People Experience
4 weeks ago
Schedule
Monday-Friday 8-5 (40 hours) Hybrid
What You'll Do
Summary/Objective:
The PXD Business Partner is a member of the People Experience and Development Team and works under the general direction of the Manager PXD Business Partner performing a range of HR functions.The PXD Business Partner serves as a trusted advisor to Senior Leadership, Directors, and Management to provide guidance on a wide range of strategic and operational issues.This role will spearhead and align talent strategy with DCU's business priorities to drive results and actively participate in the functional leadership teams as a partner to DCU.
Essential Functions:
Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
Act as a trusted advisor/liaison to all members of senior leadership providing strategic guidance in collaboration with PXDs centers of excellence in Talent Acquisition, Total Compensation and Benefits, Compliance, Learning, Organizational Development, DEIB, and HR Analytics. In doing so, providing support on a wide range of matters within the employee life cycle including performance management, succession planning, talent and workforce management, employee engagement and retention, development and coaching, conflict resolution and other strategic business decisions impacting DCU's people strategy.
Partner with senior leadership to develop and implement effective policies and practices that will support the strategic growth of the business.
Consults on Core PXD organizational processes (i.e. performance, calibration, compensation cycle, promotions).
Evaluates internal talent, identifies high potential candidates and pipelines, engages in succession planning conversations, and consults on business needs when bringing in external talent.
Participates in the continual development of HR programs, such as career pathing within and across DCU departments, recruiting, retention, compensation, benefits and Learning and Development.
Supports the performance management processes, including goal setting, performance evaluations, organizational calibration, and coaching managers on performance improvement techniques. Supports creation of career pathways and opportunities within and across departments.
Collaborates with PXD Leadership to support development and delivery of training programs on topics such as strengthening the employee relations savviness of the organization's leadership, DCU's policies, performance management, and employee relations best practices.
Review annual engagement and pulse surveys, conduct other continuous listening activities and climate checks, analyze feedback, and collaborate with business areas to implement action plans to address areas for improvement in partnership with department leadership.
Counsel managers and team leaders concerning employee performance issues, including advising on employee coaching, performance improvement plans, corrective actions, and terminations; minimizing overall risk to the organization.
Leads investigations and monitoring claims of harassment, discrimination, workplace violence and other issues to reach an effective solution.
Serve as a role model, ambassador, and teacher of company values, vision, and standard of conduct. Counsel and support leaders and employees and recommend effective actions that will lead to the desired culture, as well as serve as mentor internally for PXD Team Members as it pertains to employee relations practices.
In collaboration with HR Leadership, recommends and assists with writing and communicating HR policies and procedures.
Maintain, train and monitor compliance with annual performance evaluation program.
Analyze and interpret various types of employee reports (attrition, affirmative action, trends in discipline) to guide decision making and provide proactive solutions to their client group.
Partner with People Development and DEIB to work on value-added programs in areas of training, development, career mobility and job performance.
Provides support during any audit including:OFCCP/Affirmative Action, Wage & Hour, I-9 compliance and any other federal or state level audits.
Training managers and leaders on their roles & responsibilities regarding policy and legal compliance.
Perform other job-related duties as assigned by Managers(s).
What You'll Need
Education and Experience Requirements:
Bachelor's degree in human resources, industrial & organizational psychology, business administration, communication, or related field.
Minimum of 5+ years of employee relations and/or employment law experience.
HR certification preferred.
Supervisory experience a plus
Additional Eligibility Requirements:
Thorough understanding of Federal and State employment laws.
Ability to remain poised and professional under potentially contentious situations.
High integrity.
Safeguard compliance standards and company values
Demonstrate analytic thinking, problem solving and decision-making skills.
Familiarity with data collection methods, both quantitative and qualitative.
Proficiency with strategic HR concepts regarding Culture and Employee Engagement
Outstanding interpersonal and communication skills both verbal and written.
Ability to manage multiple, complex issues and prioritize projects concurrently.
Coach and influence to achieve business results.
Excellent project management skills including planning and organizational skills.
Attentive to details and deadlines; ability to manage multiple initiatives.
Ability to work independently and identify when to engage others.
Proficiency with MS Office and other office productivity tools.
Strong facilitation and training skills in presenting to groups of all sizes.
What We Do
DCU is the largest credit union headquartered in New England - serving more than one million members in all 50 states. With over 1,900 team members, we strive to make DCU a great place to work with an excellent work-life balance, and a community that cares.
We are proud to be a Equal Opportunity Employer/ Protected Veterans/Individuals with Disabilities.
#INDHI #LI-HYBRID #LI-JL1
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor's legal duty to furnish information. 41 CFR 60-1.35(c)
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