Job description
At VyStar, we offer competitive pay, an excellent benefit package that includes a 401(k) Plan, an extensive paid technical and on-the-job training program, and tuition reimbursement-available to all full and part time employees. Part time positions start at a minimum of 30 hours per week.
We encourage you to become a part of VyStar Credit Union's family of employees.
Human Resource Business Partner II
ACCOUNTABILITY STATEMENT
The HRBP provides strategic HR support covering the Georgia market and includes one large, complex operational unit, and drives accelerated cultural and operational change. The HRBP works closely with their business leaders to implement the business strategy from a people perspective to drive decision making. Being an HR Business Partner provides guidance to convert strategies into result-driven actions. Utilize knowledge of various human resources functions to provide tactical support to line managers.
The HRBP provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives. Contribute to the development of workforce plans and understand external customer trends and issues in the industry that could potentially impact business.
The HRBP formulates partnerships across the HR function to deliver value-added service to management and employees that reflect the business objectives of the organization. The HRBP maintains an effective level of business knowledge about the business unit’s to support the company’s objectives.
The HRBP assesses and anticipates HR-related needs. Communicate needs proactively with the HR department and business management, the HRBP seeks to develop integrated solutions. Analyze HR KPIs and initiate actions to ensure a fair working environment. Conduct exit interviews, analysis of data and make recommendations on improving turnover.
ESSENTIAL JOB FUNCTIONS
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Partner with other HR departments to design and support innovative HR solutions in core people processes, including onboarding, employee engagement, employee relations, total rewards/compensation, and performance management for the business area they support.
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Provide guidance to HRBP I with their assigned business areas in delivering HR services.
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Work with business leaders for the area supported, determine and deliver diversity, equity, and inclusion efforts. Support succession planning, compensation, performance management, diversity, equity, and inclusion efforts. Facilitates organization design discussions to foster changes to the business unit structure.
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Support continuous improvement approach to influence and ensure our future success by coaching leaders, collaborating with partners, and leading/driving change.
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HR Business Partner (HRBP) will support a specific business area, working closely with Senior leaders, managers and employees on people-related issues: employee relations, coaching/development, compensation, conflict, and performance management by instrumental in initiating and driving HR programs and initiatives.
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Tailor company solutions to meet the organization’s need by partnering with management to implement effective HR policies and practices that will support the strategic growth of the business in supporting core HR processes.
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HRBP will be on the front line working closely with business leaders to provide hands-on and strategic input, insight, and advice concerning employee relations. Comfortable speaking up and driving initiatives forward despite any unexpected roadblocks.
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Coordinate with HRBP in coordinating with management to implement effective HR policies and practices that will support the strategic growth of the business by supporting core HR processes.
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Provide support in HR expertise in employee relations, performance management, compensation, and conflict management.
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Conduct meetings with assigned business units and consult with line management. Provide HR policy guidance and interpretation.
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Examine trends and metrics in partnership with the HR and Management to develop solutions, programs, and policies. Analyze various types of employee reports to guide decision-making to provide proactive solutions to client groups.
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Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with the legal department as required.
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Provide day-to-day performance management guidance to line management (coaching, counseling, career development, and disciplinary actions.
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Work closely with management and employees to improve work relationships, build morale and increase productivity and retention.
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Provide guidance and input on business unit restructures, workforce planning and succession planning.
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Identify training needs for business units and individual coaching needs.
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Participate in evaluation and monitoring of success of training programs. Follow-up to ensure training objectives are met.
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Participate in ad hoc HR and business initiatives as assigned.
Requirements:
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A Bachelor’s degree is preferred, advanced degree preferred
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Minimum 5 years of human resources leadership experience. Experience working in the Financial Services industry is preferred.
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SHRM-CP or SHRM-SCP Certification preferred
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Relevant experience improving company culture and increasing employee engagement
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Superb communication skills, including effective listening and writing. Ability to express thoughts clearly and concisely.
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Demonstrated analytical thinking, problem-solving, and decision-making skills.
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Effective facilitation skills and ability to influence colleagues at all levels of the organization.
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Knowledge of HR programs and practices, including applicable state, federal employment laws and regulations.
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Working knowledge of multiple human resource disciplines. Including compensation practices, organizational diagnosis, employee relations, diversity, performance management, talent acquisition, federal and state employment law.
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Highly proficient in MS Office Suite to include: Office, Word, Excel, PowerPoint. Technology proficient in integrated cloud-based HR systems preferred.
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Experience in facilitating HR processes to include organization design, succession planning, performance management, total compensation reviews, and workplace investigations, organizational communications.
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Ability to build a consultative relationship with managers and a collaborative working relationship within the HR team.
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Experience in Performance Management with a passion for coaching and up-leveling talent.
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Growth mindset and ability to adapt to organizational change.
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Confidently demonstrates a range of interpersonal skills and styles to build relationships and influence outcomes.
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Demonstrated ability to provide practical guidance and coaching to leaders that support the goals of the business.
DISCLAIMERS AND WORK ENVIRONMENT
Nothing in this position description is an implied contract for employment. The position description is intended to be an accurate account of the essential functions. The functions are not all encompassing and are subject to change at any time by management.
The work environment characteristics described are representative of those that an employee encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
As required or requested, may exert up to 20 pounds of force occasionally and/or a negligible amount of force constantly to lift, carry, push, pull or otherwise move objects.
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