Human Resources Business Partner

Partnership & Collaboration

• Provide strategic HR advice and guidance to leaders and managers on various HR matters.
• Conduct regular meetings with business leaders to discuss current issues, challenges, opportunities, and best practices.
• Develop and implement HR policies and procedures that align with the business strategy.
• Monitor HR metrics such as turnover rate, retention rate, engagement level, etc. Partner with HR Systems analyst to develop effective tools, data points and efficiencies.
• Align organizational changes to the Talent Framework, assist leaders in job description development and goal setting. Collaborating with our HR partners to ensure consistency across business units.
• Communicate in alignment with Choice strategies, this includes cascading messages, team building efforts, challenge culture, and change management.
• Provide #PeopleFirst customer service to managers, while also creating a strong partnership with HR support teams to ensure alignment between employee and manager inquiries and support.

Performance Coaching

• Evaluate employee performance and provide feedback and coaching.
• Administer compensation that are competitive and fair, this includes ongoing merit administration, promotions and off cycle requests. Partner with the Compensation Analyst as necessary.
• Support succession planning by identifying high-potential talent within the organization.
• Handle employee relations issues such as grievances, complaints, disciplinary actions, etc.
• Coach and train managers through tools like Manager Onboarding to ensure managers have the tools necessary to be successful.

Talent Sourcing & Recruiting

• Conduct cultural interviews with general requisition candidates, employee referrals and/or solicited candidates.
• Partner with the Recruiting Business Partner to evaluate candidates and their alignment to Choice culture mindsets.
• Vet and support the onboarding of Edge resources in alignment with Choice strategy and budget parameters.
• Responsible for the administrative process involved in posting a position to the onboarding of a candidate. This includes, but not limited to, UKG job creation/edits, job postings (internal and external systems), candidate follow-ups, interview scheduling, coordinating with hiring manager, etc.
• Point of contact for decentralized hiring departments for administrative support in process, including but not limited to job posting, job offer creation, provisioning launch, candidate onboarding paperwork, etc.

• Ensuring job posting and applicant tracking compliance with all federal/state laws and regulations, including affirmative action plan compliance.

Employee Support & Premier Experience

• Provide employee support through the Premier Solutions call line in accordance with Premier Experience standards. Prioritizing and escalating via warm transfers as needed, providing a #PeopleFirst experience throughout.
• Complete premier experiences ongoing and provide service recoveries as needed.
• Project a positive image of Choice Financial when representing the organization.

General Administration & Miscellaneous

• Provide administrative assistance to the Human Resources team, support HR Team initiatives & projects.
• Participates in developing department goals, objectives, and systems.
• Performs duties outside normal scope as assigned.

Experience

• Strong project management skills, as well as an analytical and problem-solving skills focus.
• Excellent communication skills, both verbal and written.
• Understanding various areas of HR and how they interact and impact centers of excellence.
• The ability to quickly adapt in a fast pace environment and, address, facilitate and manage employee relations that arise.
• Proven work experience in an HR function.
• Bachelor’s degree in HR related field, and/or relevant work experience in addition to HR certification or in pursuit of.
• 2 - 4 years: Relevant experience with requisite competencies

Education

• Bachelors or better in Human Resource Administration or related field

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)