Human Capital Business Partner II

Human Capital Business Partner II

The Human Capital Business Partner II (HCBP II) provides mid-level human capital support and consultation to managers and employees. This role partners with leaders to support performance management, employee relations, compliance, and engagement initiatives. The HCBP II manages moderate employee and labor relations matters, supports workforce planning activities, and contributes to change initiatives under the guidance of senior Human Capital leadership.

Business Partnership & Manager Support

• Builds effective working relationships with managers and employees, serving as a trusted Human Capital partner.
• Provides guidance to managers on day-to-day people management matters, including performance, attendance, and policy application.
• Supports department-level workforce planning, talent initiatives, and succession planning activities.

Employee & Labor Relations

• Manages moderate-complexity employee and labor relations cases, including investigations, corrective action, and grievance support.
• Supports labor relations activities in a unionized environment, escalating complex matters as appropriate.
• Assists with grievance handling and ensures adherence to contractual timelines and processes.

Compliance & Investigations

• Conducts workplace investigations for mid-level matters in accordance with policy, CBAs, and legal requirements.
• Provides guidance on employment and labor law compliance, escalating higher-risk issues as needed.
• Supports audits and compliance initiatives.

Performance Management & Coaching

• Supports managers with performance management processes, including feedback, documentation, and improvement plans.
• Coaches managers on effective communication, accountability, and employee development.

Engagement, Change & Culture

• Supports engagement initiatives and department-level change efforts.
• Assists leaders and employees through transitions, reorganizations, and process changes.
• Reinforces inclusive and equitable practices in partnership with broader People Services initiatives.

Collaboration & Continuous Improvement

• Partners with other People Services team members to deliver a consistent employee experience.
• Analyzes trends and contributes to recommendations for improving people programs and processes.
• Completes mandatory compliance training in accordance with established deadlines.
• Performs other duties as assigned.

The position performs duties specific to the position and other functions as assigned.

Role Competencies/Skills

• Attention to Detail
• Collaboration & Communication
• Diversity & Inclusion
• Execution & Ownership
• Time Management
• Employee Relations - Compliance
• Risk Management
• Consulting
• Process Improvement
• Managing Complexity
• Systems Thinking

Environment, Physical & Mental Activities

• The incumbent is in a non-confined office-type setting in which they are free to move about at will. It may include some minor annoyances such as noise, odors, drafts, etc. For Hybrid and Remote roles, work may also be performed away from BSB worksites depending on the position and requirements. For Hybrid/Remote work, employees are required to have an environment when working at home that has a dependable, high-speed internet connection and environment conducive to frequent phone or internet calls where private, confidential or other information is not visible, able to be overheard, or physically or electronically accessible to anyone else.
• The incumbent in the course of performing this position spends time writing, typing, speaking, listening, lifting (up to 10 pounds), driving, carrying, seeing (such as close, color and peripheral vision, depth perception and adjusted focus), sitting, pulling, walking, standing, squatting, kneeling and reaching.
• The incumbent for this position may operate any or all of the following: personal computer, cellular telephone, printer, fax, and other standard office equipment.
• The incumbent in this position must be able to accommodate reading documents or instruments, detailed work, problem solving, customer contact, reasoning, math, language, presentations, verbal and written communication, analytical reasoning, stress, multiple concurrent tasks and constant interruptions.
• The work environment characteristics, physical and mental demands described here are representative of those an employee encounters while performing the essential functions of this job.
• Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Position Requirements

• Minimum Qualifications
• Bachelor's degree in Human Resources, Business Administration, or a related field, or equivalent combination of education and experience
• 4-6 years of progressive human resources experience with employee relations responsibilities
• Experience supporting managers in a unionized or highly regulated environment
• Experience conducting workplace investigations and supporting corrective action processes
• Working knowledge of employment and labor laws
• Preferred Qualifications
• Experience supporting labor relations activities, including grievance handling
• Professional certification (PHR, SHRM‑CP, or equivalent)
• Experience supporting organizational change initiatives
• Multi-state HR experience
• Demonstrated experience partnering with mid-level leaders #LI-Hybrid

Compensation

The posted pay range is the lowest to highest compensation we reasonably in good faith believe we would pay at posting for this role but may include ranges from the different geographies where this position may be based. New employees' starting pay is usually from the start of the range to approximately 25% of the max, more qualified and/or experienced employees may start near the middle of the range for their geography. We may ultimately pay more or less than this range. Compensation for our organization is based on factors that include the role, required knowledge, skills, abilities and competencies, and candidates' relevant education, qualifications, certifications, experience, skills, seniority, location, performance, union contract and business needs. Our pay ranges are based on national living wage indexes, such as MIT's living wage index, to enable us to pay our employees beyond what are standard practices for many employers, and also take into account geographically-specific recent compensation market survey data for each position.

Benefits

Beneficial State Bank's benefits include a comprehensive package designed to support you and your eligible dependents. We focus on the holistic health of our team members and promote work-life balance.

Our benefit package includes:

• Medical / Dental / Vision / Basic Life / STD / LTD
• Vacation Days: 2-4 weeks depending on role
• Sick Days: 12 days per year
• Holidays: 11 days per year
• 401(K) / ROTH / FSA / HSA / EAP
• Education and Adoption Assistance
• Bank-Wide Annual Discretionary Bonus Program
• Production-based incentive program available for some roles.
• Paid Volunteer Time: 4 days per year / annual match of qualifying employee donations
• Paid Sabbatical Program after 5 years of service
• Pet Benefits

For detailed information about our benefits, please visit

You are welcome here at Beneficial State Bank. We are an equal opportunity employer and all qualified applicants will receive consideration for employment regardless of race, color, religion, sex, sexual orientation, national origin, gender identity, disability or veteran status.