Three to five years of human resources business partner experience, including at least two years partnering with senior leaders.
A strong technical human resources background and experience leveraging it to design client-centric solutions.
Business acumen and clear understanding of market trends, competition, and culture.
Ability to assess business needs and issues before they affect the business and propose innovative talent solutions.
Strong problem-solving ability and capacity to act responsibly and ethically.
Ability to handle complex transactions and relationships in a matrix working environment while building networks.
Negotiation skills and capacity to manage and resolve conflict.
Track record of influencing management and demonstrating decision-making skills.
Experience in a fast-paced, high-growth, dynamic business environment.
Experience building organizational talent plans to identify current and future talent needs aligned with business strategies.
Experience partnering and collaborating with a team to drive change while supporting this capability in others.
Sound judgment and analytical ability to conduct and investigate complaints and disciplinary activities, determine problems, identify solutions, make recommendations, and interact with labor counsel.
Ability to build customer relationships and partnerships at all levels within the organization.
Ability to handle highly confidential information professionally and maintain strict confidentiality on sensitive issues.
Verbal and written interpersonal and communication skills to deliver messages professionally and positively, draft and administer policies, make effective presentations, and conduct training sessions clearly and persuasively.
Ability to take initiative and work independently with minimal supervision.
Ability to manage multiple priorities and workload flexibly.
Proficiency in Microsoft Office, including Word, Excel, and PowerPoint, and ability to analyze data to improve engagement and culture.
Responsibilities
Align business objectives with employees and management, and solve complex organizational challenges through people-related solutions.
Work closely with client-group leadership to provide proactive support across human resources and develop strategic solutions to challenging people topics.
Create people strategies that support employees’ career growth and development while enhancing engagement and cultural initiatives.
Partner with the human resources team to deliver value-added services to management and employees and support organizational business plans and strategy.
Support the assigned client group’s leadership team on strategic departmental issues, including ensuring appropriate talent is in place, assisting with job design and organizational structures for efficient workflows, consulting on rewards and pay for talent retention, and strengthening employee engagement.
Analyze people data and trends to design and execute strategies for staffing, onboarding, development, retention, and work organization; champion new business processes and programs supporting the digital business strategy.
Attend client-group senior leadership staff meetings at least monthly, understand department issues and concerns, provide human resources guidance, and coordinate with human resources experts to resolve issues and deliver service.
Use quantitative and qualitative data with the human resources team to identify trends and improve organizational health.
Evaluate current human resources programs based on client feedback, anticipate human resources needs, recommend process or procedure changes, and collaborate with human resources colleagues to develop programs, policies, or solutions.
Facilitate strategic discussions with business leaders about talent pipeline requirements and build a future-focused workforce plan aligned with business strategy; ensure succession-ready candidates for key leadership roles.
Work with the talent team to hire and position talent, achieve assigned staffing objectives, and apply human resources law and best practices to build organizational capability.
Develop approaches to attract and engage talent, including social media, web recruiting tools, referrals, networking, branding, and expanded recruiting-tool functionality.
Respond to employee and manager inquiries; explain company policies, benefits, and other human resources matters; address policy or procedure concerns and assist with resolution.
Assist in developing and updating human resources manuals, information, and systems, and maintain current documentation for areas of responsibility.
Research diverse areas of human resources management and complete special projects by clarifying objectives, setting schedules, conducting research, organizing information, and fulfilling project requirements; lead or participate in projects and teams as assigned.
Review new federal and state legislation for business and process impacts, and analyze and implement compliance changes as assigned.
Provide backup support and guidance to other human resources team members as needed.
Recommend approaches, policies, and procedures to continually improve departmental efficiency and service effectiveness while managing expenses appropriately.
Provide backup support to the human resources business analyst with Dayforce administration, including promotions, creating roles, and staff transfers.
Perform other duties of a highly confidential nature that require knowledge of organizational practices, policies, and procedures.
Desired Qualifications
SHRM or PHR certification is preferred.
Experience in the financial services industry is preferred.
Overview
At Banner Life Insurance Company, we lead with heart and ambition. Every day, we transform purpose into progress, guided by our unwavering commitment to be better for our customers, clients, and communities, not just today but long-term as well. Our people are the driving force behind everything we achieve. Their passion, purpose, and pursuit of innovation empower us to deliver cutting-edge solutions that support those we serve, ensuring we are here for you, here for good and striving for better.
We’re a forward-thinking company energized by our work and how we show up for one another. Our culture is built on meaningful impact and genuine enjoyment, because we believe great work and great experiences should go hand in hand.
By offering career development opportunities, comprehensive benefits, and programs that support your wellbeing, we help you thrive personally and professionally. We are here for you, here for good and here for better.
The Human Resources Business Partner is responsible for aligning business objectives with employees and management and for solving complex organizational challenges through people-related solutions. Work closely with the leadership of their client group to provide proactive support on all aspects of HR, thinking strategically about challenging people topics that need innovative solutions. Create people strategies that support staff in their career growth and development while enhancing engagement and cultural initiatives. This positions partners with the rest of the HR team to deliver value-added services to management and employees. The HRBP position aligns HR with the needs of the business and contributes to the development of and the accomplishment of the organization-wide business plan and strategy.
Responsibilities
Provide a customer-centric approach to HR by supporting the assigned client group’s leadership team on strategic issues for the department. This would include ensuring the right talent is in place to meet business objectives, assisting with job design and maximizing organization structures for efficient workflows, consulting on reward/pay for talent retention, and working to strengthen employee engagement in the group.
Analyze people data and trends to design and execute strategies for how we staff, onboard, develop, retain, and organize work. Be the change champion for new business processes and programs that support the digital business strategy.
Attend client group senior leadership staff meetings (minimally once per month) to ensure thorough understanding of department issues/concerns and provide appropriate HR guidance where needed. Champion department issues with HR “expert” as necessary to resolve problem and provide service delivery excellence to the client group.
Working with the entire HR team, use data strategically to identify and surface trends in both quantitative and qualitative data to help improve organizational health.
Based on client feedback and information, evaluate current HR programs, and anticipate HR needs. Recommend changes to procedures or processes to enhance the client group’s experience with HR. Collaborate with colleagues in HR to develop new programs, policies, or solutions.
Facilitate strategic conversations with business leaders to identify their talent pipeline requirements and in building a future focused Workforce Plan, aligned to their business strategy. Ensure pipeline of succession ready candidates for all key leadership roles.
Work with the talent team to hire and position talent within the organization with the intent of building a strong and capable workforce that adds to the Company’s bottom line and increases organizational capability. Achieve assigned staffing objectives using a broad base of business knowledge along with expertise in human resource laws and best practices.
Implement new and creative ways of attracting and engaging a talented workforce (e.g. social media, web recruiting tools, referrals, networking, branding efforts, expanding functionality of existing recruiting tools).
Respond to inquiries from employees and managers. Provide information and interpretation of Company policies, benefits, and other HR related matters. Address specific policy/procedural-related concerns and assist with resolutions.
Assist in the development and update of HR manuals, information, systems. Maintain up-to-date documentation on areas of responsibility.
Perform research in diverse areas of human resources management. Complete special projects by clarifying project objective; setting timetables and schedules; conducting research; developing and organizing information; fulfilling project requirements. May work on or have lead on special projects or participate as member of other teams.
Review new federal and state legislation for impact on business, processes, and procedures. As assigned, analyze, detail and execute changes required for compliance.
Provide backup support and guidance to other members of the HR team as needed.
Recommend new approaches, policies and procedures to effect continual improvements in efficiency and effectiveness of the department and services performed with appropriate expense management.
Provide backup support to the HR Business Analyst in performing Dayforce administration responsibilities including, but not limited to: promotions, creation of new roles, staff transfers, etc.
Perform other duties that may be of a highly confidential nature requiring knowledge of organizational practices, policies and procedures.
Qualifications
Education/Experience
Bachelor’s degree
SHRM or PHR certification preferred
3-5 years human resources business partner experience with at least 2 years partnering with Senior Leaders
Knowledge and Skills
Strong technical HR background and experience in leveraging this knowledge in the design of client-centric solutions
Strong business acumen and clear understanding of market trends, competition, and culture.
Ability to assess business needs and issues before they impact the business and propose innovative talent solutions.
Strong problem solving ability and capacity to act responsibly and ethically.
Handles transactions/relationships with the highest level of complexity, in a matrix working environment while building networks.
Proven negotiation skills and capacity to manage and resolve conflict.
Strong track record of influencing management while demonstrating excellent decision making skills.
Experience working in a fast paced, high growth, dynamic business environment – financial services industry preferred.
Experience in building robust organizational talent plans to identify current and future talent needs to execute against business strategies.
Experience partnering with a team and collaborating to drive change while supporting this capability in others.
Exercises sound judgement. Requires the analytical abilities and skills necessary to conduct and investigate complaints, disciplinary activities, determine problems, identify solutions, make recommendations, interact with labor counsel, etc.
Demonstrates excellence in customer relations and building partnerships at all levels within the organization.
Earns trust through driving results. Proven ability to handle highly confidential information in a professional manner.
Requires the interpersonal and communication skills (both verbal and written) necessary to deliver messages both professionally and positively, draft and administer policies, make effective presentations, conduct training sessions, etc., all in a clear and persuasive manner.
Ability to practice and maintain strict confidentiality on sensitive issues.
Ability to take initiative and work independently with minimal supervision.
Must be able to manage multiple priorities and be extremely flexible when managing workload.
Proficient in Microsoft Office software such as Word, Excel and PowerPoint. Ability to analyze data to improve engagement and culture.
What’s in it for you?
The expected hiring compensation range for this position is $93,200 - $128,075 annually. This is a hybrid opportunity working in Frederick, MD.
The total compensation package for this position may include other elements, such as a sign-on bonus, long term incentives, and annual bonuses. This role is eligible to participate in the Annual Incentive Plan. The current target payment for the position is 8% of base salary, modified for corporate and individual performance. Bonuses are pro-rated based on start date. This role has 15 vacation days and 10 sick days that are accrued on a bi-weekly basis. Employees also have 9 paid holidays throughout the calendar year.
We have a competitive compensation and benefits package focused on your overall wellbeing. Employee benefits include health, life, and dental insurance; 401K with company match up to 6% as well as a pension package; generous time off; and wellbeing initiatives throughout the year (we like doing fun stuff). We’re big on professional development and we’ll support and mentor you in your career progression and expect you to help us pay it forward by helping us develop tomorrow's leaders and growth-focused professionals. We value our teams and our communities and believe in giving back. Enjoy time off to volunteer for those causes that matter most to you!
If hired, employee will be in an “at-will position” and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors. The Company reserves the right to change benefits plans at any time.
We are an equal opportunity employer and value diversity at our company. We do not discriminate based on race, religion, color, national origin, sex, gender, gender expression, sexual orientation, age, marital status, veteran status, or disability status. We will ensure that individuals with disabilities are provided reasonable accommodation to participate in the job application or interview process, perform essential job functions, and receive other benefits and privileges of employment. Please contact us to request accommodation.