Human Resources Business Partner

Job Summary

The Human Resources Business Partner serves as a consultant and thought partner to employees and managers on employee concerns, employee relations, performance management, employee offboarding, and compensation support.  This position collaborates with organizational business partners to achieve team, departmental, and organizational objectives. The Human Resources Business Partner analyzes data to identify trends and recommend people-first strategies and solutions.

 

About UFCU

As Austin’s largest locally-owned financial institution, University Federal Credit Union is a financial institution owned by, dedicated to, and always working for our Members. Our mission at UFCU is simple: to provide for the well-being of our Members. We are proud to focus on our purpose, possibilities, and performance, with people at the center of all that we do. We deliver fair and honest products and outstanding service, and we work collaboratively within our organization and community to help Members and employees achieve their personal and financial goals.

Consistently receiving awards as the Top Credit Union, Top Mortgage Company, Best Place for Working Parents, Healthiest Employer in Austin, and Gallup’s Exceptional Workplace, UFCU is proud of its people-first culture. We value our employees as much as our Members. We offer an environment where people care about each other – like family. If you want to love what you do, make an impact in your community, and have the power to help people change their lives – then we’re glad you’re here.

 

Essential Functions

Business Partner

• Serves as a Human Resources thought partner concerning employee concerns and performance while collaborating with organizational business partners to achieve team, departmental, and organizational objectives.
• Identifies, recommends and implements people-first and UFCU culturally-aligned strategies and solutions that address both immediate and long-term employee issues, employee relations, and retention and engagement needs by proactively identifying underlying causes of issues.
• Specific to employee relations, performance management, and employee off boarding:

• Serves as a trusted advisor to business partners to proactively interpret and communicate Human Resources processes and guidelines, to include proactively identifying gaps and proposing Human Resources changes necessary to manage risk, individual and team performance, and the achievement of business goals.
• Serves as a strong business partner to employees and managers by providing proactive coaching and feedback to enhance individual and team effectiveness.
• Collaborate with organizational business partners to achieve team, departmental, and organizational objectives.

• Partners with Organizational Development in support of organizational environmental scans and engagement survey efforts to enhance manager and team results and employee engagement.

  

Employee Relations

• Serves as the Human Resources primary point of contact for employees and people managers regarding employee concerns and issues.
• Coaches managers and facilitates learning sessions.
• Addresses employee relations issues at employee and management levels.
• Manages and maintains centralized electronic records and a database of employee relations case management documentation.
• Works closely with employees and management to enhance working relationships, build morale and employee engagement, and increase productivity and retention.
• Models and promotes the organization's culture and values, and encourages teamwork by partnering with employees and business partners throughout the organization.
• Builds and nurtures positive, strong, and effective relationships with employees and business partners to influence desired outcomes and achieve organizational goals.
• Presents employee relations information to new employees during New Employee Orientation.
• Maintains in-depth knowledge of employment law related to day-to-day management of employees to reduce legal risks and ensure regulatory compliance, and partners with legal experts as needed.
• Owns and manages organizational Intranet pages, including Employee Relations, Discipline/Corrective Action, and Retail Outage/Financial Loss pages.
• Maintains the integrity of the Employee Relations software and sends weekly reports to the Sr Human Resources (HR) Business Partner and Director of Human Resources.
  
  

Performance Management

• Provides performance management coaching and counseling, leads performance investigations, documents findings, and recommends courses of ac