Director, HR Business Partner

Northwest Bank•Columbus, OH

About The Position

The Director, HR Business Partner is responsible for aligning business objectives with employees and management in designated business unit(s) / region(s). The position develops partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of Northwest. This role is responsible for maintaining an effective level of business literacy about the business unit's financial position, its midrange plans, its culture, and its competition. This role will also serve as a coach and mentor.

Requirements

Knowledge of relevant employment law
Knowledge of Federal, State, and Local legislation
Knowledge of HR disciplines
Ability to establish effective working relationships among team members and participate in solving problems and making decisions
Ability to present and express ideas and information clearly and concisely in a manner appropriate to the audience, whether oral or written
Ability to actively listen to what others are saying to achieve understanding, sharing information with others and facilitating the open exchange of ideas and information
Ability to make right decisions based on perceptive and analytical processes, practicing good judgment in gray areas

Nice To Haves

HR Business Partner experience within a financial institution

Responsibilities

Provide HR policy guidance and interpretation
Manage and resolve complex employee relations issues
Conduct effective, thorough, and objective investigations
Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as needed / required.
Work closely with management and employees to improve work relationships, build morale, and increase productivity and retention
Provide day-to-day performance management guidance to management (coaching, counseling, career development, disciplinary actions)
Ensure timely communication with employees and management out in the field
Provide guidance and input on business unit restructures, workforce planning, and succession planning
Monitor Employee Accounts
Identify training needs and individual coaching needs
Coordinate case preparation (EEOC, MCCR, NYDHR, OCRC, PHRC)
Attend unemployment hearings for the business unit(s) / region(s)
Analyze exit interviews
Conduct regularly scheduled meetings with assigned business unit(s) / region(s)
Analyze trends and metrics and partner with HR counterparts to develop solutions, programs, and policies
Participate in evaluation and monitoring of training programs to ensure success