HR Business Partner

Take your career to the next level! In the last few years our goal has been expansion, creating growth opportunities for many of our team members. Not only are we serious about growth, but we are also serious about helping our customers during hard financial times.

We take pride in providing solutions and offering a helping hand, not only to our customers but also to the communities we serve. As we continue to expand and grow into a national leader in consumer financing, we invite you to consider joining our team.

If you're passionate about making a meaningful impact in people's lives and bringing a personal touch to finance, we'd love to have you on board!

Job Purpose The HR Business Partner role is a thought leader driving change in creating a positive team member experience, building leadership capability, while aligning HR objectives with business goals. The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in the field and corporate office. The HRBP ensures that the human resource programs support the long-term goals of the company.

The position formulates partnerships across the HR function to deliver value-added service to management and team members that reflects the business objectives of the organization, its culture and its competition.

Duties and Responsibilities HR Business Partner Partners closely with leadership to understand and execute the organizations human resource and talent strategy particularly as it relates to, retention, and succession planning.

Researches, analyzes data and prepares quarterly reports on HR trends, new HR project suggestions, and current program goals and progress.

Provides day-to-day performance management guidance to management (e.g., coaching, counseling, career development, disciplinary actions).Works closely with management and team members to improve work relationships, build morale, and increase productivity, and retention.

Work with leadership to monitor the performance of underperforming Team Members Create, track, monitor, and publish Performance Appraisal database and dashboard for all Team members

Work with Operations to develop career paths for key positions

Develops, reviews and assist with revision and creation of appropriate company policies and procedures and assists with corporate communications.

Handles employment-related inquiries from employees, and supervisors, referring complex and/or sensitive matters to the appropriate staff.

Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

Build a strong consultative relationship with field management and becoming a trusted advisor and focused on seizing opportunities and driving strategy.

Coach and provide advice to company leaders and team members regarding strategic and complex organizational and team member issues while providing proactive and pragmatic solutions

Use and request data strategically- understand when and what type of data will assist in making smart, informed decisions. Interpret complex analyses and tie back to business priorities

Ensure inclusion, diversity, equity and accessibility are integrated into talent practices at all levels

Works closely with Director of Talent Management and the Senior Manager of HR Operations to identify development needs for the business and Team Members.

Collaborates with departmental managers to understand the skills and competencies required for succession planning

Implements employee recognition programs and assist in employee engagement

Provide guidance to management and employees on human resources issues, employment law, and develop new programs and initiatives to meet management needs

Generate solutions and implements with input from more senior HR teammates

Anticipate and plan for long-term human resource needs and trends in partnership with business management

Assist in the formulation of objectives for personnel policies & procedures and manpower goals

Performs other related duties as assigned.

Evaluate and interpret data trends, synthesizing findings into executive-level summaries that inform strategic decision-making

Minimum Qualifications 5-7 years progressive human resources manager/generalist experience or equivalent combination in a fast paced environment.
2+ years’ experience leading and developing high performing HRBP teams

Experience managing or consulting with a large client base

Self-starter:
Able to challenge the status-quo constructively. Intellectually agile, self-confident, and highly articulate

Must pass pre-employment screenings.

Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws.

Preferred Qualifications Bachelor’s degree preferred.

PHR or SPHR preferred.

Critical Competencies Solid knowledge of laws, court procedures,…