Travis Credit Union Careers

Description

Travis Credit Union’s (TCU) Human Resources Business Partner (HRBP) is a business-focused and solutions-oriented change agent. They advise and coach leaders on People strategy to drive outstanding business performance and foster strong positive employee experience; making meaning of the TCU strategies and ensure practices, programs, and tools deliver a highly skilled and engaged workforce. The HRBP's role is both strategic and tactical, providing customized and purposeful support ultimately translating in not only engaged and successful employees but ensuring a great credit union member experience.

Profile:

• Understands the Credit Union’s business strategies and aligns human resource strategy and programs to achieve the business goals.
• Serves as the primary point of contact in all People (HR, L&D) matters for leadership and staff of the Credit Union, as assigned to a designated business group(s). 
• Develops people strategies that enable the successful execution of business strategies.
• Provides human resources consultation and support to a designated business unit to define and execute HR strategies that enable accomplishment of business objectives.
• Provides day to day performance management support and guidance to managers on management, coaching, career development, disciplinary actions and employee relations. This also includes HR best practices, policies/procedures, and HR systems.
• Liaises with People COEs providing input to the planning and seamless execution of People programs.
• Collaborates with other members of the People team to implement People strategy, including representing business unit(s) strategy and expectations, representing the People to the business units, and reconciling issues that create conflict between People and business unit strategy. Assists in measuring results of People processes and tools from a business unit perspective and how the impact of those results can bring about change.
• Drives organizational design and change management; partners with senior leadership to provide People support in developing and executing plans that optimize organizational design and development, talent management, employee development, and employee relations.
• Acts as a change agent as the business continues to scale with the goal of providing mission-driven member and employee experience. Leads organizational assessment that converts strategies into result-driven actions. 
• Drives change through data-based insights and influence; developing and implementing employee-focused change management strategies, meant to improve organizational effectiveness and drive business results through thoughtful use of employee resources.
• Orchestrates and facilitates business unit(s) and executive programs, including assimilations, action-planning, succession planning/talent reviews, career conversations and employee development. 
• Utilizes knowledge of various human resources functions to provide tactical support to line managers. Coaches leadership and employees on policy and procedure, conflict resolution and change management to promote fair and equitable work environment.
• Responsible for the execution of cyclical People processes (employee relations, performance reviews, compensation reviews, talent reviews) and provide appropriate consultation to leaders.
• Understand concepts related to diversity, equity, inclusion and belonging (DEIB); advocates for DEIB in all practices and process. 
• Assesses the talent needs within the organization and develops plans to identify, acquire and develop the next generation of leaders. 
• Reviews and analyzes business data to identify trends and recommends solutions to improve employee engagement, performance, retention, and employee experience.
• Leverages business acumen, financial data, and market trends to inform the People strategy. Gathers data describing organizational structures, business and operating procedures, reporting relationships, and team interactions through needs assessments, focus groups, or employee interviews, with the goal of identifying areas for improvement.
• Provides proper guidance and support for the recruitment process by assisting with leadership expectations, staffing models, and potential talent development.
• Partners with the HR subject matter experts to effectively answer and resolve all complex inquiries. This includes workers compensation and leaves of absence to ensure consistency of best practices. 
• Partners with leadership and Employee Relations on matters of counseling, performance improvement and disciplinary action. 
• Partners with Leave of Absence team and Leave of Absence Administrator on leaves and accommodations.
  Collaborates with leadership to understand and improve employee engagement, employee retention and turnover reduction.
• Interprets TCU policies and employee state and federal law to ensure all EEO matters are addressed in a fair, equitable and consistent manner.
• Maintains a thorough understanding of state, city and federal laws and regulations related to credit union compliance including bank secrecy and anti-money laundering laws appropriate to the position as well as to all other positions under each designated business group.
• Collaborates across all of TCU to lead and drive key initiatives for employee engagement and recognition.

Skills:

• Acts as a creative and inspiring HR leader at TCU with an ability to motivate leaders to effect meaningful cultural change.
• Effective oral and written communication skills required to understand and communicate information and ideas in a clear and understandable manner with key business partners as it relates to human resources matters. 
• Knowledge and ability to use independent judgment in regards to all relevant state and federal laws that govern HR management and employment issues, as well as company policies and procedures. 
• Experience in multiple HR disciplines to include: employee relations, talent development, talent management, performance management, recognition, diversity and inclusion, team member engagement and retention, executive coaching, compensation, and staffing and recruiting. 
•  Experience in multiple HR disciplines (Talent Management, Total Rewards, Talent Acquisition, Employee Relations, Compensation, etc.).
• Proficiency in People technology and tools (HRIS, ATS, LMS).
  Strong analytical skills, critical thinking/judgment skills, and attention to detail.
• Ability to manage change and inspire business partners to embrace change. 
• Strategic thinking and project management skills. 
• Ability to effectively partner and influence at the executive, management, and staff level. 
• Strong ability to read, analyze and interpret financial reports and legal documents. 
• Advanced MS Office (Outlook, Word, PowerPoint, Excel) skills. Professional presentation skills.

Reporting and Experience:

• Reports to Chief People Officer.
• Bachelor’s degree in Business, HR or related field required, Master’s degree a plus.
• Minimum 10 years of experience in a strategic Human Resources function role with 7 years driving broad strategic initiatives, required.
• Minimum of 5 years and proven ability enabling transformational change, required.
• Demonstrated ability to leverage data to develop insights presented to HR and business clients, required.
• Minimum of 5 years and proven ability developing and leading measurable companywide DEIB, or employee engagement programs, required.
• Demonstrated ability to leverage data to develop insights, required.
• Exceptional organizational and interpersonal skills; demonstrated ability to build trusting professional networks, required.
• Strong evidence of Project Management skills, required.
• Evidence of strong communication skills (written and verbal) with demonstrated ability to clearly articulate issues to differing audiences, tailoring messaging as appropriate, required.
• Senior/Professional in Human Resources (S/PHR) Certificate or SHRM, Senior/Certified Professional (SHRM-S/CP), strongly preferred.
• Provides leadership, coaching, and/or mentoring to junior roles.
• Ability to work in a matrixed environment, preferred.
• Prior experience in Credit Union or Banking industries, preferred.