First Tech Federal Credit Union Hiring for Human Resources Business Partner II Job at Hillsboro, OR Full Time

The Human Resources Business Partner II (HRBP II) acts as a strategic advisor and change agent, partnering with leaders to plan and execute HR programs that support business unit objectives. The HRBP II provides proactive advice and support to optimize talent, including employee relations, talent planning, compensation, performance management and employee development.

Here’s what you can expect from the job and what you need to be successful:

Job duties

• Provide strategic insight to senior People leadership regarding business objectives, challenges and opportunities and the resulting talent implications (near and longer term)
• Partner with senior People leaders to enable and ensure execution of the business unit’s strategy
• Partner with business unit leaders to shape and implement the talent strategy, ensuring alignment with the enterprise vision and strategy
• Consult with business unit leaders on the establishment of performance goals/priorities aligned to enterprise strategy and partner on the ongoing assessment, coaching, and development of leaders against these goals
• Coach, advise and support business unit leaders and team on a wide range of HR issues including employee relations, performance management and optimization, compensation, talent planning, organizational structure and design, policy development and implementation and application of employment law
• Guide business unit leaders in all talent development activities including talent reviews, talent pools, succession planning, and leadership development
• Participate in interview process for senior leaders and collaborates with hiring managers on hiring decision
• Proactively identify and escalate employment issues or concerns to business unit leadership as appropriate
• Leverage data and predictive people analytics to resolve issues and provide insight that supports the business
• Identify risks of misalignment between individual position, business unit and enterprise priorities and facilitate leaders through associated solutions and decision

Essential skills

• Minimum Education: Bachelor’s degree (preferably in Business or Human Resources Management)
• Minimum 5 years’ experience in general Human Resources (including two years in a strategic or leadership role) in an organization with more than 250 employees with a rapid and complex changing work environment
• Demonstrated success partnering with senior leadership in providing strategic HR support
• Excellent communication and presentation skills to leaders at all levels
• Effectively operates with autonomy and discretion
• Able to read dashboards and analyze data to derive insights
• Strong working knowledge of relevant state and federal employment laws
• Strong knowledge of Microsoft Office Suite and HRIS software
• Certification/License: PHR or SHRM-CP preferred

Location: Hillsboro, OR 97124 (HYBRID)

Target Compensation in Hillsboro, OR: $80,000 to $90,000 annually + annual bonus

Benefits options include:

• Traditional medical, dental, and vision coverage
• 401K matching up to 5% per pay period
• Accrue up to 17 days of Paid Time Off your first year of employment
• 11 paid federal holidays
• Special employee pricing on lending products such as mortgage, auto, and personal loans (eligibility for special employee pricing is subject to standard account requirements and underwriting criteria)

What makes First Tech different? Click here to learn more!

First Tech is not currently offering Visa sponsorship for this position

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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)