Human Resources Business Partner

Job Type

Full-time

Description

SUMMARY

The Human Resources Business Partner (HRBP) serves as a strategic advisor to business leaders, aligning human resources strategies with organizational objectives to drive performance, engagement, and a strong, values-driven culture. The HRBP exercises the highest level of integrity when handling sensitive and confidential information and brings a proactive, solutions-oriented approach to employee relations and leadership support.

This role partners with managers and employees to anticipate workforce needs, strengthen leadership capability, enhance employee engagement, and ensure consistent application of HR policies and employment laws. The HRBP plays a critical role in shaping organizational culture, managing performance and talent processes, and fostering an inclusive, high-performing workplace.

ESSENTIAL DUTIES AND RESPONSIBILITIES

Strategic Partnership & Leadership Support

• Serve as a trusted HR advisor to leaders and managers, providing strategic guidance on employee relations, performance management, workforce planning, and organizational effectiveness.
• Coach leaders on people management practices, change management, and employee engagement strategies to improve team performance and retention.
• Partner with leadership to align HR initiatives with business goals and departmental priorities.

Employee Relations & Compliance

• Proactively manage and resolve complex employee relations matters, including conducting thorough and objective investigations and recommending appropriate corrective actions.
• Ensure consistent interpretation and application of HR policies and procedures in compliance with federal, state, and local employment laws and organizational standards.
• Represent the Company, as needed, at unemployment hearings and other employment-related proceedings.
• Maintain strict confidentiality and adhere to the Bank's privacy and data security policies, safeguarding non-public information.

Performance & Talent Management

• Lead and continuously improve the performance management process, including manager training, goal alignment, performance reviews, and development planning.
• Partner with leaders to identify talent risks, development opportunities, and succession planning needs.
• Utilize data and insights to identify trends and recommend actionable solutions related to performance, engagement, and retention.

Employee Engagement, Culture & DEI

• Lead employee engagement initiatives, including the annual engagement survey, analysis of results, and partnership with leaders on action planning.
• Manage and evolve the Company's Rewards and Recognition program to reinforce desired behaviors and organizational values.
• Champion Diversity, Equity, and Inclusion (DEI) strategies and initiatives to cultivate an inclusive, respectful, and culturally competent workplace.
• Lead culture-building initiatives, including team-building activities and programs that strengthen collaboration and employee connection.

Employee Lifecycle Support

• Conduct and analyze exit interviews, identifying trends and partnering with leadership on retention strategies.
• Serve as a key point of contact for employee inquiries, ensuring a high level of service and responsiveness.

Professional Development & Organizational Contribution

• Complete all required internal Bank training and actively participate in ongoing internal and external professional development.
• Demonstrate the ability and desire to embrace, model, and enhance the Company's culture.
• View this role as a foundation-not a boundary-and contribute to initiatives that enhance HR service delivery and organizational effectiveness.

Consider this description to be the foundation of your job, not its boundaries. Expect to participate in internal and external training sessions and activities not described here which enhance the quality of service to the client.

SUPERVISORY RESPONSIBILITIES

None

Requirements

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

EDUCATION and/or EXPERIENCE

• 5+ years of HR experience with a focus on employee relations, engagement, and performance management.
• Prior experience operating in a consultative or business partner capacity.
• PHR/SPHR or SHRM-CP/SHRM-SCP certification preferred.
• Strong working knowledge of federal, state, and local employment laws and regulations.
• Demonstrated ability to build trust and credibility with leaders and employees at all levels of the organization.
• Strong conflict resolution, problem-solving, and coaching skills with a balanced, employee-centered and business-focused approach.
• Proven ability to analyze data, identify trends, and make informed recommendations.
• High degree of professionalism and discretion in handling sensitive and confidential information.
• Proficiency…