HR Business Partner Director

Everwise Credit Union•South Bend, IN

6d•Remote

About The Position

The HR Business Partner Director serves as the primary strategic partner to assigned business areas, aligning HR strategies and programs with business objectives to drive organizational performance. The incumbent provides strategic guidance to leaders on workforce planning, organizational design, talent management, succession planning, employee relations, performance management, and change management. The incumbent must demonstrate strong consulting and influencing skills, business and financial acumen, and the ability to build trusted partnerships across the organization. Working closely with leaders, the Business Partner develops workforce strategies, strengthens leadership capability, and supports organizational change to foster a high-performing, engaged workforce. This position champions the credit union’s culture and values while ensuring HR practices are consistent, compliant, and aligned with business priorities.

Requirements

Bachelor’s degree in human resources, or related field, or equivalent experience
8+ years of related experience
Expertise with concepts, practices, and procedures within HR body of knowledge, including state and federal employment law
Excellent leadership skills including superb communication, delivery of results, consultative skills, partnership skills and team building
Demonstrated experience in communicating and building relationships with all levels of employees and leaders
Ability to maintain a reputation as a trusted resource for advice and guidance
Strong analytical skills, critical thinking, decision-making abilities coupled with sound judgment
Self-directed and comfortable working with ambiguity and uncertainty
Ethical and confidential approach to handling sensitive HR matters
Ability to lead multiple projects simultaneously, dealing with intangibles and ambiguity
Excellent influencing and problem-solving skills
Outstanding leadership, project management, and time management skills
Advanced skills in MS Teams, Word, Excel, and PowerPoint

Nice To Haves

6+ years’ experience in a leadership role, preferred
PHR or SPHR or equivalent certification preferred

Responsibilities

Partner with executive and leaders to align people strategies with business objectives, serving as a trusted advisor on organizational design, workforce planning, leadership effectiveness, talent management, succession planning, and change leadership.
Develop a deep understanding of business strategies, priorities, and operating models to provide proactive, business-focused HR consultation and solutions that drive organizational performance and long-term success.
Leverage workforce analytics, talent insights, and key business metrics to identify trends, assess organizational effectiveness, address talent gaps, recommend and implement data-driven solutions that improve business outcomes.
Champion a high-performance culture by coaching leaders on performance management, continuous feedback, employee development, and accountability, consistent with the organization's leadership and performance philosophy.
Drive enterprise talent management processes, including talent reviews, succession planning, leadership development, and capability building, ensuring the organization has the right talent in place to meet current and future demands.
Foster an environment of open communication, addressing employee concerns with professionalism and empathy, and partnering with leaders to resolve workplace issues in a fair, consistent, and business-minded manner.
Provide expert guidance on employee relations matters, ensuring compliance with policies and employment practices, and conduct thorough, objective, and well-documented workplace investigations.
Lead and influence organizational initiatives by developing coaching leaders and employees through transitions, and driving adoption of new processes, structures, and ways of working.
Coach leaders and employees on career development, leadership effectiveness, compensation-related matters, and individual growth plans to enhance engagement, retention, and organizational capability.
Partner with business leaders to define role requirements, develop job descriptions, and ensure alignment with talent, workforce, and compensation strategies.
Design, facilitate, and deliver HR-related training, leadership development programs, and employee education initiatives that strengthen organizational effectiveness and leadership capability.
Develop communication strategies and influence plans that support organizational initiatives, enhance stakeholder engagement, and promote successful adoption of new processes and initiatives.
Lead and contribute to enterprise-wide HR projects, strategic initiatives, and continuous improvement efforts that advance organizational and human capital objectives.