- This role can be hybrid or fully on-site.
United Federal Credit Union has served its Members since 1949 by helping them to build a sound financial future. United is based in St. Joseph, MI, with additional branches in Arkansas, Indiana, Michigan, Nevada, North Carolina, and Ohio. United is in the top 100 largest federally-insured credit unions in the U.S.
United, as a not-for-profit company, takes its commitment to both Members and the community to heart by improving lives and bettering local neighborhoods through financial tools and resources. The employees who work at United, known as Team United, are rooted in their communities as friends, family, volunteers, and mentors. For more information visit .
General Summary (What Is Done And Why)
The HR Business Partner is a strategic business partner that helps lead and deliver HR solutions to meet organizational goals and business needs. In partnership with leaders, managers and employees, applies broad knowledge, support and solutions around HR best practices. Drives and supports initiatives in culture, talent management, change management, performance management, organizational development and effective engagement. Supports managers and employees with their HR needs.
Essential Functions, in Priority Order (Majority of duties, but not meant to be all inclusive or prevent other duties from being assigned as necessary)
- Consults with management on HR topics while demonstrating a comprehensive understanding of the business: interprets, applies, implements and consults/advises on a variety of initiatives such as talent development, organizational design, performance management, employee relations and engagement, organizational effectiveness, organization change management and policies. Time: 50%
- Maintain effective communication and a positive relationship with employees to promote employee satisfaction and ensure a positive working environment.
- Serve as a consultant by providing advice, counseling and guidance to all levels of management and staff on company policies and procedures.
- Serve as the primary HR partner to department managers on human resource matters and provide guidance and management to resolve complex situations or issues.
- Develop strong and trusting relationships with business leaders; challenge thinking/status quo on people matters, influence their support of HR recommendations and provide coaching to ensure leadership effectiveness.
- Collaborate with colleagues in the human resources department to develop policies, programs, and solutions.
- Consult with managers on designing organizational structures to support the strategic initiatives of the organization, including evaluating roles including position descriptions, making staffing recommendations and supporting the implementation of organizational changes. Evaluates and supports leaders in managing the risk of these organizational efforts. Time: 20%
- Monitor development plans, goals, performance appraisal processes and corrective/disciplinary procedures to ensure organizational consistency and timeliness in all departments. Assist managers in applying consistent coaching, accountability and job standards. Provide new managers with an overview of HR systems and processes. Time: 15%
- Support managers in the area of engagement and culture by providing recommendations to improve employee retention and recognition. Time: 10%
- Supports recruitment by advising recruiters on complex situations during recruitment process. In addition, promotes diversity awareness in hiring practices. Time: 5%
Education (Minimum education required to perform the duties of this position)
- Bachelor’s degree in Human Resources or two years of related work experience required.
- SPHR or SHRM SCP certification (required within 12 months of employment)
Experience(Minimum experience required to perform the duties of this position)
In Addition To The Education Requirement
- Three or more years of experience in each/a combination of the following areas required: employee relations/counseling, performance management, and managerial coaching.
- Direct experience and/or working knowledge in the following functional competencies required: employee assistance programs (EAP); employment law; HR legal and regulatory environment; HR operations; HR strategies, policies, standards and procedures; HR consulting; and workforce analytics.
Knowledge, Skills and Abilities (Minimum technical and communication skill levels and licenses/certificates normally required to perform the duties of this position)
- Working knowledge of Human Resource Information Systems (HRIS) to include navigation through work flows and report generation as required.
- Excellent communication and leadership skills.
- Working knowledge of financials and general business practices.
- Strong organizational skills, be detailed oriented and command excellent time management skills.
- Ability to think strategically, execute tactically, and collaborate across all areas of the Credit Union.
- Ability to act as an effective project leader and change agent.
- Advanced computer skills using Microsoft Office.
- Ability to work in a self-managed team environment.
- Ability to meet deadlines and changing corporate priorities.
- Professional and confidentiality traits critical.
- Strong conceptual, practical application, and problem-solving skills and techniques.
- Ability to build collaborative relationships.
- Enthusiasm – generate interest and excitement for improvements and change.
- Ability to multi-task – work on several varied functions within the same timeframe.
- Negotiating – overcome obstacles through bargaining, work towards mutual agreement.
- Familiar with a variety of the field’s concepts, practices, and procedures.
- Relies on experience and judgment to plan and accomplish goals.
- A wide degree of creativity and latitude is expected to find solutions to sensitive and complex matters.
- Demonstrates Courage
- Drive for Results
- Customer Focus
- Integrity and Trust
- Business Acumen
- Innovation Management
- Dealing with Ambiguity
- Managing Through Systems
- Organizational Agility
- Building Effective Teams
- Problem Solving
- Ability to work under pressure.
- Highly motivated and proactive self-starter.
- Ability to understand and apply all compliance and regulatory issues pertaining to employment laws and regulations.
- Attention to detail and accuracy required.
- Ability to negotiate and influence others to do what they may not want to do.
Tools and Equipment Used
- All available general office equipment as needed.
- All available computer software and hardware as needed.
Working Relationships/Contacts (Positions with which incumbent has frequent contact)
- Daily, personal/written/phone contact with management.
- Daily, personal/written/phone contact with Credit Union staff.
- As necessary, personal/written/phone contact with strategic partners and vendors.
Physical Demands (Physical effort generally associated with this position)
Work involves standing and walking for brief periods of time, but most work is done from a seated position. There is potential for eyestrain from prolonged work at the computer. Individual must be able to travel to complete applicable assignments, projects and training. Deadlines, workloads and pressure to achieve goals may cause increased stress levels.
Working Conditions (Typical working conditions associated with this type of work and environmental hazards, if any, that may be encountered in performing the duties of this position)
Internal – Work is normally performed in climate controlled office environment, where exposure to conditions of extreme heat/cold, poor ventilation, fumes and gases is very limited. Noise level is moderate and includes sounds of normal office equipment (computers, telephones, etc.). No known environmental hazards are encountered in normal performance of duties. Length of day is unpredictable; long hours may be required to accommodate deadlines or special meetings.
External – Some travel to work sites may be required; however, information on environmental conditions is not available.