Human Resources Business Partner I

Exciting•Phoenix, AZ

19h

About The Position

The Human Resource Business Partner I (HRBP I) supports organizational effectiveness by supporting the implementation of HR programs, policies, and initiatives aligned with business objectives. The HRBP I provides foundational support across employee relations, HR program administration, talent development, and cross-functional partnerships, while building the skills and knowledge needed to grow as a strategic HR practitioner. What you will do here: Employee Relations: Address employee concerns, grievances, and conflicts in a timely and consistent manner, escalating complex issues to senior HR staff as appropriate. Support efforts to promote a respectful and inclusive work environment, ensuring adherence to employment laws, policies, and procedures. Assist in gathering information and documentation for employee relations investigations under the direction of senior HR staff. HR Program Administration: For assigned lines of business, support the implementation of HR programs including performance management, employee engagement, and talent development initiatives . For assigned lines of business, support the administration HR programs and initiatives, ensuring alignment with organizational policies, compliance requirements, and best practices. Help track and compile program metrics and employee feedback to support data-driven recommendations for continuous improvement. Talent Support: Support the coordination of HR initiatives focused on employee engagement, retention, and career development. Assist managers and leaders with resources and information related to people management, performance, and employee development. Help facilitate learning and development activities that support employee growth and performance improvement. HR Operations Support: Partner with HRIS and HR Operations teams to support the delivery of HR services and ensure accurate data and process execution. Assist with the coordination and communication of HR processes across assigned business areas. Identify and escalate process gaps or inconsistencies to support continuous improvement in HR service delivery. Stakeholder/Cross-functional Partnerships: Build and maintain collaborative relationships with employees, managers, and HR team members to support positive outcomes. Communicate clearly and professionally with internal stakeholders on HR-related matters. Support cross-functional HR projects and initiatives by contributing to team efforts and assigned deliverables. Change Support: Assist with communicating and supporting organizational change initiatives as directed by senior HR staff. Embody and help promote the credit union’s culture, values, and leadership principles in daily interactions.

Requirements

Bachelor's degree in Business, Human Resources, Management, or related field preferred. Equivalent combination of education and experience required.
2+ Human Resources Generalist experience with progressively increasing responsibility for areas such as Employee Relations, Talent Acquisition, Total Rewards, Learning and Development, and Talent Management required.
Basic understanding of HR principles, employment law, and HR best practices required.
Effective relationship building skills required.
Good organizational and interpersonal skills required.
Conflict management and mediation skills; ability to facilitate resolution of employee disputes and interpersonal conflicts in a fair and consistent manner required.
Risk mitigation awareness; ability to identify potential HR compliance risks and escalate or address them proactively to protect the organization required.
Ability to interpret basic HR data and metrics to support recommendations required.
Sound judgment and decision-making skills required.
Strong internal and external customer service focus required.
Ability to work effectively in a fast-paced environment required.
Ability to manage multiple tasks and priorities simultaneously required.

Nice To Haves

Experience in a Retail Banking and/or Financial Services environment preferred.
PHR or SPHR certification, or SCP or CP certification preferred.

Responsibilities

Address employee concerns, grievances, and conflicts in a timely and consistent manner, escalating complex issues to senior HR staff as appropriate.
Support efforts to promote a respectful and inclusive work environment, ensuring adherence to employment laws, policies, and procedures.
Assist in gathering information and documentation for employee relations investigations under the direction of senior HR staff.
For assigned lines of business, support the implementation of HR programs including performance management, employee engagement, and talent development initiatives .
For assigned lines of business, support the administration HR programs and initiatives, ensuring alignment with organizational policies, compliance requirements, and best practices.
Help track and compile program metrics and employee feedback to support data-driven recommendations for continuous improvement.
Support the coordination of HR initiatives focused on employee engagement, retention, and career development.
Assist managers and leaders with resources and information related to people management, performance, and employee development.
Help facilitate learning and development activities that support employee growth and performance improvement.
Partner with HRIS and HR Operations teams to support the delivery of HR services and ensure accurate data and process execution.
Assist with the coordination and communication of HR processes across assigned business areas.
Identify and escalate process gaps or inconsistencies to support continuous improvement in HR service delivery.
Build and maintain collaborative relationships with employees, managers, and HR team members to support positive outcomes.
Communicate clearly and professionally with internal stakeholders on HR-related matters.
Support cross-functional HR projects and initiatives by contributing to team efforts and assigned deliverables.
Assist with communicating and supporting organizational change initiatives as directed by senior HR staff.
Embody and help promote the credit union’s culture, values, and leadership principles in daily interactions.