Michigan State University Federal Credit Union Hiring for Human Resources Business Partner II at East Lansing, MI  Full Time

The HR Business Partner (HRBP) position is responsible for aligning business objectives with employees and management in designated business units within the Credit Union. The position serves as a consultant to management on human resource-related issues. A successful HRBP acts as an employee champion and change agent. The role assesses and anticipates HR-related needs, communicating needs proactively with our HR department and business management, the HRBP seeks to develop integrated solutions. The position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization.

Work Arrangement – This position is able to work hybrid (1-2 days/week) at our East Lansing Headquarters. Additional travel to assigned business units quarterly is required (areas include Lansing, Jackson, West Michigan/Grand Rapids, and Traverse City)

An offer of employment with MSU Federal Credit Union and affiliates is contingent upon the agreed work arrangement (onsite/hybrid/remote) and work location. MSU Federal Credit Union may or may not be able to accommodate temporary or permanent changes to work arrangements or allow employment outside the city and/or state of residency in which the new hire resides at the time of offered employment.

Compensation & Benefits –

• Salary Range:
  • HR Business Partner II – $75,000-95,000+ dependent on experience
  • Senior HR Business Partner – $95,000-115,000+ dependent on experience
• 100% Company-Paid Health, Dental, Vision, Life, and Long-Term Disability Premiums
• Up to 26 days of PTO within your first year, as well as Volunteer Time Off & 11 Paid Holidays
• 401(k) with an immediate 2:1 Match
• Tuition Reimbursement
• Up to 12 Weeks of Paid Parental Leave

Essential Duties & Responsibilities

Human Resources Business Partner II:

• Enhances productivity and reduces liability through improved communications and driving HR practices including, but are not limited to, company handbook, job descriptions, performance appraisal system, employee counseling, compensation philosophy, hiring processes, terminations, and morale/retention programs
• Identifies legal requirements and government reporting regulations affecting HR functions and helps ensure current policies, procedures, and associated actions are in compliance
• Provides guidance and service for employees, focusing on liability management, employee counseling, and policy interpretation
• Serve as a resource and leader for all team members by being available and accessible to discuss all human resources related issues
• Conducts regular meetings with respective business units leadership
• Analyzes trends and metrics in partnership with the HR department to develop and refine HR solutions, programs, and policies
• Identify opportunities and recommend management strategies to increase performance, increase employee engagement, strengthen the corporate culture, and positively impact both HR and the business
• Create efficiencies and refine process to increase department effectiveness
• Implement HR initiatives to improve organizational effectiveness, including performance management, compensation administration and culture development
• Recruiting, sourcing, interviewing, selecting, hiring, and onboarding new employees including assessing applicant skill levels, recommending staffing levels and plans, establishing and following recruiting procedures, conducting effective interviews, and coordinating all pre-employment screens
• Attend and participate in Credit Union, community, and recruiting events
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention
• Advise managers on the corrective action process, making recommendations for write-ups, performance improvement plans, and terminations
• Provide managers with expert guidance, coaching and support on the full range of HR activities including policies and procedures, employee relations, organization structures, career planning, performance management, etc., in order to ensure a consistent and fair approach to people management
• Prepare budgetary recommendations that meet departmental goals and provide for effective management of resources
• Manage complex employee situations with valuable recommendations effectively and independently
• Recommend and review promotions, merit increases, and other employee incentives
• Assure compliance with all applicable laws and corporate policies/guidelines, and identify opportunities to develop and implement new practices/guidelines to achieve business goals
• Educate and council employees on benefit options and assist with benefit administration
• Conduct and interpret wage and salary surveys and recommend changes to ensure the maintenance of the company’s compensation objectives
• Ensure all related expenses and cash transactions are in accordance with budget and properly accounted
• Assist with the company’s payroll requirements and related activities as needed
• Assist in the creation and maintenance of policies, practices, and procedures
• Develop and implement metrics to evaluate the effectiveness of Human Resources programs and measure the degree that the programs contribute to organizational goals
• Maintain employee confidence and protect human resources operations by keeping information confidential
• Protect and enhance the organization culture by furthering the core values, the mission, operating philosophy, and other organizational cultural elements
• Suggest, implement and maintain HR policies and procedures to ensure effective, fair and consistent management of employees throughout the organization, and ensure that the employee handbook is comprehensive and up-to-date
• Serve as a link between management and employees by handling questions, interpreting and administering policies and procedures and helping resolve work-related problems, escalating as needed
• Consult managers on employee relations issues including participating in investigations when needed
• Assists with planning, implementation, and on-going maintenance and compliance of labor relations, employee relations, equal employment opportunity, diversity, retention and compensation programs
• Participate in training activities within your department or branch and with the learning and talent development department; such training helps to ensure employee compliance with Credit Union policies and state and federal regulations and laws

Senior Human Resources Business Partner:

• All of Human Resources Business Partner I and II duties and responsibilities
• Conduct needs assessments to determine program and training needs to enhance employee job performance and overall company performance
• Contribute to and advise on strategic direction of respective business units
• Consult with management on performance, organizational, and leadership matters including providing consultative services to the business units regarding short- and long-term planning for organizational development and human resources programs
• Responsible for integration of human resource, leadership, mentoring, career succession and related programs/projects to achieve strategic business goals and operational objectives
• Maintain an effective level of business literacy about the business unit’s financial position, its primary goals, its culture and its competition
• Manage the individual development planning process for executives and emerging leaders
• Evaluate strategies and programs to measure the achievement of established goals

Knowledge, Skills, and Abilities Required

Human Resources Business Partner II:

• High School Diploma or GED required.
• Minimum of a Bachelor’s degree or equivalent in Human Resources, Business, or Organization Development or other related field; or equivalent combination of work experience and education
• Five to eight plus years of progressive experience in human resources positions
• Certified Human Resources Professional, Professional in Human Resources (PHR) or Senior Human Resources Professional (SPHR) certification strongly preferred
• Specialized training in employment law, compensation, organizational planning, organization development, employee relations, safety, training, and preventive labor relations, preferred
• Ability to communicate controversial topics or complex ideas in a clear, concise and logical sequence at a level appropriate to the audience
• Understanding of their respective business units’ strategic direction and aligns HR practices accordingly
• Solid interpersonal skills which allow for the appropriate methods of dealing with human behavior in a variety of business circumstances
• General knowledge of employment laws and practices
• Effective oral and written communication, interpersonal, and coaching skills
• Excellent organizational skills with the ability to work accurately with close attention to detail
• Displays a high level of effort and commitment to performing work; operates effectively within the organizational structure; demonstrates trustworthiness and responsible behavior
• Proven candidate sourcing and relationship building skills
• Excellent computer skills and ability to utilize an HRIS system and other applicable systems
• Demonstrate skills in consensus-building and mediation in order to constructively address employee conflicts
• Demonstrate skills critical for managerial success including leadership, decisiveness, flexibility, sound business judgment, and highly developed personal, analytical and communication skills
• Maintain knowledge of industry best practices by attending workshops, reviewing professional publications, establishing personal networks; participating in professional organizations
• Ability to look at the company trends and anticipate future needs
• Exceptional attention to detail
• Highly effective decision-making and critical thinking skills in ambiguous situations
• Ability to foster teamwork and develop productive relationships with the HR team and various departments
• Ability to work independently with minimal supervision
• Demonstration the highest level of ethical behavior and maintain highly confidential information
• Ability to travel for recruitment meetings, and career fairs and maintain a flexible work schedule
• Ability to gather and analyze information skillfully and identify and resolve problems in a timely manner
• Excellent time-management, prioritization, planning and organization skills to meet deadlines
• Remain flexible in order to adapt to changes in work environment
• Demonstrate resourcefulness and initiative

Senior Human Resources Business Partner:

• All of Human Resources Business Partner I and II knowledge, skills, and abilities
• Eight plus years of progressive experience in Human Resources positions
• Ability to prepare and analyze comprehensive reports
• Strategic analysis skills with an ability to communicate a conceptual idea or vision and then assists with development of systems, processes that are executable, realistic and results-oriented
• Ability to analyze and appraise facts and precedents in making decisions
• Knowledge of business and management principles involved in strategic planning, resource allocation, leadership techniques, and coordination of people and resources
• Advanced influencing, persuading, coaching and negotiating skills
• Subject matter expert of HR policies, procedures, programs, and offerings
• Advanced knowledge of applicable employment laws and practices

Physical Demands and Work Environment

• May be required to remain in a stationary position for an extended period of time
• Ability to operate standard office technology, equipment and tools, which may include many hours of computer and phone usage.
• Occasionally needs to move about inside of office area
• Exposure to potentially hazardous condition, i.e. robbery. Receives detailed instructions and procedures to be followed to minimize the exposure
• This position is able to work in hybrid or onsite working arrangements

Disclaimer:

The above statements are intended to indicate the kinds of tasks and levels of work difficulty that will be required of positions that will be given this title and shall not be constructed as declaring what the specific duties and responsibilities of any particular position shall be. It is not intended to limit or in any way modify the rights of any supervisor to assign, direct, and control the work of employees under his or her supervision. The use of a particular expression or illustration describing duties shall not be held to exclude other duties not mentioned that are of similar kind of level of difficulty. MSU Federal Credit Union is an affirmative-action, equal-opportunity employer. Reasonable accommodations may be made for individuals with disabilities to enable them to perform the essential functions of the position.