HR Business Partner

Cherokee Federal•Tulsa, OK

22h

About The Position

The HR Business Partner (HRBP) is a strategic advisor to leaders and employees in the Business Unit. This role designs and delivers scalable people solutions that drive growth, productivity, and a high performance, inclusive culture. The HRBP leads talent management, workforce planning, employee relations, change management, compliance, and HR analytics for their area of business - directly tying people initiatives to business outcomes.

Requirements

Bachelor's degree in Human Resources, Business, or related field; Master's or HR certification (SHRM-CP/SHRM-SCP, PHR/SPHR) preferred.
5-7 years of progressive HR experience.
Proven experience in talent management, organizational design, workforce planning, employee relations, and change management.
Strong analytical skills; proficient with HRIS and data visualization; comfortable turning metrics into action.
Skilled coach and trusted advisor with excellent judgment, discretion, and relationship building skills.
Must pass pre-employment qualifications of Cherokee Federal

Nice To Haves

Experience supporting multi-site, fast growth, or matrixed environments preferred.

Responsibilities

Provide strategic business partnership, thought leadership, and coaching to leaders at all levels.
Translate BU priorities into actionable people plans that improve top and bottom-line results.
Design and deliver targeted, scalable solutions in strategic planning, talent assessment, change management, and team building.
Participate in site visits and maintain a visible connection to operations and the workforce.
Lead and participate in cross functional HR projects as part of the broader HR team.
Drive end to end talent strategies to drive high performance and support team growth and individual development plans.
Manage the performance cycle (goal setting, frequent meaningful conversations, annual/midyear reviews) and talent and succession planning.
Manage and facilitate stay interviews, pulse surveys, engagement surveys and action planning throughout the year.
Provide coaching, mentorship and counseling to leaders and employees.
Identify training needs and implement development solutions.
Advise on org design, restructures, and strategic workforce planning to meet future needs of the business.
Forecast short- and long-term staffing needs and assess current skills against future requirements.
Design and facilitate team sessions and offsites to align on priorities, roles, and ways of working.
Implement initiatives that strengthen engagement, productivity, retention, and culture.
Provide rigorous HR data analysis and reporting based on business needs, along with clear insights and recommendations.
Own monthly People metrics and HR KPIs for the business unit, ensuring data integrity and timely reporting.
Use metrics to identify trends, address talent gaps, and advise on workforce solutions and risk mitigation.
Partner closely with Employee Relations and Legal on investigations, conflict resolution, performance improvement plans and corrective actions.
Maintain in depth knowledge of employment law; ensure compliance with labor laws and company policies.
Drive change management to help teams navigate transitions, ensuring alignment through people, process, and technology.
Support a positive, high performing work environment.
Coach leaders to proactively prevent employee relations issues.
Partner closely with Talent Acquisition, HR Operations, Total Rewards, HR Technology, and Learning and Development to implement solutions and scale the business.
Partner with other BU HRBPs to ensure enterprise alignment around key programs and practices.
Performs other job-related duties as assigned