Human Resources Business Partner

Description:

Provides strategic human resources (HR) guidance and consultation and supports key business priorities for multiple client groups. Partners with business leaders on strategic initiatives, and consults with leadership, associates, and cross-functional groups to solve complex organizational challenges. Drives HR programs and initiatives in the bank. Serves as a champion of CoBank's culture, values, strategic priorities and mission.

Essential Functions:

1. Provides HR support in the areas of development and coaching, performance management, talent assessment, restructures/reorganizations, diversity and inclusion, and workplace investigations.
2. Counsels associates and managers on disciplinary and/or corrective actions, disputes with other CoBank staff or management, and work-related problems. Works to bring quick resolution to employee relations issues.
3. Builds relationships with client organizations. Partners with the leadership teams and managers to deliver pro-active advice and counsel to provide creative solutions to problems, while maintaining integrity with HR policy and practice and seeking creative solutions to problems.
4. Develops and delivers management training and facilitation to encourage effective communication, performance management, corrective action, coaching and support.
5. Partners with Learning and Development to design and facilitate team sessions.
6. Facilitates and participates in Talent Reviews for Executive and Division Leaders, as appropriate. Partners and facilitates succession planning for the business, as requested.
7. Reports various HR metrics to management. Actively participates as a thought leader in driving HR performance from a service, risk management, and performance perspective.

Education:

• Bachelor's Degree required

Work Experience:

3 years of progressive human resources experience, including three (3) or more years of experience with primary accountability for HR business partnership, organizational development or related responsibility required
Demonstrated HR process and technical knowledge pertaining to talent management, performance management, pay practices, diversity and inclusion strategies, employee relations, and employment law. required
Knowledge of applicable federal, state and local labor laws and regulations. required
Experience developing HR strategy and solutions for organizations and/or client groups, including organization design, organization effectiveness and leadership development, and critical change management efforts and initiatives. required
Strong interpersonal skills, with the proven ability to gain the trust and respect of executive leadership, management and associates, serve as a trusted advisor and coach, influence change, and engage partners. Demonstrated skill in building and maintain effective working relationships with all levels of executives, management, associates, and outside parties. required
Strong research, judgement, strategic thinking, and problem-solving skills. required

Physical Exertion Details:

Sedentary Exerting up to 10 pounds of force occasionally (Occasionally: activity or condition exists up to 1/3 of the time) and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time) to lift, carry, push, pull, or otherwise move objects, including the human body. Sedentary work involves sitting most of the time, but may involve walking or standing for brief periods of time. Jobs are sedentary if walking and standing are required only occasionally and all other sedentary criteria are met.