Human Resources Business Partner

Overview

The People Solutions & Strategies (HR) team at UW Credit Union is growing! We are hiring for a Human Resources Business Partner (HRBP) to join our team

 

The Human Resources Business Partner (known internally as a Strategic People Partner) serves as a trusted advisor and change agent, driving organizational effectiveness and workforce capability across departments. With direction from the Manager of Strategic People Partners and Employee Experience, the HRBP partners with leaders to align strategies with business objectives, fostering a high-performance culture that supports innovation, inclusion, and sustainable growth.

HRBPs provide expert guidance on performance management, employee engagement, and DEI strategies, ensuring these efforts are integrated into the broader business strategy. Their role in shaping change management and communication strategies is pivotal for successful adoption.

By leveraging data and cross-functional collaboration, the HRBP identifies capability gaps, partners to design targeted interventions and champions leadership development programs that build bench strength and future readiness.

Responsibilities

• Establish strong, trusting relationships with assigned teams, creating a safe and supportive space for raising credible concerns.
• Develop and maintain effective relationships with assigned business leaders, meeting on recurring cadence to calibrate on performance, engagement, and team strategies.
• Interpret and provide guidance on internal policies and employment practices as aligned with organizational precedent, internal equity, and state and federal law.
• Provide guidance and support in the areas of disciplinary action and performance management, including facilitating any necessary investigations, handling them in a confidential and objective manner in partnership with the People Relations & Experience Manager (PRXM).
• With guidance from Manager of Strategic People Partners & Experience (MSPPEX), support strategic initiatives as needed for areas including but not limited to, talent development and organizational design.
• Collaborate with other PSS centers of excellence to ensure seamless employee support, meeting needs across total rewards, talent acquisition, DEI and learning & development.
• Utilize data to identify and surface trends.
• Collaborate with business leaders to regularly assess evolving needs and actively identify opportunities to improve processes and programs that enhance organizational performance.
• Partnering with MSPPEX, develop effective change and communication strategies.
• Work in consultative partnership with Learning & Development to design and deliver learning that achieves top performance through change.
• Recommend people-centered solutions that strengthen team dynamics, enhance communication, and support an inclusive workplace culture.
• Utilize employee voice data to identify departmental trends, surfacing to leaders as appropriate.
• Maintain a knowledge of industry and market trends to best support future-focused solutions.
• With support from Enterprise Project Management Office (EPMO), serve as a change agent on business initiatives and other assigned projects, effectively supporting organizational needs to achieve outcomes.
• Continually leverage system capabilities to meet organizational needs.
• Identify opportunities to implement functionality and deliver quality through system configuration, process setup, communication, and end-user deliverables.
• Act as subject matter expert for PSS-owned systems, supporting leaders with varying needs and ensuring an ideal user experience.
• Support PRXM in areas of employee voice, employee recognition, and legal requirements.
• Active participant in the administration of performance review cycles and engagement surveys.
• Maintain data literacy that supports identification of trends and needs across departments.

Qualifications

Education:

• Bachelor’s Degree in Human Resources, Organizational Development, Business, Management, Project Management, or related field required.

Experience:

• 4-5 years Human Resources & Organizational Development required.
• 1-2 years financial institution preferred.
• SHRM-CP or PHR preferred.

Skills:

• Ability to analyze human resources and organizational development information and make recommendations.
• Strong facilitation and presentation skills with groups and audiences of all sizes and levels.
• Demonstrated ability to build strong trusting working relationships and credibility with employees and leaders in all levels and functional areas of the organizatio