Ent Credit Union
HR Business Partner or Senior (Depending on Experience)
Ent Credit Union, Colorado Springs, Colorado, United States, 80509
Company DescriptionEnt Credit Union exists to improve the financial quality of life of the people we serve. This mission drives us every day, but we are more than our mission. We're also individuals using our unique abilities to make our organization, and the communities we serve, better than they were yesterday. We're a not-for-profit that puts people above profits and actively invests in our community. Our rapidly growing team is expanding our reach to serve more people throughout Colorado. To spread our mission far and wide, we need people like you. If you're interested in a paycheck with a purpose, apply with us today. Our people make the difference, and we truly believe you are our greatest asset.
Job DescriptionThe HR Business Partner (HRBP) is an important member of the Ent HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. Our HRBPs are integrated "Boots on the Ground" business partners whose primary focus is cultivating effective employee relations. HRBPs collaborate with team members within the HR Core Services Center to resolve general HR questions; their expertise to resolve complex HR concerns. The HRBP is a developing business partner with strong collaboration, planning, problem-solving, and communication skills who has demonstrated the ability to effectively manage multiple tasks and projects. The desired candidate will have experience in several core areas of HR including employee relations, performance management, and leadership coaching.
Essential Functions
HR Operational Support / Compliance: Support the organization in developing and executing strategies focused on talent management, compensation, organizational effectiveness, workforce planning, performance management, employee relations and engagement. Lead, develop and inspire a diverse, equitable and inclusive workforce culture. Act as a business partner to improve work relationships, improve employee satisfaction, decrease turnover, and advocate as the employee voice. Provide day to day performance management guidance to division chiefs, senior executives and managers while displaying a high degree of confidentiality. Establish and maintain an intimate understanding of business units as a whole in order to foster a productive, engaged and diverse workforce. Work closely with management and employees to improve work relationships, build morale, increase productivity and promote a positive employee experience. Collaborate with recruitment, maintaining a strong focus on acquiring and retaining top talent. Meet with senior leadership in the annual talent review, assessing staff readiness and high potentials; facilitate succession planning conversations and career pathing that builds a solid pipeline for future growth. Assess and conduct training on policy changes, HRIS updates, and all other HR topics as needed for organizational development. Translate data-driven models, analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies that address gaps and improve performance and retention. Initiate all human resources actions in HRIS system including promotions, location changes, terminations, etc. Coach and/or counsel management on employee relations issues including performance improvement plans. Determine, initiate and conduct internal investigations that lead to resolution, discipline and/or terminations. Partner with the legal team when formal investigations are opened, including complaints from the whistleblower hotline; provide a high-level of influence and employment law knowledge to make the right decision for Ent. Maintain working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Respond to unemployment claim filings and represent Ent in unemployment claim hearings. Manage FMLA, STD, LTD, and ADA and worker's compensation escalations. Ensure compliance with federal, state, and local employment laws and regulations. Conduct employee termination meetings, assist with out-processing and identify exit interview data trends and make recommendations to leaders. Succession planning for chiefs, execs, and other leaders. Analyze trends and metrics in partnership with HR group to develop solutions, programs, and policies. Manage and resolve routine employee relations issues. Partner with Sr. HRBPs to resolve more complex issues. Maintain working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.
QualificationsMinimum Formal Qualifications for the regular position:
Bachelor's Degree in Human Resource Management, Organizational Development, or similar relevant field.
4+ years' combined HRBP or generalist experience in the Human Resource Management field.
4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred
Minimum Formal Qualification for the senior position:
Bachelor's Degree in Human Resource Management, Organizational Development, or similar relevant field.
6+ years' combined HRBP or generalist experience in the Human Resource Management field.
5+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred
1+ years’ supervisor or team leadership experience - Preferred
Each year of relevant work experience may be exchanged for a year in a relevant degree program or vice versa.
Technical or Specialized Knowledge/Skills:
Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affirmative Action regulations.
Technically savvy with advanced skills in Microsoft Office (Excel, Word, PowerPoint).
Extensive knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR.
Ability to work independently, resourcefully, and flexibly.
Strong interpersonal, persuasive, written/verbal communication, and conflict resolution skills.
Excellent planning, organizational, time management, analytical, and problem-solving skills.
Sound judgment and decision-making skills.
High attention to detail and accuracy.
Ability to effectively multi-task and manage multiple concurrent projects with competing objectives.
Certifications Required:
Driver's license with acceptable driving record required.
Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certification preferred.
Environmental, Physical and Psychological Requirements
Standing - Occasionally
Walking - Occasionally
Sitting - Frequently
Lifting - Rarely (40 Lbs)
Carrying - Rarely
Pushing - Rarely
Pulling - Rarely
Balancing - Rarely
Stooping - Rarely
Kneeling - Rarely
Crouching - Rarely
Crawling - Rarely
Reaching - Occasionally
Handling - Occasionally
Grasping - Occasionally
Feeling - Occasionally
Talking - Frequently
Hearing - Frequently
Repetitive Motions - Frequently
Eye/Hand/Foot Coordination - Occasionally
Noises louder than normal speaking volume - Occasionally
Temperature Changes - Rarely
Atmospheric Conditions - Rarely
Additional InformationThe pay range for the regular position is: $30 to $39 per hour (S15).
The pay range for the senior position is: $36 to $47 per hour (S16).
Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.
This position is eligible for our corporate bonus program based on company performance.
We anticipate this position to close on 11/08/2024. Please submit your application at your earliest convenience to be considered.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
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Job DescriptionThe HR Business Partner (HRBP) is an important member of the Ent HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. Our HRBPs are integrated "Boots on the Ground" business partners whose primary focus is cultivating effective employee relations. HRBPs collaborate with team members within the HR Core Services Center to resolve general HR questions; their expertise to resolve complex HR concerns. The HRBP is a developing business partner with strong collaboration, planning, problem-solving, and communication skills who has demonstrated the ability to effectively manage multiple tasks and projects. The desired candidate will have experience in several core areas of HR including employee relations, performance management, and leadership coaching.
Essential Functions
HR Operational Support / Compliance: Support the organization in developing and executing strategies focused on talent management, compensation, organizational effectiveness, workforce planning, performance management, employee relations and engagement. Lead, develop and inspire a diverse, equitable and inclusive workforce culture. Act as a business partner to improve work relationships, improve employee satisfaction, decrease turnover, and advocate as the employee voice. Provide day to day performance management guidance to division chiefs, senior executives and managers while displaying a high degree of confidentiality. Establish and maintain an intimate understanding of business units as a whole in order to foster a productive, engaged and diverse workforce. Work closely with management and employees to improve work relationships, build morale, increase productivity and promote a positive employee experience. Collaborate with recruitment, maintaining a strong focus on acquiring and retaining top talent. Meet with senior leadership in the annual talent review, assessing staff readiness and high potentials; facilitate succession planning conversations and career pathing that builds a solid pipeline for future growth. Assess and conduct training on policy changes, HRIS updates, and all other HR topics as needed for organizational development. Translate data-driven models, analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies that address gaps and improve performance and retention. Initiate all human resources actions in HRIS system including promotions, location changes, terminations, etc. Coach and/or counsel management on employee relations issues including performance improvement plans. Determine, initiate and conduct internal investigations that lead to resolution, discipline and/or terminations. Partner with the legal team when formal investigations are opened, including complaints from the whistleblower hotline; provide a high-level of influence and employment law knowledge to make the right decision for Ent. Maintain working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Respond to unemployment claim filings and represent Ent in unemployment claim hearings. Manage FMLA, STD, LTD, and ADA and worker's compensation escalations. Ensure compliance with federal, state, and local employment laws and regulations. Conduct employee termination meetings, assist with out-processing and identify exit interview data trends and make recommendations to leaders. Succession planning for chiefs, execs, and other leaders. Analyze trends and metrics in partnership with HR group to develop solutions, programs, and policies. Manage and resolve routine employee relations issues. Partner with Sr. HRBPs to resolve more complex issues. Maintain working knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required.
Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.
QualificationsMinimum Formal Qualifications for the regular position:
Bachelor's Degree in Human Resource Management, Organizational Development, or similar relevant field.
4+ years' combined HRBP or generalist experience in the Human Resource Management field.
4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred
Minimum Formal Qualification for the senior position:
Bachelor's Degree in Human Resource Management, Organizational Development, or similar relevant field.
6+ years' combined HRBP or generalist experience in the Human Resource Management field.
5+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred
1+ years’ supervisor or team leadership experience - Preferred
Each year of relevant work experience may be exchanged for a year in a relevant degree program or vice versa.
Technical or Specialized Knowledge/Skills:
Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affirmative Action regulations.
Technically savvy with advanced skills in Microsoft Office (Excel, Word, PowerPoint).
Extensive knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR.
Ability to work independently, resourcefully, and flexibly.
Strong interpersonal, persuasive, written/verbal communication, and conflict resolution skills.
Excellent planning, organizational, time management, analytical, and problem-solving skills.
Sound judgment and decision-making skills.
High attention to detail and accuracy.
Ability to effectively multi-task and manage multiple concurrent projects with competing objectives.
Certifications Required:
Driver's license with acceptable driving record required.
Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certification preferred.
Environmental, Physical and Psychological Requirements
Standing - Occasionally
Walking - Occasionally
Sitting - Frequently
Lifting - Rarely (40 Lbs)
Carrying - Rarely
Pushing - Rarely
Pulling - Rarely
Balancing - Rarely
Stooping - Rarely
Kneeling - Rarely
Crouching - Rarely
Crawling - Rarely
Reaching - Occasionally
Handling - Occasionally
Grasping - Occasionally
Feeling - Occasionally
Talking - Frequently
Hearing - Frequently
Repetitive Motions - Frequently
Eye/Hand/Foot Coordination - Occasionally
Noises louder than normal speaking volume - Occasionally
Temperature Changes - Rarely
Atmospheric Conditions - Rarely
Additional InformationThe pay range for the regular position is: $30 to $39 per hour (S15).
The pay range for the senior position is: $36 to $47 per hour (S16).
Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.
This position is eligible for our corporate bonus program based on company performance.
We anticipate this position to close on 11/08/2024. Please submit your application at your earliest convenience to be considered.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.
#J-18808-Ljbffr