Human Resources Business Partner

Job Summary

The HR Business Partner (HRBP) delivers value-added services to management and employees that reflect the business objectives of the organization. The incumbent formulates partnerships with managers and HR group members to help drive employee engagement and retention, while serving as a coach and advisor to employees at all levels within the organization. The HRBP maintains a level of business literacy about the business unit's staffing and professional development needs, its culture, and business objectives.    

 

Key Responsibilities / Essential Functions

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

• Serve as a trusted partner to the supported business line and/or market executives, applying strong knowledge of business strategies.  Directly align human resource and people initiatives to the business strategy.
• Establish and maintain strong, trust-based partnerships with line of business leadership, and other stakeholders within and across lines of business, markets, and corporate support functions.  Leverage relationships to positively influence human capital management and effectively implements human resource solutions and people strategies that align with and support the business strategy and objectives.
• Partner with human resource subject matter experts (compensation, operations, benefits, and talent acquisition) to implement human resource services and programs to support organizational growth and initiatives; ensures a unified HR service delivery model.
• Provide day-to-day performance management guidance to management (e.g., coaching, counseling, career development, corrective action).
• Manage and resolve complex employee relations issues. Conduct effective, thorough and objective investigations. Make recommendations based on findings (corrective action, termination, etc.).
• Support business unit restructures, workforce planning, and succession planning.
• Assist in training employees and leaders on human resource-related topics.
• Assist in the creation of development plans for high potential employees and identify high potentials at all levels for current- and future-state critical roles.
• Partner with departmental leaders in staff planning and understanding hiring needs.
• Analyze trends and metrics in partnership with internal HR partners to develop solutions, programs, and policies.
• Partner with assigned client groups for goal creation and implementation. 
• Identify and implement solutions to improve performance, engagement, and retention to increase productivity.
• Report and present regularly to the Human Resources Manager to assess how effectively human resource initiatives are enabling organizational objectives.
• Support a culture that drives engagement and undertake all responsibilities with a superior commitment to ethical practices, integrity, and confidentiality of sensitive information.
• Support projects and other internal initiatives such as the employee engagement survey, training and development initiatives and job description design.
• Maintain confidentiality and security of sensitive information.
• Adhere to all corporate policies and procedures, Federal and State regulations, and laws. 
• Complete all mandatory annual compliance training.
• Follow regulatory requirements including those pertaining to the Bank Secrecy Act (BSA), Anti-Money Laundering (AML), Customer Identification Program (CIP), and OFAC to assist in the identification, detection and determent of money laundering and other unlawful activities, as well as regulations pertaining to lending and consumer compliance to include fair lending laws. 
• Perform other duties and special projects as assigned. 

 

Job Requirements

Education:

• Bachelor’s Degree in Human Resources, Psychology or related field.
• 2+ years of experience in human resources or employee relations.

Required:

• Strong knowledge of human resources principles and practices including talent acquisition, talent management, performance management, cultural transformation, and employee engagement.
• Knowledge of relevant federal, state, and local employment related laws (EEO, ADAA, FLSA, Wage & Hour).
• Demonstrated experience in staff planning, coaching for success, and team member rewards and recognition. 
• Excellent facilitation, presentation, verbal, and written communication skills.
• Excellent people management skills.
• Excellent conflict management, consulting, client management and business literacy skills.
• Capacity to navigate ambiguity and manage competing and conflicting priorities.
• Effectively builds and maintains positive working relationships with all levels of employees.
• Ability to organize multiple activities, which require close attention to detail.
• Ability to work independently and as part of a team to achieve goals.
• Proficient in Microsoft Office products.

Preferred:

• PHR or SHRM-CP or other HR certifications.

 

About HomeTrust Bank

HomeTrust Bank, founded in 1926, is a North Carolina chartered, community-focused financial institution committed to providing value-added community banking through online/mobile channels and multiple locations in Virginia, North Carolina, South Carolina, Tennessee, and Georgia. Learn more at www.htb.com. Apply today to take your first steps towards joining this talented population of employees within a growing organization. 

 

Work Environment, Physical Requirements  

The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job.  HomeTrust Bank promotes an equal employment opportunity workplace which includes reasonable accommodation of qualified applicants and employees.

• This job operates in a professional office environment and routinely uses standard office equipment such as computers, phones, photocopiers, and fax machines.
• Specific vision abilities required by this position include close vision, distance vision, and the ability to adjust focus.
• Physical activity requiring reaching, sifting, lifting to 25 lbs., finger dexterity, grasping, feeling, repetitive motions, talking and hearing are required.
• The employee will frequently communicate and must be able to exchange accurate information with others.
• The employee may need to move around their office to attend meetings and to access files, machinery, or other job-related tools.

DISCLAIMER:  HomeTrust Bank is an evolving company.  As such this job description is not necessarily an exhaustive list of all responsibilities, duties, skills, efforts, requirements or working conditions associated with the job.  While this is intended to be an accurate reflection of the current job, management reserves the right to revise the job or to require that other or different tasks be performed as assigned.

HomeTrust Bank values and promotes diversity and inclusion in every aspect of our business and at every level within the company. We recruit, hire, and promote employees based on their individual ability and experience and in accordance with Affirmative Action and Equal Employment Opportunity laws and regulations. Our policy is that we do not discriminate on the basis of race, color, gender, national origin, religion, age, sexual orientation, gender identity, gender expression, genetic information, physical or mental disability, pregnancy, marital status, status as a protected veteran, or any other status protected by federal, state, or local law.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The 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)