- Establish an effective partnership with business leaders as a tenured business partner capable across key talent decisions, providing advice and expertise, tailored for specific business needs.
- Drive informed decision making by using data to identify trends; work with business partners to determine root cause of issues and develop departmental and/or organizational effective solutions.
- Employee Relations: Establishes and maintains excellent relationships with internal business partners within main office to position themselves as the HR point of contact for assigned departments or groups; Partners directly with managers with respect to employee relations issues and interpretation of policy; provides coaching and support regarding the performance management process and disciplinary actions.
- Be a champion of HR process change. Analyze processes, data and trends to make recommendations to Talent organization management team for continuous improvement.
- Partner with HR colleagues of all levels to drive efficiencies and leverage best practices.
- HR Policy Management: Interprets handbook policies with employees and managers to provide guidance and counsel to members of departmental management teams as well as non-management staff using creative and practical solutions to proactively anticipate, prevent and resolve HR issues.
- Performance Management: Advise departmental managers throughout the performance management and annual merit process to ensure a consistency methodology and approach; Partners with managers and supervisors to proactively identify potential organizational issues and recommend an appropriate course of action.
- Ensures compliance with corporate processes and state/federal requirements, pertaining to employee issues, including but not limited to: payroll, hiring practices, employee performance issues, disciplinary actions and terminations.
- In conjunction with Director of HR, will coordinate employee investigations from start to finish including thorough documentation of interviews, summarizing findings, and recommending resolutions.
- Organizational Communication: experience with creating and managing corporate messaging and utilizing various channels to deliver those messages (i.e., intranet portal, dashboard creation).
- HR Administration: Utilizes HCM system (Workday) for all HR transactions as it relates to the main office personnel; onboarding new employees; new employee orientations.
- Assist VP and Director of HR with special projects such as process improvements, system implementations, re-organizations, employee opinion survey actions, job analysis, and other projects as needed to support strategic HR and business initiatives.
- Collaborate and coordinate with other HR team members to ensure all departmental and business deliverables meet agreed commitments
- Ensure appropriate controls are in place and managed effectively for all critical HR processes.
- Lead and/or actively participate in HR projects, aligned to key identified HR priorities.
- Perform other duties as may be assigned.
- Bachelor's degree.
- A minimum of 7-10 years of progressive HR experience; credit union, banking or retail experience preferred working in a high paced environment.
- Demonstrated experience handling employee relations issues of varying complexity
- Ability to use HR reporting & analytics in generating insights and presenting findings back to the business, as well as tracking and disseminating key HR data.
- HR Certification preferred.
- Preferred Proficiency with Workday - HCM, Payroll, Onboarding, Recruiting, Reports, Talent, Compensation.
- Proficiency using all Microsoft suite products - Word, Excel, PowerPoint, Outlook.
- Demonstrated experience building strong, effective and trusted relationships across the organization.
- Demonstrated ability to inspire trust and openness amongst colleagues and clients together with a reputation for high personal integrity.
- Strong communication skills, both written and verbal, ability to influence and articulate a variety of issues to different audiences, tailoring messages accordingly.
- Strong consultative and negotiation skills: effectively work as part of both the HR team as well as the organizational team as a whole. Strong customer service orientation.
- Expertise building consensus on a cross-functional basis.
- Must have demonstrated documentation experience - gathering information and documenting said information in a clear and concise manner.
- Must have excellent judgment and conflict management skills; ability to work through ambiguous situations and advise business partners with comfort and ease.
- Strong organizational skills with the ability to multi task while meeting commitments and deadlines.
- Attention to detail and quality to ensure accurate and thorough work product.
- Must follow through on commitments and close out projects.
- Analytical and critical thinking skills required for reporting, analysis and problem solving.
- Ability to work effectively across multiple geographies and internal business partners.
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Human Resources Business Partner - Atlanta, United States - Georgia's Own Credit Union
Description
If you would enjoy working in a dynamic environment and are looking for an opportunity to become part of a stellar team of professionals dedicated to service, we invite you to apply online today.This position is responsible for providing guidance and support primarily to our main office and remote teammates across the organization.
ESSENTIAL DUTIES AND RESPONSIBILITIES:
To perform this job successfully, the employee must be able to perform each essential job duty satisfactorily. All employees must be able to communicate face to face or through technology with or without reasonable accommodation. Employee will be in an office environment (well-lighted, heated, and air-conditioned) typically stationed at a desk or table. Employee will be asked to sit and stand for various increments of time, and to lift/push up 10 lbs. Clerical office duties on various forms of technology are required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions.
All positions that have lending responsibilities must comply with all requirements under the SAFE ACT, as well as the Credit Union's policies and procedures related to the SAFE ACT. This includes an obligation on the employee's part to ensure that NMLA registration pertaining to the SAFE ACT is kept current. The employee must notify the Credit Union within 30 days of any changes that need to be reflected on the NMLS registry.
Georgia's Own Credit Union is an equal opportunity employer and will not discriminate against any employee or applicant on the basis of age, color, disability, gender, national origin, race, religion, sexual orientation, veteran status, or any classification protected by federal, state, or local law. Consistent with obligations under federal law, every company that is a federal contractor or subcontractor is committed to taking affirmative action to employ and advance women, minorities, disabled veterans, special disabled veterans, veterans of the Vietnam era, and other eligible veterans.
We are an equal opportunity employer. Employment selection and related decisions are made without regard to sex, race, age, disability, religion, national origin, color or any other protected class.
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