Human Resources Business Partner II - Financial Services

Desert Financial Credit Union•Phoenix, AZ

48d

About The Position

The Human Resource Business Partner II (HRBP II) plays a crucial role in driving organizational effectiveness and business success. The HRBP II will collaborate with stakeholders to implement HR strategies aligned with business goals, foster positive employee relations, create and champion change initiatives, coach leaders on talent management, integrate HR solutions, utilize data for decision-making, build strategic partnerships with executives and stakeholders, and identifies root causes of organizational challenges for targeted solutions.

Requirements

5+ years total HR experience required with 3+ years in financial services preferred.
Bachelor's degree (HR, Business, or related field) and/or equivalent combination of education and experience required.
Effective relationship building skills required.
Demonstrated expertise in integrating both qualitative and quantitative data sources to make recommendations, decisions and appropriately influence leaders required.
Sound decision-making skills required.
Strong internal and external customer service focus required.
Demonstrated ability to manage multiple priorities simultaneously - orientated on results required.
Excellent organizational and interpersonal skills required.
Demonstrated capability of working in a fast-moving high-workload environment required.
Demonstrated strong business acumen required.

Nice To Haves

PHR – Professional Human Resources Certificate preferred.

Responsibilities

Manage and foster positive employee relations by promptly addressing employee concerns, grievances, and conflicts fairly and consistently.
Partner with lines of business leadership to promote a respectful and inclusive work environment, ensuring compliance with relevant employment laws, policies, and procedures.
Conduct effective investigations into employee relations issues, including claims, complaints, and conflicts, and provide recommendations and solutions to mitigate risks and enhance employee engagement
Implement HR programs that align with business goals and enhance organizational effectiveness, such as performance management, talent development, succession planning, and employee engagement initiatives.
Support the implementation, and evaluation of HR programs and initiatives, ensuring they are aligned with best practices, compliance requirements, and organizational values.
Monitor and analyze program effectiveness through metrics, data analysis, and feedback mechanisms, making data-driven recommendations for continuous improvement for assigned areas.
Lead the deployment and execution of HR initiatives focused on employee engagement, retention, and career development pathways.
Provide coaching to leaders on effective people management, leadership capabilities, and performance enhancement strategies.
Develop leaders' skills in fostering employee growth, learning, performance management, and talent development.
Work with lines of business leadership to design and implement optimized organizational structures and operating processes, facilitating business alignment and resource allocation.
Collaborate with HRIS and HR Operations to integrate specialized knowledge, resources, and services into comprehensive HR solutions.
Design, develop, and implement end-to-end solutions that address root causes and achieve desired business outcomes effectively.
Establish and nurture credible relationships with a diverse range of internal and external stakeholders, including employees, managers, HR teams, and external partners.
Foster collaboration and mutual understanding among stakeholders, ensuring alignment with organizational values, goals, and priorities.
Leverage strong communication and interpersonal skills to engage stakeholders in HR initiatives, drive consensus, and achieve collective goals for organizational success.
Proactively identify areas for beneficial organizational change and champion positive transformation efforts.
Partner with executives to anticipate and manage change pressures, guiding effective change management through clear communication and actionable implementation plans.
Embody and promote the credit union's culture, values, and leadership principles, influencing stakeholders to embrace and drive meaningful change.
Perform other job-related duties as assigned.