People Business Partner

Live Oak Bank•Wilmington, NC

1d•$128,500 - $179,900

About The Position

About Us Live Oak Bank is a digital bank that serves small business owners across the country. Our groundbreaking spin on service and technology has fueled our mission to be America’s Small Business Bank. Our products help customers buy, build, and expand their business, and our high-yield savings and CD products help them grow their hard-earned money. At Live Oak, we never lose sight of the well-being of our people. We believe our employees are the heart of our company. Our commitment to our customers and culture is intertwined, and we seek those who embody and embrace what it takes to empower the American dream. How This Role Impacts Live Oak and its People At Live Oak Bank, People Business Partners (PBPs) support both the business and the employees who make our mission possible. Each PBP is aligned to Senior Leadership Team (SLT) member(s) and their organization(s), where they act as a strategic advisor to leaders and a trusted resource for employees. PBPs strengthen organizational health, promote clarity and fairness in people processes, and build a positive employee experience rooted in trust, transparency, and support. PBPs help leaders navigate coaching, performance, development, and change, while also partnering with employees to ensure they understand expectations, receive timely feedback, and have access to the resources they need to grow. PBPs balance people‑first care with business needs and help create a workplace where team members thrive, grow, and help build a people‑first culture that fuels Live Oak’s success.

Requirements

At least 5 years of professional experience in roles that build transferable skills such as coaching, advising, conflict management, problem solving, team leadership, project management, or cross‑functional partnership.
Strong communication and relationship‑building skills with the ability to support both leaders and employees.
Demonstrated judgment, discretion, and ability to handle sensitive or confidential situations.
Ability to learn and use HRIS tools and people data systems.
Ability to manage full‑cycle work, meet deadlines, and adapt to shifting priorities.

Nice To Haves

Experience supporting employees and managers through performance cycles, coaching, or problem‑solving conversations.
Exposure to HR, organizational development, or people‑oriented roles.
Experience in environments requiring diplomacy, fairness, and objective decision making.
Experience in a fast‑paced, highly regulated, or growth‑oriented environment.
Workday experience is a plus.

Responsibilities

Build trusted partnerships with your assigned SLT member(s), their leadership teams, and employees to understand goals, identify opportunities, and improve organizational health.
Coach managers and employees on performance expectations, career development, effective communication and workplace effectiveness.
Support employees by ensuring clarity of expectations, providing development guidance, and delivering consistent, timely feedback touchpoints.
Serve as a trusted, objective resource for employee questions, concerns, and development needs.
Diagnose organizational challenges and partner with leaders to design people strategies that improve clarity, performance, and engagement.
Use people data to identify root causes, anticipate risks, and advise on actions that strengthen organizational health and the employee experience.
Lead employee relations matters, ensuring timely, objective, and compliant resolution of issues. Partner with a Senior PBP, Director and/or Legal on more complex or high‑risk situations.
Lead and support organizational changes by preparing leaders, guiding teams through transitions, and ensuring clear communication and adoption.
Analyze trends and metrics within your portfolio and recommend programs, interventions, or process improvements.
Build leader capability by coaching on performance, communication, feedback quality, development, and decision making.
Deliver company‑wide People programs in close partnership with Recruiting, Learning & Development, and People Operations, including performance cycles, compensation reviews, engagement initiatives, and development efforts for your aligned organization.
Maintain a high standard of regulatory awareness including BSA, AML, CIP, and OFAC.
Strengthen the employee experience by ensuring employees feel heard, supported, and equipped to navigate expectations, development, and workplace challenges.
Act as a trusted advisor and constructive challenger who can influence decisions and ask insightful questions to ensure thoughtful, people‑first outcomes.
Identify patterns in the employee experience and recommend improvements that strengthen clarity, fairness, consistency, and culture.
Encourage and model in‑the‑moment feedback, ensuring employees receive actionable guidance throughout the year.
Leverage digital tools, analytics, and AI‑enabled insights to deliver proactive, scalable solutions.
Support employees and leaders through change with clear plans, communication, and thoughtful execution.
Promote an environment where employees feel safe raising concerns, asking questions, and seeking guidance.
Champion collaboration and transparent communication across the business.