Job Description

Description:YOUR PURPOSE
The Human Resources Business Partner (HRBP) serves as the main point of contact for Human Resources services within the assigned business unit(s). Responsible to partner with leaders and employees at all levels, to deliver value-added people focused services within all aspects of the employee life cycle. The HRBP will support, educate, and mentor leaders on Human Resources best practices with specific emphasis on employee relations, performance management, employee leave, policies, regulations, and compliance standards/adherence to best align successful human resource operations with business needs and outcomes. The HRBP is responsible to uphold the credit union\xe2\x80\x99s CORE values, culture, engagement efforts, and confidentiality expectations. YOU ARE RESPONSIBLE FOR
Human Resources & People Operations

• As an HR liaison, support and consult to ensure ongoing alignment of tactical business unit activities with credit union culture, interpretation of policies, procedures, HR practices, business objectives, and state and federal laws
• Work with leaders and team members to improve work relationships, build trust, foster employee engagement, increase productivity, and enhance retention
• Support leaders in resolving complex employee relations issues and responding to employee complaints. Conduct effective, thorough, and objective investigations
• In collaboration with leaders and talent management, serve as a partner in recruiting, hiring, terminations, promotions, transfers, and supporting workforce effectiveness and outcomes
• Provide day-to-day performance management guidance and support to leaders with coaching programs, employee professional development, disciplinary actions, etc. Refer and/or collaborate with other Key Stakeholders as appropriate
• Support leaders and employees in the administration of:
• Fair Labor Standards Act (FLSA)
• Total Rewards Compensation
• Leave, including Family and Medical Leave Act (FMLA), State Leave, and Short-/Long-Term Disability Benefits
• Americans with Disabilities Act (ADA)
• Workers\xe2\x80\x99 Compensation
• Health and Safety
• Unemployment Benefits
• Other employment-related laws
• Analyze, dashboard, and report data and trends from the assigned business unit(s) to the HR department and Key Stakeholders to inform business and HR decisions; use data to validate assumptions, support decisions, and measure outcomes
• Collaborate with other HRBPs, HR/LD/People Services, and Centers of Expertise to develop effective solutions, policies, programs, and procedures to improve systems and processes
• May be assigned a key HR discipline or function to support the department and development of the HR team, HRBP, or key stakeholders, and lead related projects or assignments
• Maintain awareness of the credit union\xe2\x80\x99s financial position, business objectives, and competition
• Along with other HRBP\xe2\x80\x99s, HR colleagues, and Key Stakeholders, develop, maintain, apply, and update as necessary consistent procedures and best practices for all stages of the employee life cycle, including employee relations, onboarding and offboarding, performance management, etc.
• Effectively collaborate across the HR department, assigned business unit(s), and organization at-large to facilitate timely communication, efficient information sharing, and cohesive alignment of activities
• Assist in developing, administering, and communicating health, safety, and wellness plans for employees, volunteers, and members across the assigned business unit(s) and organization
• Support HR department leadership and colleagues in the planning, administration, and implementation of initiatives and activities related to total rewards, payroll, compensation, leave, benefits, retirement, etc. with an emphasis on sound, efficient, effective, and consistent processes

Education & Training

• Assist with identifying or recommending training or development objectives for the unit(s) or training and coaching needs for the leaders within the unit(s)
• In collaboration with the Leader of the Business Unit, learning and Development Department (L&D), or other Key Stakeholders, determine, refer, create, and/or procure training resources and curricula to address the identified training needs
• In coordination with Business Unit Leader, L&D, or other Key Stakeholders, support, participate in and/or deliver training and development programs to meet the identified needs and objectives
• Along with Key Stakeholders, participate in continuous evaluating, providing input, and making recommendations to training and development programs content to ensure and support relevant, timely, and successful outcomes

HR Standards

• HRBP has access to highly sensitive, confidential information and must consistently adhere to the highest ethical standards
• Protect information appropriately, manage a clean desk, and demonstrate the highest levels of accuracy in data and analysis
• Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance; partner with HR department leadership and legal counsel as needed
• Actively prepare for, attend, and participate in HR and other credit union meetings, webinars, and training
• Assist, support, and/or lead special projects (such as mergers or others), educational training, research, document preparation, etc.
• Perform any other duties as needed or assigned

Supervisory Responsibilities

• This position does not have direct supervisory responsibilities within the HR Department but does serve as a coach, mentor, and partner for leaders and employees at all levels

SUCCESS LOOKS LIKE
Key success competencies, Credit Union CORE Values, and the ability to fulfill the brand promise of "guiding members in the direction of their dreams" should shape behaviors and actions.

• Action Oriented: Takes on new opportunities and tough challenges with a sense of urgency, high energy, and enthusiasm.
• Collaborates: Builds partnerships and works collaboratively with others to meet shared objectives. Readily takes action on challenges, without unnecessary planning.
• Instills Trust: Gains the confidence and trust of others through honesty, integrity, and authenticity.
• Communicates Effectively: Develops and delivers communications that convey a clear understanding of the unique needs of different audiences.
• Member Focused: Builds strong member relationships and delivers member-centric solutions, both internally and externally.
• Self-Development Focused: Actively seeks new ways to grow and be challenged using both formal and informal development.

COMPENSATION
At Horizon Credit Union, we believe in attracting and retaining talented team members who embody our CORE Values of Capability, Optimism, Responsibility and Empathy. Our pay values are reflected in our compensation philosophy which rewards individual performance and the potential to contribute to our teams\xe2\x80\x99 overall success long-term.
The full pay range for this position across all the states in which we hire is $68,144 - $112,437, and our hiring budget is $80,000 - $90,000. The figures shown represent the minimum and maximum of the range for this role. Individual offers are made dependent upon a candidate\xe2\x80\x99s experience, education, and skill level. BENEFITS, PERKS AND OTHER GOOD STUFF
We know there\xe2\x80\x99s more to life than just a job. Our benefits are designed to help support our employees and their well-being. Take a look at what we have to offer:

• Medical, Dental, & Vision Insurance for employees & their families
• Paid Group Life and Disability Insurance
• Employee Assistance Program
• Tuition Reimbursement Program
• 401K Retirement Savings
• Employer 401K Retirement Contributions & Matching upon eligibility
• Discretionary Annual Incentive Bonus based on eligibility criteria
• Paid Time Off per Full Calendar Year
• 10 hours of PTO per month
• Paid Birthday Holiday
• 2 Paid Wellness Days
• 24 hours of Paid Volunteer Time
• 11 Paid Holidays

EXPERTISE YOU NEED
Education & Experience
A minimum of 6 years of experience with HR operations across the entire employee lifecycle and resolving complex employee relations issues in progressively responsible HR roles. Working knowledge of multiple human resource disciplines, including employee relations, compensation practices, benefits and leave administration, organizational diagnosis, diversity and inclusion, performance management, and federal and state respective employment laws.
HRCI PHR/SPHR or SHRM-CP/SHRM-SCP certification or ability to obtain certification within one year of employment. Bachelor\'s degree in Human Resource Management or a related field is preferred. May consider an equivalent combination of education and or work experience.
Capabilities

• Current, in-depth knowledge of legal requirements related to human resources and employee management, including employee relations and investigations compensation, benefits, 401K, leave, workers\xe2\x80\x99 compensation, federal/state/local employment laws, etc.
• Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies
• Demonstrated skills in critical thinking and problem-solving
• Ability to come up with creative solutions and to make sound, timely decisions based on analysis, wisdom, experience, and judgment
• Ability to assimilate data and use the information to support decisions and be able to clearly explain complicated procedures in a simple and understandable manner (both oral and written)
• Ability to acquire a thorough understanding of the organization\xe2\x80\x99s hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors
• Excellent verbal and written communication skills; Experience writing HR policies and procedures
• Strong working knowledge of MS Office365 applications, including Excel; Proficient with HRIS systems, data integration, benefits portals, and HR dashboard reporting

ABLE TO\xe2\x80\xa6
To perform the essential functions of this position an employee must be able to meet the following workplace demands: the ability to converse with others, detect sound, identify, and detect objects, count, read, write, operate a computer, handle, and feel objects, reach with hands/arms and be stationary and/or stand and/or move for long periods of time. Occasionally an employee will lift/pull/push and carry up to 25 to 50 pounds, stoop, kneel, crouch, crawl, climb, and be able to maintain balance doing these activities. The position requires sound reasoning, good judgment, and applying knowledge to work activities. The noise level is moderate and typical of a normal office environment. In accordance with the Americans with Disabilities Act, Horizon Credit Union will provide reasonable accommodation/s to qualified individuals with disabilities to perform essential functions, unless such accommodations would cause the employer an undue hardship. To request an accommodation, please contact Human Resources. ABOUT THIS JOB DESCRIPTION
The statements in this job description are intended to describe the essential functions and minimum qualifications for this position and are not intended to be an exhaustive list of all responsibilities, duties, and skills required. Job descriptions are not intended, nor do they create an employment contract, and are subject to change at any time to accommodate business necessity. The Credit Union maintains its status as an at-will employer where applicable. In support of Horizon CU\xe2\x80\x99s goals employees may perform other duties as assigned and all employees are expected to:

• Exemplify CORE Values
• Promote teamwork and collaboration
• Provide our team members/members/stakeholders with the highest quality service and output

Job Type: Full-time Pay: $68,144.00 - $112,437.00 per year Work Location: Hybrid remote in Boise, ID