HR Business Partner

Navigant Credit Union•Smithfield, RI

31d•Hybrid

About The Position

Under general supervision of the VP, Employee Experience and using significant independent judgment, the HR Business Partner supports the Human Resources Department by serving as a trusted advisor to managers and employees within defined business units across the Credit Union. This position provides guidance and support in employee relations, leave management, performance management, employee engagement, retention, policy interpretation, HR training, and recruiting support. The HR Business Partner recommends, develops, and executes employee engagement and retention strategies; supports performance improvement, employee development, advancement, and satisfaction; assists with HR policy development and interpretation; manages employee relations matters and leave of absence processes; and supports HR programs, special projects, and compliance-related activities. May serve as a functional lead in a specific discipline (e.g. leave management, engagement, etc.) depending upon the needs of the team.

Requirements

BA/BS degree in Human Resources or related field required.
Minimum 8 years of previous experience in a human resources generalist, employee relations, HR business partner, or related capacity required, preferably in a credit union or financial institution.
Extensive employee relations and leave management experience required.
Experience with employee retention, development, engagement, performance management, data collection, analysis, and reporting.
Must have a demonstrated knowledge of laws and regulations impacting the Human Resources function, particularly as they relate to employee relations, state and federal leave laws, Affirmative Action, and EEO reporting.
Must have the ability to handle highly confidential information and exercise sound judgment, discretion, and professionalism.
Must possess strong service orientation skills in alignment with the credit union's mission and core values.
Must have the ability to develop trusted advisor relationships across all levels of the organization.
Excellent verbal, written, telephone, interpersonal, presentation, facilitation, organizational, analytical, and problem-solving skills required.
Must have the ability to handle multiple projects and priorities simultaneously with an effective outcome.
Must be PC proficient, including Microsoft Office Word, Excel, PowerPoint, Outlook, and the Internet.
HRIS experience required.
Must have the ability to function in a financial institution or commercial office environment and utilize standard office equipment including but not limited to fax, copier, telephone, and related technology.
Must be able to travel to branches and other locations to meet with employees as needed.
Ability to lift up to 25lbs. (e.g. file boxes) may be required.

Nice To Haves

HR certification such as SPHR/PHR or SHRM-SCP/SHRM-CP preferred.
Recruiting skills, including interviewing, background check coordination, offer letter preparation, and candidate communication preferred.
Prior payroll experience or familiarity with payroll concepts, laws or processes a plus.
ADP Workforce Now experience preferred.
Case management, performance management, applicant tracking, Microsoft 365, database, CRM, and reporting tool experience preferred.
Travel outside of state for conferences and seminars may be required.

Responsibilities

Provides employee relations guidance and support, including coaching managers, conducting complex investigations, maintaining proper documentation, consulting with outside counsel as necessary, advising on remedial action steps, and utilizing case management software to document employee relations matters.
Manages the leave of absence process, including workers' compensation; meets with employees to explain their rights, provides required documentation, follows up as necessary, consults with outside counsel as needed, and manages any third-party administrator relationship.
Partners with the VP, Employee Experience and Human Resources leadership in supporting the performance management, goal-setting, development, retention, and engagement strategies and programs at the Credit Union. Provides recommendations and guidance on proper goal setting and performance evaluation criteria to help ensure an equitable process.
Develops, recommends, and implements strategic initiatives to enhance employee engagement, retention, employee satisfaction, and performance at all levels of the Credit Union.
Provides expert guidance, support, training, and coaching to managers and employees on the Credit Union's engagement initiatives and employee experience programs. Works with Human Resources leadership and third-party consultants, as applicable, to execute engagement strategies adopted by the Credit Union.
Recommends and assists in the development of Human Resources policies and procedures; interprets Human Resources policies and provides guidance to employees and Credit Union management.
Develops and conducts HR training on a variety of topics, including but not limited to employee relations, corrective action, harassment prevention, new hire orientation, performance management, engagement, and other topics as needed.
Supports recruiting efforts by assisting with background checks, offer letters, interviews, candidate communications, and related recruiting support. Provides guidance to managers on behavioral and competency-based interview methods as needed.
Organizes, supports, and oversees employee events, team-building activities, employee recognition programs, wellness initiatives, and other engagement activities designed to improve employee satisfaction, employee performance, and organizational culture.
Supports HR compliance and reporting activities, including Affirmative Action and EEO-1 record-keeping and reporting, educational assistance reimbursement administration, systems and facilities access notifications, and other HR Programs and special projects as assigned.
Represents the credit union in local civic, community and professional organizations as requested.
Performs all other duties as assigned by the VP, Employee Experience or Human Resources leadership.