VP/HR Business Partner, Retail Banking

Kearny Bank • Fairfield, NJ

20d • $100,000 - $130,000

About The Position

Overview Serve as a strategic Human Resources Business Partner (“HRBP”) to the retail business unit and will be responsible for aligning business objectives with employees and management. The HRBP will serve as a consultant to management on human resources related issues, will assess and anticipate HR-related needs and proactively communicate needs to the HR department and business line management. The HRBP will maintain an effective level of retail banking business literacy, the Bank’s strategic plans, culture and competition. This position carries our responsibility in the following functional areas: employee relations, workforce planning/talent acquisition, leadership development, employee coaching, onboarding, performance management, change management, policy enforcement, employment law compliance. Responsibilities The following reflects management’s definition of essential functions for this job but does not restrict the tasks that may be assigned. Management may assign or reassign duties and responsibilities to this job at any time due to reasonable accommodation or other reasons.

Requirements

• High school diploma or equivalent required; associates degree preferred.
• Minimum 6 years of human resources or related experience, including coaching and employee relations in banking or financial services required.
• Ability to manage multiple business units in multiple locations
• Working knowledge of multiple human resources disciplines including employee relations, compensation practices, performance management, federal and state employment laws and guidance, business literacy.
• MS Office proficiency required.
• Excellent written, verbal communication and consulting skills.
• Excellent conflict management skills.
• Ability to maintain confidentiality and handle sensitive information.
• Acute attention to detail.

Nice To Haves

• SHRM certification is preferred.
• Prior Human Resources Information Systems (“HRIS”) experienced preferred.

Responsibilities

• Effectively provides HR consultation and evaluation to retail branch staff and management. Examples include but are not limited to: Serving as primary HR contact for retail staff and management; provide coaching and guidance to managers on addressing employee related matters; collaborate with managers, employees and HR and Legal on handling complex employee related matters; act as liaison between the retail business and other HR functions; hold regular meetings with retail business leaders to determine best practices to support organizational direction; collaborate with talent acquisition on recruitment strategies and selection for internal and external candidates.
• Provides managers with performance and personnel management expertise. Examples include, but are not limited to: providing guidance on performance management; providing guidance on conflict/resolution and disciplinary actions; managing and resolving complex employee relations issues, and employee grievances to protect the organization, enhance employee experience and drive accountability; conduct thorough and objective investigations on workplace policy violations including ensuring proper documentation; evaluating potential issues or service needs and implementing strategic response; mediating difficult employee relations; resolving escalated conflicts among stakeholders; developing and coordinating HR relationship management objectives and resources, as necessary.
• Develops and maintains retail business line and product/service expertise. Examples include but are not limited to: Understanding of retail business lines and products/services as; understanding business line and products/services terminology; understanding roles and responsibilities within assigned business lines; maintaining general knowledge of local economic trends and competitive market; and maintaining knowledge of HR metrics and business metrics including Key Performance Indicators.
• Maintains working knowledge of critical HR legal and regulatory guidelines. Examples include, but not limited to: EEO, ADA, FMLA, State and Federal DOL regulations, LWD regulations, New Jersey and New York Employment Laws, etc.
• Support organizational restructures, culture transformation, and change initiatives, as necessary.
• Partner with retail business line senior management on compensation and annual merit and incentive planning and execution.

What This Job Offers

• Job Type: Full-time
• Career Level: Mid Level
• Education Level: High school or GED