Senior Human Resources Business Partner

The HR Business Partner is a strategic, consultative and hands-on role that provides employee relations support to business leaders and staff of their designated business groups within the Bank. This role will partner with business leaders to implement and execute HR strategies focused on talent management, organizational effectiveness, workforce planning, and employee engagement. In addition, this role may own programs that run across the broader HR team.

This role is responsible for ensuring alignment of Human Resources programs & policies, business objectives, and work cultures in achieving business goals. Also accountable for building HR best practices utilizing the Bank’s core values in partnership with the leadership team it supports, and consulting with business leaders on a full range of employee relation issues and strategic business needs. Both an effective influencer and knowledgeable about Human Resources’ multiple disciplines, the HR Business Partner must possess excellent interpersonal skills and the ability to create and maintain positive working relationships at all levels within the Bank.

Essential Job Functions:

• General HR
• Serves as the primary point of contact in all Human Resources matters for leadership and staff of their designated business groups
• Partner with leadership to provide HR support in developing and executing plans that optimize organizational design and development, talent management, employee development, and employee relations
• Maintain a thorough understanding of state, city and federal laws and regulations related to Bank compliance including bank secrecy and anti-money laundering laws appropriate to the position as well as to all other positions under each designated business group
• Interpret Bank policies and employee state and federal law to ensure all EEO matters are addressed in a fair, equitable and consistent manner

Talent Planning & Management:

• Develop partnerships with hiring managers to ensure consistent application of hiring processes and practices
• Provide guidance and support for the recruitment process by assisting with leadership expectations, staffing models, and potential talent development
• Administer applicant tracking system including creating reports, identifying trends and utilizing applicant communication tools
• Source qualified and diverse applicants by networking industry contacts, association memberships, trade groups and through minority and veterans outreach efforts
• Coordinate interview schedules, screen and interview candidates, and execute employment offers
• Facilitate timely background checks and DOJ fingerprints for selected candidates, verify results and take appropriate action as needed
• Provide guidance and direction for starting salaries for candidates’ in accordance with the Bank’s compensation philosophy
• Represent Bank at selected job fairs and develop promotional materials to aid in recruiting
• Coordinate and conduct first day and monthly new employee orientation
• Communicate benefits to job applicants and employees, respond to employee inquiries pertaining to all benefit plans and programs and refer complex issues to Department specialists as needed
• Promote Affirmative Action and Equal Employment Opportunity with assigned client groups including training and statistical analysis

Performance Management:

• Provide day to day performance management support and guidance to managers on management, coaching, career development, disciplinary actions and employee relations. This also includes HR best practices, policies/procedures, and HR systems
• Consult with managers regarding salary planning including merit increases, promotions, equity increases and other compensation changes to reinforce a pay for performance philosophy
• Provide counsel and guidance to managers in assigned client groups regarding performance review process, merit pay administration, and corrective actions

Employee Relations:

• Conduct and participate in the investigation and resolution of ongoing employee relations problems; anticipate problems whenever possible, and develop, recommend, and initiate appropriate steps for resolution
• Respond to and offer suggestions to resolve employee relations issues by consulting with managers and employees
• Partner with leadership and staff to develop solutions as it relates to employee relations issues by providing effective, thorough, and objective investigations and separations as needed
• Provide counsel and guidance to managers completing formal written documents in compliance with the Bank’s corrective action policies. Document and present termination recommendations as required
• Conduct exit interviews, analyze data, identify trends and develop strategies for minimizing regretted turnover
• Receive and respond to unemployment inquiries from EDD, prepare managers for appeal hearings, prepare all documentation for hearing, participate in appeal hearings
• Ensure timely research and resolution of complaints or problems for assigned areas of responsibility
• Foster a positive and engaging work environment for each team member by promoting skill development, coaching for improvement and growth, ensuring positive employee morale throughout the Bank, and embracing our mission, vision and core values

Employee Services:

• Process and manage safety, workers compensation, and leaves of absence within the designated group to ensure consistency of best practices
• Provide assistance to employee inquiries regarding benefits, payroll, recruiting, compensation, and all other HR disciplines. Partner with the HR subject matter experts to effectively answer and resolve all complex inquiries

Human Resources Strategy:

• Implement and sustain HR Strategies and Initiatives
• Ensure compliance with Bank policy and procedures
• Follow and utilize HR best practices, policies/procedures, and HR systems
• Collaborate with other members of the HR Team to implement the HR strategy, including representing business strategy and expectations, representing Human Resources to the business units, and reconciling issues that create conflict between Human Resources and business unit strategy
• Conduct employment related training such as onboarding, new hire orientation and benefits meetings
• Assist in measuring results of HR processes and tools from a business unit perspective and how the impact of those results can bring about change
• Analyze data from multiple sources to determine possible areas of improvement within each designated business group

Non-Essential Job Functions:

• Perform special projects, research, and analysis as requested
• Coordinate and participate in employee recognition and other meetings as requested
• Perform miscellaneous job-related duties as assigned
• Initiate new hire survey, analyze data, identify trends and propose strategies to address issues and promote retention
  

Job Skill Level/Additional Requirements: