HR Business Partner Director

The HR Business Partner Director serves as the primary strategic partner to assigned business areas, aligning HR strategies and programs with business objectives to drive organizational performance. The incumbent provides strategic guidance to leaders on workforce planning, organizational design, talent management, succession planning, employee relations, performance management, and change management. The incumbent must demonstrate strong consulting and influencing skills, business and financial acumen, and the ability to build trusted partnerships across the organization.

Working closely with leaders, the Business Partner develops workforce strategies, strengthens leadership capability, and supports organizational change to foster a high-performing, engaged workforce. This position champions the credit union’s culture and values while ensuring HR practices are consistent, compliant, and aligned with business priorities.

The HR Business Partner Director serves as the primary strategic partner to assigned business areas, aligning HR strategies and programs with business objectives to drive organizational performance. The incumbent provides strategic guidance to leaders on workforce planning, organizational design, talent management, succession planning, employee relations, performance management, and change management. The incumbent must demonstrate strong consulting and influencing skills, business and financial acumen, and the ability to build trusted partnerships across the organization.

Working closely with leaders, the Business Partner develops workforce strategies, strengthens leadership capability, and supports organizational change to foster a high-performing, engaged workforce. This position champions the credit union’s culture and values while ensuring HR practices are consistent, compliant, and aligned with business priorities.

• Partner with executive and leaders to align people strategies with business objectives, serving as a trusted advisor on organizational design, workforce planning, leadership effectiveness, talent management, succession planning, and change leadership.
• Develop a deep understanding of business strategies, priorities, and operating models to provide proactive, business-focused HR consultation and solutions that drive organizational performance and long-term success.
• Leverage workforce analytics, talent insights, and key business metrics to identify trends, assess organizational effectiveness, address talent gaps, recommend and implement data-driven solutions that improve business outcomes.
• Champion a high-performance culture by coaching leaders on performance management, continuous feedback, employee development, and accountability, consistent with the organization's leadership and performance philosophy.
• Drive enterprise talent management processes, including talent reviews, succession planning, leadership development, and capability building, ensuring the organization has the right talent in place to meet current and future demands.
• Foster an environment of open communication, addressing employee concerns with professionalism and empathy, and partnering with leaders to resolve workplace issues in a fair, consistent, and business-minded manner.
• Provide expert guidance on employee relations matters, ensuring compliance with policies and employment practices, and conduct thorough, objective, and well-documented workplace investigations.
• Lead and influence organizational initiatives by developing coaching leaders and employees through transitions, and driving adoption of new processes, structures, and ways of working.
• Coach leaders and employees on career development, leadership…