HR Business Partner
Company: MSU (Michigan State University) Federal Credit Uni
Location: East Lansing
Posted on: August 4, 2022
Job Description:
The HR business partner (HRBP) position is responsible for
aligning business objectives with employees and management in
designated business units within the Credit Union. The position
serves as a consultant to management on human resource-related
issues. A successful HRBP acts as an employee champion and change
agent. The role assesses and anticipates HR-related needs,
communicating needs proactively with our HR department and business
management, the HRBP seeks to develop integrated solutions. The
position formulates partnerships across the HR function to deliver
value-added service to management and employees that reflects the
business objectives of the organization.In alignment with Michigan
State University and Oakland University's vaccine requirements,
Michigan State University Federal Credit Union requires the
COVID-19 vaccine and booster for all employees working in this
position, excluding those with anapprovedmedical or religious
accommodation, as a condition of employment. Work Location This
position is a hybrid role with a combination of working both onsite
at our Headquarters building in East Lansing or our Auburn Hills
Regional Office and at home. A schedule of expected onsite and
remote work days will be discussed during the interview process.
Essential Duties and Responsibilities Human Resources Business
Partner I:
- Enhances productivity and reduces liability through improved
communications and driving HR practices including, but are not
limited to, company handbook, job descriptions, performance
appraisal system, employee counseling, compensation philosophy,
hiring processes, terminations, and morale/retention programs
- Identifies legal requirements and government reporting
regulations affecting HR functions and helps ensure current
policies, procedures, and associated actions are in compliance
- Provides guidance and service for employees, focusing on
liability management, employee counseling, and policy
interpretation
- Conducts regular meetings with respective business units
leadership
- Analyzes trends and metrics in partnership with the HR
department to develop and refine HR solutions, programs, and
policies
- Identify opportunities and recommend management strategies to
increase performance, increase employee engagement, strengthen the
corporate culture, and positively impact both HR and the
business
- Implement HR initiatives to improve organizational
effectiveness, including performance management, compensation
administration and culture development
- Recruiting, sourcing, interviewing, selecting, hiring, and
onboarding new employees including assessing applicant skill
levels, recommending staffing levels and plans, establishing and
following recruiting procedures, conducting effective interviews,
and coordinating all pre-employment screens
- Attend and participate in Credit Union, community, and
recruiting events
- Advise managers on the corrective action process, making
recommendations for write-ups, performance improvement plans, and
terminations
- Recommend and review promotions, merit increases, and other
employee incentives
- Assure compliance with all applicable laws and corporate
policies/guidelines, and identify opportunities to develop and
implement new practices/guidelines to achieve business goals
- Educate and council employees on benefit options and assist
with benefit administration
- Conduct and interpret wage and salary surveys and recommend
changes to ensure the maintenance of the company's compensation
objectives
- Ensure all related expenses and cash transactions are in
accordance with budget and properly accounted
- Assist with the company's payroll requirements and related
activities as needed
- Assist in the creation and maintenance of policies, practices,
and procedures
- Develop and implement metrics to evaluate the effectiveness of
Human Resources programs and measure the degree that the programs
contribute to organizational goals
- Maintain employee confidence and protect human resources
operations by keeping information confidential
- Protect and enhance the organization culture by furthering the
core values, the mission, operating philosophy, and other
organizational cultural elements
- Suggest, implement and maintain HR policies and procedures to
ensure effective, fair and consistent management of employees
throughout the organization, and ensure that the employee handbook
is comprehensive and up-to-date
- Serve as a link between management and employees by handling
questions, interpreting and administering policies and procedures
and helping resolve work-related problems, escalating as
needed
- Consult managers on employee relations issues including
participating in investigations when needed
- Assists with planning, implementation, and on-going maintenance
and compliance of labor relations, employee relations, equal
employment opportunity, diversity, retention and compensation
programs
- Participate in training activities within your department or
branch and with the learning and talent development department;
such training helps to ensure employee compliance with Credit Union
policies and state and federal regulations and laws
- Perform other duties and assist other employees, as
assignedHuman Resources Business Partner II:
- All of Human Resources Business Partner I duties and
responsibilities
- Serve as a resource and leader for all team members by being
available and accessible to discuss all human resources related
issues
- Create efficiencies and refine process to increase department
effectiveness
- Works closely with management and employees to improve work
relationships, build morale, and increase productivity and
retention
- Provide managers with expert guidance, coaching and support on
the full range of HR activities including policies and procedures,
employee relations, organization structures, career planning,
performance management, etc., in order to ensure a consistent and
fair approach to people management
- Prepare budgetary recommendations that meet departmental goals
and provide for effective management of resources
- Manage complex employee situations with valuable
recommendations effectively and independentlySenior Human Resources
Business Partner:
- All of Human Resources Business Partner I and II duties and
responsibilities
- Conduct needs assessments to determine program and training
needs to enhance employee job performance and overall company
performance
- Contribute to and advise on strategic direction of respective
business units
- Consult with management on performance, organizational, and
leadership matters including providing consultative services to the
business units regarding short- and long-term planning for
organizational development and human resources programs
- Responsible for integration of human resource, leadership,
mentoring, career succession and related programs/projects to
achieve strategic business goals and operational objectives
- Maintain an effective level of business literacy about the
business unit's financial position, its primary goals, its culture
and its competition
- Manage the individual development planning process for
executives and emerging leaders
- Evaluate strategies and programs to measure the achievement of
established goals Knowledge, Skills, and Abilities Required Human
Resources Business Partner I:
- Minimum of a Bachelor's degree or equivalent in Human
Resources, Business, or Organization Development or other related
field; or equivalent combination of work experience and
education
- One to five plus years of progressive leadership experience in
human resources positions
- Specialized training in employment law, compensation,
organizational planning, organization development, employee
relations, safety, training, and preventive labor relations,
preferred
- Certified Human Resources Professional, Professional in Human
Resources (PHR) certification preferred
- Ability to communicate controversial topics or complex ideas in
a clear, concise and logical sequence at a level appropriate to the
audience
- Understanding of their respective business units goals,
direction, strengths, and opportunities
- Solid interpersonal skills which allow for the appropriate
methods of dealing with human behavior in a variety of business
circumstances
- General knowledge of employment laws and practices
- Effective oral and written communication, interpersonal, and
coaching skills
- Excellent organizational skills with the ability to work
accurately with close attention to detail
- Displays a high level of effort and commitment to performing
work; operates effectively within the organizational structure;
demonstrates trustworthiness and responsible behavior
- Proven candidate sourcing and relationship building skills
- Excellent computer skills and ability to utilize an HRIS system
and other applicable systems
- Ability to foster teamwork and develop productive relationships
with the HR team and various departments
- Ability to work independently with minimal supervision
- Demonstration the highest level of ethical behavior and
maintain highly confidential information
- Ability to travel for recruitment meetings, and career fairs
and maintain a flexible work schedule
- Ability to gather and analyze information skillfully and
identify and resolve problems in a timely manner
- Excellent time-management, prioritization, planning and
organization skills to meet deadlines
- Remain flexible in order to adapt to changes in work
environment
- Demonstrate resourcefulness and initiativeHuman Resources
Business Partner II:
- All of Human Resources Business Partner I knowledge, skills,
and abilities
- Certified Human Resources Professional, Professional in Human
Resources (PHR) or Senior Human Resources Professional (SPHR)
certification strongly preferred
- Five to eight plus years of progressive experience in human
resources positions
- Understanding of their respective business units' strategic
direction and aligns HR practices accordingly
- Demonstrate skills in consensus-building and mediation in order
to constructively address employee conflicts
- Demonstrate skills critical for managerial success including
leadership, decisiveness, flexibility, sound business judgment, and
highly developed personal, analytical and communication skills
- Maintain knowledge of industry best practices by attending
workshops, reviewing professional publications, establishing
personal networks; participating in professional organizations
- Ability to look at the company trends and anticipate future
needs
- Exceptional attention to detail
- Highly effective decision-making and critical thinking skills
in ambiguous situationsSenior Human Resources Business Partner:
- All of Human Resources Business Partner I and II knowledge,
skills, and abilities
- Eight plus years of progressive experience in Human Resources
positions
- Ability to prepare and analyze comprehensive reports
- Strategic analysis skills with an ability to communicate a
conceptual idea or vision and then assists with development of
systems, processes that are executable, realistic and
results-oriented
- Ability to analyze and appraise facts and precedents in making
decisions
- Knowledge of business and management principles involved in
strategic planning, resource allocation, leadership techniques, and
coordination of people and resources
- Advanced influencing, persuading, coaching and negotiating
skills
- Subject matter expert of HR policies, procedures, programs, and
offerings
- Advanced knowledge of applicable employment laws and practices
Physical Demands and Work Environment
- May be required to remain in a stationary position for an
extended period of time
- Ability to operate standard office technology, equipment and
tools, which may include many hours of computer and phone
usage
- Occasionally needs to move about inside of office area
- Exposure to potentially hazardous condition, i.e. robbery.
Receives detailed instructions and procedures to be followed to
minimize the exposure
- This position requires onsite presence at the employee's
assigned location for all scheduled shiftsEqual Opportunity
Employer/Protected Veterans/Individuals with DisabilitiesThe
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)
Keywords: MSU (Michigan State University) Federal Credit Uni, East Lansing , HR Business Partner, Human Resources , East Lansing, Michigan
Didn't find what you're looking for? Search again!
Loading more jobs...