Human Resources Business Partner

Overview
The Human Resources Business Partner (HRBP) is a change agent and an employee champion that aligns business objectives with HR initiatives in designated business units. The HRBP advises on business issues by aligning people and practices with the organizational strategy. Think strategically, plan for the future, and consult as well as oversee change management strategies. Anticipate needs to develop solutions which they proactively communicate.
Responsibilities

• Create strong Business Partnerships and serve as trusted advisor to leaders, managers and employees to increase employee engagement, performance, productivity, and retention.
• Conduct regular meetings with business units to understand the Bank and business units' strategies, goals, challenges, competitive advantage, competitors, technology, and relevant stakeholders to create value added initiatives for employees and leaders.
• Consult with leaders to develop organizational design and structure that supports the Bank's growth plans, financial objectives, key business deliverables, and drives cultural alignment.
• Act as strategic liaison between Human Resources and the business units to attract, develop, reward and retain top talent.
• Coach and consult with team leaders; anticipate and understand how current and future challenges affect the people and the business units.
• Proactively identify where and when change management will be needed; design creative solutions for business challenges, including but not limited to, communication strategy, impact analysis, and risk mitigation to ensure successful, effective and widespread adoption.
• Coach and train managers to effectively manage performance, provide feedback, and address performance gaps.
• Partner with leaders on team members performance development, including but not limited to, goal setting, individual development plans and performance feedback; advise and support leaders regarding performance management and separation processes.
• Advise leaders on coaching and counseling employees, progressive discipline, engagement, leaves of absence, accommodations, career and succession planning as well as diversity, equity and inclusion strategies.
• Promote a strength-based culture and collaborate with leaders to create a positive and inclusive environment where team members feel they belong by facilitating and driving open communication and navigating conflict management.
• Analyze and interpret business and people related data; communicate data to influence business decisions and actions, including but not limited to turnover, employee engagement survey results, exit interview feedback, workforce needs, strategy and planning.
• Partner with Talent Acquisition to determine appropriate interview process, interview candidates and determine compensation strategy as well as support our Affirmative Action Plan goals.
• Partner with the Training and Development team to evaluate, develop, and facilitate HR training programs and role-based training.
• Communicate policies, procedures, laws, standards, and government regulations as well as interpret handbook policies for employees and leaders.
• Consult with leaders and the Compensation team on internal and external pay equity of current and new team members; recommend promotional opportunities for team members.
• Conduct and resolve complex employee relations issues including conducting effective, objective, and thorough investigations; respond in a timely manner and make recommendations for resolution.
• Create timely, factual and detailed documentation for all employee relation matters.
• Remain current on existing, proposed and new employment laws and regulations to ensure compliance.
• Increase professional and technical knowledge by attending educational workshops; reviewing professional publications; establishing personal networks; benchmarking state-of-the-art practices; participating in professional organizations.
• Interact with internal and external clients while providing extraordinary service.
• Develop and maintain trusted, positive relationships with other employees, clients and vendors.
• Represent the Bank, business units and Human Resources team in a highly professional manner.
• Complete job assignments in a professional, timely and efficient manner; organize and prioritize work; utilize appropriate technology and service tools for tracking of internal and external requests.
• Maintain confidentiality; adhere to CrossFirst Bank policies and procedures; comply with laws, regulations and industry best practices.
• Reliable and predictable attendance; both on-site and remote work.

Qualifications

• Eight or more years of experience as an HR Business Partner, or similar, in a fast paced, service-oriented environment; banking experience is preferred.
• Ability to listen to leaders and employee concerns; have outstanding analytical problem-solving and interpersonal skills.
• Proficient knowledge of the ADA process, Title VII of the Civil Rights Act of 1964, Age Discrimination in Employment Act (ADEA), Family and Medical Leave Act (FMLA), Fair Labor Standards Act (FLSA) and related state and federal regulations.
• Proven experience in designing and implementing strategic initiatives.
• Utilize all office equipment and software on a regular basis, including general knowledge of social networking and utilizing technology to its fullest.
• Navigate, with expert proficiency, Microsoft Word, Excel and Power Point.
• Demonstrated success with change management, communication and presentation skills with the ability to pick up key signals.
• Must possess ability to work independently as well as part of the HR team while remaining calm in the face of changing priorities and work with a sense of urgency.
• Ability to effectively manage competing priorities through efficient time management and organizational skills.
• Bachelor's degree in Business, Human Resources Management, Psychology, or related field and/or equivalent work experience.
• SHRM-CP, SHRM-SCP, PHR or SPHR Certification.
• Gallup Certified Strength Coaches Certification is preferred.

CrossFirst Bank is proud to be an Equal Opportunity Employer.
CrossFirst Bank does not accept unsolicited resumes from search firms or agencies. Any resume submitted to any employee of CrossFirst Bank without an authorized search agreement will be considered unsolicited and the property of CrossFirst Bank. We respectfully request no phone calls or emails.