Senior HRBP

Upgrade is a fintech company that provides affordable and responsible credit, mobile banking, and payment products to everyday consumers. We were the fastest growing company in the Americas last year according to the Financial Times and Upgrade Card was the fastest growing credit card in America two years in a row. We have delivered over $33 billion in affordable and responsible credit to our 5.5M customers. The company is backed by some of the most prominent technology investors and was recently valued at $6.3B.

We have built an energizing, collaborative and inclusive culture where team members help each other, learn and innovate to move the company and its customers in the right direction, and own the outcome of their efforts.

Upgrade has been named a “Best Place to Work in the Bay Area” three years in a row, “Top Companies to work for in Arizona” and one of the "Best Engineering Department" awarded annually by Comparably. We've also received recognition for being a best company for Diversity, Women, Culture, and Veterans.

We are looking for new team members who get excited about designing and delivering new and better products to join a team of 1850 talented and dedicated professionals. Come work with us if you like to tackle big problems and make a meaningful difference in people's lives.

About the Role:

We are looking for a Senior HRBP to join the team in our Phoenix Call Center. This person will be responsible for partnering with business units and their team members on key areas that impact work happiness and company culture. 

This role is a champion for our team members and is a strategic advisor to the people managers. As a trusted consultant to the people managers, the Senior HRBP will focus on adherence to legal compliance and fair treatment of team members. Reporting to the Director, HRBP (Phoenix), this position provides high quality, proactive and professional service to internal team members throughout their employee lifecycle. This role will be based on-site in our Phoenix Service Center.  

What You’ll Do:

• You'll be the voice of our team members by celebrating their successes, hearing their concerns, and providing counsel in areas such as: workforce planning, change management and development
• Partner with the Employee Relations Partner, as needed, to conduct effective, thorough, and objective investigations
• Collaborate with the Employee Relations Partner (ERP) to analyze trends related to employee relations, performance, and other HR data.
• Identify recurring themes or issues, and proactively develop strategies and recommendations to address these trends, enhancing the overall employee experience.
• Monitor employee engagement, satisfaction, and retention, offering data-driven insights and recommending actions to improve employee well-being and organizational culture.
• Support leadership development initiatives by recommending programs and solutions to build and enhance leadership capabilities across the organization.
• Lead or support change management efforts, ensuring that organizational changes are communicated effectively and supported by HR strategies to maintain business continuity and employee engagement.
• Assist our amazing Learning and Development in facilitating continued education to team members and leaders
• Meet with our supervisors to support them through our leadership development program
• Partner with key stakeholders such as the People Operations, Legal, and Compliance to build new policies that make sense for the organization
• Maintain strong case documentation 

What We Look For:

• HRBP experience within a fast-paced environment, acting as a culture champion and trusted business partner across diverse client groups
• Strong ability to stay organized and maintain attention to detail while working in a fast-paced, dynamic environment
• Experience navigating ambiguity and building out HR processes & policy
• Extensive experience collaborating cross-functionally with diverse teams and senior leaders at all levels
• Ability to effectively manage relationships with employees and leadership teams to influence decision-making, performance management, and talent/coaching strategies 
• Proven ability to wear multiple hats and manage a variety of initiatives and projects across different lines of business, demonstrating flexibility and adaptability