation and ensures all employee relations matters are handled in a timely, fair, and compliant manner.
• Maintains knowledge of laws, regulations and best practices in employment law, safety and health best practices, and ensures HR policies and practices comply with applicable employment laws, including EEO, wage and hour, and leave-related regulations.
• Partners with outside legal counsel on complex employee relations matters, investigations, claims, immigration matters, and other employment-related issues.
• Supports risk mitigation efforts related to employee relations and workplace compliance.
• Manages full-cycle recruitment strategy, workforce planning support, and new hire orientation program.
• Serves as a point of contact for new employees during onboarding to support engagement and successful integration into the Bank.
• PARTNERS WITH HIRING MANAGERS TO DEFINE JOB REQUIREMENTS, SOURCING STRATEGIES, AND SELECTION CRITERIA.
• Collaborates with other HR team members on ensuring seamless execution of onboarding activities.
• SUPPORTS HIRING PRACTICES COMPLYING WITH APPLICABLE EMPLOYMENT LAWS AND EQUAL EMPLOYMENT OPPORTUNITY REQUIREMENTS.
• MONITORS BEST PRACTICES AND EMERGING TRENDS RELATED TO RECRUITMENT TOOLS AND METHODOLOGIES; EVALUATE AND RECOMMEND IMPROVEMENTS AS APPROPRIATE.
• MANAGES LEAVE ADMINISTRATION PROGRAM, INCLUDING FMLA, STD/LTD, ADA-RELATED ACCOMMODATIONS, AND WORKER’S COMPENSATION.
• SERVES AS PRIMARY HR RESOURCE FOR MANAGERS AND EMPLOYEES REGARDING LEAVE ELIGIBILITY, PROCESSES, AND EXPECTATIONS.
• MANAGES COMPLEX, SENSITIVE, OR HIGH-RISK LEAVE AND ACCOMMODATION CASES IN PARTNERSHIP WITH HR LEADERSHIP AS NEEDED.
• KEEPS ADEPT OF STATE AND LOCAL LEAVE LAWS AND RECOMMENDS CHANGES TO COMPANY POLICIES AS REQUIRED.
• ASSISTS IN DAY-DAY OPERATIONS OF THE BANK’S EMPLOYEE BENEFIT, HEALTH, AND WELFARE PROGRAMS, INCLUDING BUT NOT LIMITED TO ASSISTING IN THE BENEFIT DESIGN PLANNING, COMMUNICATION, ENROLLMENT ACTIVITIES, EMPLOYEE EDUCATION EFFORTS, AND ADDRESSING EMPLOYEE BENEFIT INQUIRIES AND CLAIM ISSUES.
• KEEPS ADEPT OF REGULATORY CHANGES REGARDING BENEFITS.
• IN PARTNERSHIP WITH OUTSIDE CONSULTANT AND HR LEADERSHIP, SUPPORTS THE DESIGN AND IMPLEMENTATION OF MANAGEMENT DEVELOPMENT PROGRAMS INCLUDING NEW MANAGER TRAINING, PERFORMANCE MANAGEMENT, AND COACHING.
• CREATES AND DISTRIBUTES COMMUNICATION RELATING TO DEVELOPMENT PROGRAMS;
• COORDINATES SCHEDULING, FOLLOW-UP, TRACKING, AND COLLECTING AND MAINTAINING EMPLOYEE DEVELOPMENT PLANS.
• COLLABORATES WITH HR LEADERSHIP IN THE EXECUTION AND SUPPORT OF EMPLOYEE ENGAGEMENT AND RECOGNITION INITIATIVES, INCLUDING BUT NOT LIMITED TO SUPPORTING THE ROLLOUT AND COMMUNICATION OF ENGAGEMENT AND RECOGNITION PROGRAMS, FACILITATING EMPLOYEE PARTICIPATION, AND SERVING AS A POINT OF CONTACT FOR RELATED QUESTIONS AND FEEDBACK.
• ANALYZES EMPLOYEE FEEDBACK AND WORKFORCE TRENDS RELATED BUT NOT LIMITED TO EMPLOYEE RELATIONS, TALENT ACQUISITION, AND EMPLOYEE ENGAGEMENT.
• PROVIDES OBSERVATIONS, INSIGHTS, AND RECOMMENDATIONS TO SUPPORT WORKFORCE PLANNING AND HR LEADERSHIP DECISION-MAKING.
• PERFORMS OTHER RELATED DUTIES AS ASSIGNED.

Requirements/Qualifications

• Bachelor’s degree in Human Resources, Business Administration, or related field including 5-7 years of progressive HR experience with strong focus on employee relations, leave administration, and compliance.
• Experience working with HR data and interpreting basic workforce analytics; Banking experience a plus.
• Strong knowledge of federal and state employment laws and HR compliance requirements.
• Demonstrated expertise in employee relations and conflict resolution.
• Exceptional communication, coaching, interpersonal, and analytical skills.
• Ability to conduct workplace investigations independently and objectively; Strong judgement in handling sensitive and confidential matters.
• Proficiency in MS Office/Office 365 programs and proficiency in data analytics and utilization of AI.

Wage Range

$115,000 to $135,000