HR Business Partner

Ent Credit Union exists to improve the financial quality of life of the people we serve. This mission drives us every day, but we are more than our mission. We're also individuals using our unique abilities to make our organization, and the communities we serve, better than they were yesterday. We're a not-for-profit that puts people above profits and actively invests in our community. Our rapidly growing team is expanding our reach to serve more people throughout Colorado. To spread our mission far and wide, we need people like you. If you're interested in a paycheck with a purpose, apply with us today. Our people make the difference, and we truly believe you are our greatest asset.

This is an in-office position based out of Ent Credit Union Northern Operations Center in Westminster. This is not a fully remote eligible position.

The HR Business Partner (HRBP) is an important member of the Ent HR team and serves as an expert consultant and trusted strategic business partner on all talent matters. Our HRBPs are integrated "Boots on the Ground" business partners whose primary focus is cultivating effective employee relations. HRBPs collaborate with team members within the HR Core Services Center to resolve general HR questions; their expertise to resolve complex HR concerns. The HRBP is a developing business partner with strong collaboration, planning, problem-solving, and communication skills who has demonstrated the ability to effectively manage multiple tasks and projects. The desired candidate will have experience in several core areas of HR including employee relations, performance management, and leadership coaching.

Essential Functions

• HR Operational Support / Compliance: Provides day-to-day performance management guidance to line management (coaching, counseling, career development, disciplinary actions). Collaborate with recruitment, with a strong focus on acquiring and retaining top talent and on building a pipeline for future needs. Establish and maintain an intimate understanding of the departments and the business as a whole in order to build effective and productive working relationships. Assess business and organizational performance to recommend and drive action through a consultative and trust-building approach. Coach business leaders on HR policies and processes, including talent planning, learning and development, and performance management, to promote engagement and a culture of continuous growth and development. Analyze trends and metrics in partnership with the HR group to develop solutions, programs, and policies. Manage and resolve complex employee relations issues. Conducts effective, thorough, and objective investigations. Maintain in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partner with the legal department as needed/required. Works closely with management and employees to improve work relationships, build morale, increase productivity, and retention. Provides HR Policy guidance and interpretation. Identify training needs for business units and individual executive coaching needs. Implement and administer the company's human resources policies and practices. Ensure compliance with federal, state, and local employment laws and regulations. Serve as an escalation point for Worker's Compensation & FMLA/FAMLI, and ADA escalations. Support in providing information and a timely response to UI claims.
• HR Strategic Support / Collaboration: Collaborates with other HR service centers to bring comments / concerns from staff interactions to the department for review. Identify exit data trends and make recommendations to leaders. Succession Planning for Chiefs, Execs, and other leaders. Suggests ways to refine current or create new processes to streamline the manager / employee experience. Assistance with special projects as needed to support new organizational initiatives.
• Bank Secrecy Act: Remains cognizant of and adheres to Ent policies and procedures, and regulations pertaining to the Bank Secrecy Act.

Minimum Formal Qualifications for this Position

• Bachelor's Degree in Human Resource Management, Business Administration, Psychology, Organizational Development or related field.
• 4+ years' experience as a Human Resources Generalist, HR Business Partner, or other HR-related experience specifically with employee relations, performance management, leadership coaching, training program development, etc. Required
• 4+ years' of Human Resources experience obtained at a Credit Union or other highly member focused organization. Preferred
• 2+ years' leadership experience. Preferred

Technical or Specialized Knowledge/Skills:

• Proficient knowledge of employment law including, but not limited to EEO, ADA, ADEA, FLSA, and Federal Contractor / Affirmative Action regulations.
• Ability to serve as business unit consultant for the purpose of general operational questions relating to all areas of Human Resources.
• Technically savvy with skills in Microsoft Office (Excel, Word, PowerPoint).
• Knowledge and practical application of Federal, and local employment laws with a solid understanding of the general body of knowledge surrounding HR.
• Ability to work independently, resourcefully, and flexibly.
• Interpersonal, persuasive, written/verbal communication, and conflict resolution skills.
• Planning, organizational, time management, analytical, and problem-solving skills.
• Sound judgment and decision-making skills.
• High attention to detail and accuracy.
• Ability to effectively multi-task and manage multiple concurrent projects with competing objectives.
• Ability to coach and influence leaders and employees at all organizational levels to drive performance and engagement.
• Skilled in handling sensitive employee relations issues with confidentiality and professionalism.

Certifications Required:

• Driver's license with acceptable driving record, Required
• Professional in Human Resources (PHR), Strategic Professional in Human Resources (SPHR) or similar Human Resources industry certification, Preferred

Environmental, Physical and Psychological Requirements

• Standing - Occasionally
• Walking - Occasionally
• Sitting - Frequently
• Lifting - Rarely (40 Lbs)
• Carrying - Rarely
• Pushing - Rarely
• Pulling - Rarely
• Balancing - Rarely
• Stooping - Rarely
• Kneeling - Rarely
• Crouching - Rarely
• Crawling - Rarely
• Reaching - Occasionally
• Handling - Occasionally
• Grasping - Occasionally
• Feeling - Occasionally
• Talking - Frequently
• Hearing - Frequently
• Repetitive Motions - Frequently
• Eye/Hand/Foot Coordination - Occasionally
• Noises louder than normal speaking volume - Occasionally
• Temperature Changes - Rarely
• Atmospheric Conditions - Rarely

The pay range for this position is: $46.88 to $51.82 per Hour (S16)

This is an in-office position based out of Ent Credit Union Northern Operations Center in Westminster. This is not a fully remote eligible position.

Final compensation for this position will be determined by various factors such as relevant work experience, specific skills and competencies, education, certifications, and internal pay equity.

This position is eligible for our corporate bonus program based on company performance.

Benefits Summary Sheet

At Ent Credit Union, we offer a comprehensive benefits package, including:

• Health Benefits: Affordable insurance, 24/7 doctor access, and a nationwide provider network.
• 401(k): 3% automatic contribution after three months, plus up to 6% matching.
• Paid Time Off: During your first year, enjoy 16 days of paid time off (PTO) plus 9 paid holidays. And it grows from there.
• Volunteer Time Off: Paid time off to give back to the community.
• Education Support: Up to $10,000 annually for higher education and assistance for certifications.
• Exclusive Discounts: Significant savings on home, car, and personal loans.
  
  For more information about our outstanding benefits please visit our careers page at
  
  We anticipate this position to close on 12/08/2025. Please submit your application at your earliest convenience to be considered.
  
  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 c)