Human Resources Business Partner - Safe Credit Union : Job Details

DescriptionSalary Range: $90,000.00 - $110,000.00Exact compensation may vary based on skill, experience and locationWhy SAFE?SAFE offers so much more than just full medical, vision, dental, 401k matching, HSA, and FSA! Learn more about how we support our workforce!

• Professional Development Opportunities: Offering training programs, workshops, and mentorship.
• Recognition and Appreciation: Regularly acknowledging employee achievements and contributions.
• Flexible Work Arrangements: Providing options for remote work and flexible scheduling.
• Positive Company Culture: Fostering an inclusive, collaborative, and supportive work environment.
• Career Growth: Clear paths for career advancement and internal promotions.
• Work-Life Balance: Encouraging a healthy balance between professional and personal life.
• Employee Empowerment: Allowing employees to make decisions and have autonomy in their roles.
• Space of Belonging: ERGs, YOUnity Council and a focus around diversity, equity inclusion and belonging.
• Wellness Programs: Promoting physical and mental health through wellness initiatives and resources.
• Strong Leadership: Having leaders who inspire, support, and guide their teams effectively.
• Sense of Purpose: Creating a sense of mission and aligning company goals with employees' personal values.

POSITION PURPOSEThe HR Business Partner (HRBP) is a strategic role that serves as a key liaison between the HR department and assigned business units. The HRBP is responsible for aligning HR initiatives with business objectives, providing guidance and support to managers and employees, and driving HR programs that contribute to the overall success of the organization. This role requires a strong understanding of HR best practices as well as organizational goals, excellent communication skills, and the ability to build effective relationships with stakeholders at all levels and influence business results.ESSENTIAL FUNCTIONS AND BASIC DUTIES

• Partner with business leaders to develop and execute HR strategies that support business goals and objectives.
• Is the trusted advisor and provides guidance and support to leaders on a wide range of HR topics, including performance management, employee relations, talent acquisition and compliance.
• Serve as a resource to employees, addressing their questions, concerns and helping to resolve HR-related matters.
• Conduct investigations and resolve employee relations issues, ensuring compliance with company policies and legal requirements. Escalates complex matters to HR leadership as appropriate.
• Collaborate with HR leaders to design, implement, and evaluate HR programs and initiatives that drive employee engagement, retention, and performance.
• Analyze HR metrics, evaluate issues and patterns to provide proactive insights for HR that will provide viable solutions to identify trends, inform decision-making, and develop actionable insights. Including partnership with Talent Development and DEIB Manager to recommend and coordinate training and development programs for managers to support workforce development.
• Liaison between business leaders and Total Rewards team on compensation needs including promotions, re-organizations, recruitment advertising and trends.
• Partner with Talent Acquisition team to support a proactive approach to attracting and retaining talent utilizing analytics and forecasting.
• Works closely with the Change Management and Engagement team to support winning workforce activities and initiatives.
• Facilitates coordination with LOA and Disability team as needs arise. May participate in interactive discussions with leadership and employees.
• Support leadership with organizational change initiatives, including restructuring, workforce planning, and talent development.
• Stay current with employment laws, regulations, and best practices, and ensure compliance across assigned business units.
• Foster a positive and inclusive work environment that promotes diversity, equity, and inclusion.
• Other duties as assigned

QUALIFICATIONSEducation/Certification:

• Bachelor's degree in Human Resources, Business Administration, or a related field.
• PHR, SPHR, or SHRM-CP/SHRM-SCP certification preferred.

Required EXPERIENCE , Knowledge, AND SKILLS Required:

• A minimum of 5-7 years of progressive HR experience, with at least 2 years in an HR Business Partner or similar role.
• Strong knowledge of employment laws, regulations, and HR best practices.
• Excellent communication, interpersonal, and problem-solving skills.
• Ability to build and maintain effective relationships with stakeholders at all levels.
• Strong analytical and data-driven decision-making skills.
• Proficient in Microsoft Office Suite and HRIS systems.
• Ability to handle sensitive and confidential information with discretion.
• Demonstrated expertise in various areas of the human resources department.
• In-depth knowledge of federal and state employment laws and regulations, including FMLA, ADA, EEO, and FLSA.
• A strategic partner: you can comprehensively understand the business strategy and connect it to HR strategy and future needs of the organization.
• Demonstrated ability to establish a strong partnership with HR peers/leaders and members of the leadership team.

WORK ENVIRONMENT/PHYSICAL DEMANDS SUMMARYLANGUAGE SKILLS

• Excellent communication skills (verbal, written, listening skills, and empathy).
• Expert ability to build relationships with other leaders, business partners, and stakeholders.

MATHEMATICAL SKILLS AND REASONING ABILITY

• Ability to interpret a variety of instructions furnished in written, oral, or schedule form.
• Ability to solve practical problems and deal with a variety of concrete variables in situations where only limited standardization exists.

PHYSICAL DEMANDS AND WORK ENVIRONMENTThe physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• While performing the duties of this job, the employee is regularly required to sit and talk or hear, and use hands to finger, handle, or feel objects, tools, or controls.
• The employee is occasionally required to stand; walk; reach with hands and arms; and stoop, kneel, crouch, or crawl.
• The employee must occasionally lift and/or move up to 10 pounds.
• Specific vision abilities required by this job include close vision.
• The noise level in the work environment is usually moderate.

INTENT AND FUNCTION OF JOB DESCRIPTIONSThis is not necessarily an all-inclusive list of job-related responsibilities, duties, skills, efforts, requirements or working conditions. All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned.In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.