HR Business Partner

Wings Credit Union•Apple Valley, MN

11d

About The Position

The HR Business Partner (HRBP) is an important member of the Wings HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. This role involves providing day-to-day performance management guidance, establishing an intimate understanding of business departments, assessing organizational performance, and coaching business leaders on HR policies and processes. The HRBP will analyze trends, manage complex employee relations issues, conduct investigations, and maintain in-depth knowledge of legal requirements to reduce risks and ensure regulatory compliance. They will also partner with the legal department as needed, work closely with management and employees to improve relationships, morale, productivity, and retention, and identify training needs. Additionally, the HRBP will implement and administer HR policies, ensure compliance with employment laws, and serve as an escalation point for Worker's Compensation, FMLA/FAMLI, and ADA issues. The role also supports UI claims and collaborates with other HR service centers to address staff concerns, identify exit data trends, and contribute to succession planning for leadership roles.

Requirements

Bachelor's Degree in Human Resource Management, Business Administration, Psychology, Organizational Development or related field preferred.
4+ years' experience as a Human Resources Generalist, HR Business Partner, or other HR-related experience specifically with employee relations, performance management, leadership coaching, training program development, etc. required.
Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affirmative Action regulations.
Ability to serve as business unit consultant for the purpose of general operational questions relating to all areas of Human Resources.
Technically savvy with skills in Microsoft Office (Excel, Word, PowerPoint).
Knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR.
Ability to work independently, resourcefully, and flexibly.
Interpersonal, persuasive, written/verbal communication, and conflict resolution skills.
Planning, organizational, time management, analytical, and problem-solving skills.
Sound judgment and decision-making skills.
High attention to detail and accuracy.
Ability to effectively multi-task and manage multiple concurrent projects with competing objectives.
Ability to coach and influence leaders and employees at all organizational levels to drive performance and engagement.
Skilled in handling sensitive employee relations issues with confidentiality and professionalism.
Driver's license with acceptable driving record required

Nice To Haves

4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization preferred.
2+ years' leadership experience preferred.
Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certification preferred.

Responsibilities

Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).
Establish and maintain an intimate understanding of the departments and the business as a whole in order to build effective and productive working relationships.
Assess business and organizational performance to recommend and drive action through a consultative and trust-building approach.
Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management, to promote engagement and a culture of continuous growth and development.
Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies.
Manage and resolve complex employee relations issues.
Conducts 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.
Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention.
Provides HR Policy guidance and interpretation.
Identify training needs for business units and individual executive coaching needs.
Implement and administer the company's human resources policies and practices.
Ensure compliance with federal, state, and local employment laws and regulations.
Serve as an escalation point for Worker's Compensation & FMLA/FAMLI, and ADA escalations.
Support in providing information and a timely response to UI claims.
Collaborates with other HR service centers to bring comments / concerns from staff interactions to the department for review.
Identify exit data trends and make recommendations to leaders.
Succession Planning for Chiefs, Execs, and other leaders.
Suggests ways to refine current or create new processes to streamline the manager / employee experience.