Senior HRBP: Strategic Change & Talent Leader

Job Title Sr HR Business Partner Department HR - Employee Relations Status Exempt Job Code 4115 Pay Scale $124,700.00 - $140,000.00 Annually General Description The Senior HR Business Partner (Senior HRBP) is a key strategic advisor and consultant to leadership within the Credit Union, driving alignment between HR initiatives and the broader business strategy. This role plays a critical part in shaping organizational effectiveness, leading transformative HR initiatives, and fostering a culture of continuous improvement and innovation. The Senior HRBP builds and implements high-level HR frameworks, ensuring they are adaptable to the evolving needs of the business while maintaining alignment with long-term strategic goals. Leveraging deep expertise in HR and a thorough understanding of business operations, the Senior HRBP is pivotal in guiding leadership through complex change management and ensuring that HR programs support the organization's overall growth and success. Key Responsibilities Acts as a senior strategic consultant to executive leadership, advising on HR strategies that align with organizational goals. Collaborates to design and implement forward-thinking HR initiatives that drive business success and foster a high-performance culture. Leads efforts in designing and evolving organizational structures, ensuring they are optimized for efficiency, scalability, and alignment with business objectives. Provides expert consultation on organizational development to ensure sustainable growth and operational excellence. Drives and oversees large-scale change management initiatives, ensuring these efforts support business agility and innovation. Partners with leaders to guide smooth transitions, fostering a culture that embraces change and continuous improvement. Develops and executes robust talent management strategies, including succession planning, workforce planning, and leadership development. Provides strategic consultation on attracting, developing, and retaining top talent to ensure the long-term success of the organization. Acts as a coach and mentor to senior leadership, providing expert guidance on leadership development, organizational effectiveness, and talent management. Designs and delivers leadership development programs, ensuring compliance and alignment with the organization’s objectives. Utilizes advanced HR analytics to identify trends, forecast workforce needs, and provide data-driven insights to executive leadership. Partners with leaders to develop actionable strategies based on data to address key challenges and opportunities. Advises senior leadership on performance management processes and strategies, ensuring they are aligned with business objectives. Drives a high-performance culture by implementing processes that enhance accountability, productivity, and leadership effectiveness. Oversees and resolves complex employee relations issues, ensuring that investigations are thorough, objective, and aligned with both organizational values and legal requirements. Proactively addresses potential risks, advising leadership on strategies to mitigate legal and reputational risks. Maintains comprehensive knowledge of labor laws and regulatory requirements, ensuring all HR practices comply with legal standards. Regularly partners with the legal department to address potential risks and ensure consistent application of policies. Champions initiatives that promote diversity, equity, and inclusion throughout the organization. Partners with leadership to embed these values into all aspects of the business, fostering an inclusive and equitable workplace. Leads efforts to enhance employee engagement and morale, working closely with leadership to create initiatives that build a positive organizational culture. Ensures that HR strategies support an environment where employees feel valued and empowered to contribute. Partners with HR centers of excellence (COEs) and other departments to deliver integrated HR solutions that support the business. Ensures that HR initiatives are coordinated across functions to drive consistency and maximize impact. Drives innovation in HR practices, staying ahead of industry trends to ensure the Credit Union remains competitive as an employer of choice. Proactively identifies and implements cutting-edge HR solutions that address evolving workforce needs. Leads high-impact strategic projects that support departmental and organizational goals. Ensures these projects align with the broader business strategy and contribute to the Credit Union’s long‑term success. Physical Skills, Abilities, and Exertion Prolonged sitting throughout the workday with occasional mobility required. Must possess sufficient manual dexterity to skillfully operate an on-line computer terminal and other standard office equipment, such as financial calculators, personal computer, fax, and telephone. Corrected vision within the normal range. Hearing within normal range. Ability to lift 15 lbs. may be required. Occasional movements throughout the department daily to interact with staff, accomplish tasks, etc. Ability to travel for business, as needed. Organizational Contacts & Relationships INTERNAL: All levels of staff and management. EXTERNAL: Legal counsel and numerous vendors. Qualifications Education: Bachelor’s degree in human resources, business management, or related field, or equivalent experience. Experience: 8 or more years’ experience in human resources as a consultant or generalist, specifically resolving complex employee relations issues. Experience in multiple HR disciplines to include: employee relations, talent development, talent management, performance management, recognition, diversity and inclusion, team member engagement and retention, executive coaching, compensation, and staffing and recruiting. Knowledge / Skills: Effective oral and written communication skills required to understand and communicate information and ideas in a clear and understandable manner with key business partners as it relates to Human Resources matters. Knowledge and ability to use independent judgement in regards to all relevant state and federal laws that govern HR management and employment issues, as well as company policies and procedures. Ability to acquire a thorough understanding of the organization’s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Ability to manage change and inspire business partners to embrace change. Ability to maintain strict confidentiality and discretion. Highly motivated, organized, and detail oriented, with excellent time management skills to meet deadlines. Accountable, punctual, and able to work well with others in a multi-tasking environment. Experience developing partnerships and collaborating with other business and functional areas. Strong analytical skills, critical thinking/judgement skills, and attention to detail. Professional presentation skills. Proficient with Microsoft Office Suite or related software. Licenses / Certifications: Senior/Professional in Human Resources (S/PHR) Certificate or SHRM Senior/Certified Professional (SHRM-S/CP) a plus. THIS JOB DESCRIPTION PROVIDES AN OVERVIEW OF THE GENERAL SCOPE AND LEVEL OF WORK EXPECTED TO BE PERFORMED, BUT IT IS NOT ANEXHAUSTIVE LIST OF ALL DUTIES OR RESPONSIBILITIES ASSOCIATED WITH THE POSITION. The Credit Union reserves the right to modify, add, or remove duties as needed without advance notice. Employees may be required to perform additional tasks and duties as directed by their supervisor, provided such tasks are within the employee’s knowledge, skills, and abilities, or can be performed with reasonable training. Nothing in this job description alters the at‑will employment relationship or limits the Credit Union’s right to assign or reassign duties and responsibilities to this position at any time.

REV.05/18/2026