HR Business Partner

Redstone Federal Credit Union

1d•Remote

About The Position

The Human Resources Business Partner (HRBP) serves as a strategic advisor to regional leadership, aligning people strategies with business objectives to drive performance, engagement, and organizational effectiveness. This role partners closely with operations and corporate stakeholders to deliver talent solutions across workforce planning, employee relations, talent development, and organizational design, while ensuring compliance and mitigating risk. The HRBP leverages data-driven insights to inform decision making and leads the execution of key HR initiatives that support a high-performance, safety-focused, and continuous improvement culture. Demonstrates our “True North” attributes: voice of the customer, respect for the individual, no nonsense communication and utilization of facts, servant leadership, and has a continuous improvement mindset in every facet of leadership and daily interaction. Leads, collaborates and demonstrates the lean principles and utilizes the lean methodologies and tools to facilitate continuous process improvements and value creation for our customers, employees, and shareholders. Actively utilizes lean tools (VSM, Kaizen, A3, etc.) to inform and assess business opportunities to drive continuous improvement. Lead and participate in Kaizen and value stream mapping activities.

Requirements

Bachelor’s degree in Human Resources, Business Administration, or related field
7-10 years’ experience (2+ years’ progressive experience as a strategic HR partner in a manufacturing or industrial multi-state, multi-site environment and 5+ years’ experience managing field HR for both sales and manufacturing, operations, and distribution/delivery teams
Intermediate expertise with an HRIS system (Workday is preferred)
Strong communication skills (verbal and written)
Strong commitment to continuous process improvement and customer service for all employees
Intermediate expertise in the MS Office Suite with an emphasis on Excel report building, PowerPoint presentation creation, and Word

Nice To Haves

Master’s degree preferred (MBA or HR Related preferred)
PHR, SPHR, SHRM-CP, or SHRM-SCP preferred

Responsibilities

Develops, recommends, and implements HR policies and procedures; educates and trains employees, line leaders, and functional managers on policy administration, ensuring consistent and equitable application across the organization.
Serves as a valued member of the regional senior leadership team, acting as a trusted advisor and strategic business partner to the RVP and regional leadership. Acts as a liaison between regional operations, Corporate HR, and Senior leadership, representing HR in regional initiatives and projects.
Supports regional recruiting efforts for exempt and non-exempt roles by partnering with hiring managers and recruiting teams to effectively utilize resources and drive timely hiring. Collaborates with regional training teams to enhance onboarding and new hire experience.
Partners with regional leadership on talent management, employee engagement, and succession planning initiatives. Identifies skill gaps and supports development through training, coaching, and rotational opportunities.
Participates in and supports enterprise-wide HR initiatives, including benefits communication and enrollment, performance review cycles, program rollouts, policy updates, reorganizations, and mergers & acquisitions integration.
Manages all aspects of employee relations within the region, including conducting investigations, resolving complex workplace issues, drafting EEOC position statements, and representing the company in unemployment hearings and other agency proceedings.
Utilizes data and workforce analytics (turnover, retention, engagement, labor trends) to provide insights and drive informed business decisions.
Partners with leadership to support organizational design, workforce planning, and labor cost management in a seasonal, operations-driven environment.
Ensures compliance with all applicable federal, state, and local employment laws and regulations, proactively mitigating risk to the organization.
Promotes a strong culture of continuous improvement and delivers high-quality HR support with a customer service mindset to leaders and employees at all levels.