VP, HR Business Partner

At Early Warning, we've powered and protected the U.S. financial system for over thirty years with cutting-edge solutions like Zelle, Paze℠, and so much more. As a trusted name in payments, we partner with thousands of institutions to increase access to financial services and protect transactions for hundreds of millions of consumers and small businesses.

Positions located in Scottsdale, San Francisco, Chicago, or New York follow a hybrid work model to allow for a more collaborative working environment.

Candidates responding to this posting must independently possess the eligibility to work in the United States, for any employer, at the date of hire. This position is ineligible for employment Visa sponsorship.

Overall Purpose 

This individual contributor position will serve as the Human Resource lead for assigned cross-functional team (s). In this role, you will operate as the lead Human Resources Business Partner to help shape the organization initiatives while maintaining consistency and compliance with Early Warning's policies.  

As the strategic HR leader, this role will serve as the primary contact for managing the People functions for assigned organization(s) and will be the responsible for managing disciplines and collaborating with functional HR Team leads on Early Warning programs, practices and policies for Total Rewards, Talent, Performance, Learning, and Employee Relations. This role will require someone who has experience in senior people leadership, project management, strategy creation, and implementation and who can work with senior stakeholders to influence functional and business decisions.  

Essential Functions  

• Strategic People Partner: provide comprehensive strategic guidance to sophisticated cross-functional business teams on the design, structuring, implementation, and scaling of people.   

• Mentor and develop leaders: coach leaders through the full range of the employee journey including thought leadership in organizational design, performance leadership, and managing and navigating difficult conversations.  

• Trusted advisor: act as the department expert on people issues while building mutual trust and respect with senior leaders, acting as an advisor, coach, and thought partner; have the courage to ask tough questions that others might not; help your teams demonstrate effective judgment and empathy 

• Change agent: collaborate with cross-functional teams to effectively communicate organizational changes by advocating for team-specific solutions and facilitating company-wide communications and training.   

• Culture champion: partner with the business to create an amazing place to work where top talent can do the best work of their life. Advocate for our employees, inspire with our values, celebrate our diversity, and deepen our sense of inclusion   

• Problem solver: collaborate across the full HR team to address root causes and solve charged issues with grace and tact; ability to roll up your sleeves and support the organization where needed 

• Business Advocate: deeply understand business priorities, help the business understand how people levers help drive business outcomes; spearhead and advise on people projects and programs that drive the business forward 

• Champion Data-Driven Decisions: become a data-driven strategic partner who leverages people data and analytics to guide leadership and inform business decisions.   

• Support the company's commitment to risk management and protecting the integrity and confidentiality of systems and data. 

Minimum Qualifications 

• Education and/or experience typically obtained through the completion of a bachelor's degree in human resources or related field 

• 12 or more years of relevant business experience with a strong focus in HR and/or team leadership  

• Experience partnering with and influencing senior leaders to help drive people strategies and increase business outcomes. 

• Works well in a fast-paced environment, flexible, able to change direction quickly and manage projects through ambiguity and constant change 

• Highly collaborative team player with a focus on engaging with people, specific to supporting growth. 

• Expertise in developing deep, trusting relationships with all levels within the organization 

• Effectively consult (listen, understand, and influence) with people at all levels (including senior leadership) in a qualitative and quantitative manner. 

• Proactive problem solver. Conceptualize problem spaces as systems and apply a "model thinker" approach. 

• Ability to consult and recommend solutions to leadership using data and analytics to solve people and business-related problems.  

• Background and drug screen. 

Physical Requirements 

Working conditions consist of a normal office environment. Work is primarily sedentary and requires extensive use of a computer and involves sitting for periods of approximately four hours. Work may require occasional standing, walking, kneeling and reaching. Must be able to lift 10 pounds occasionally and/or negligible amount of force frequently. Requires visual acuity and dexterity to view, prepare, and manipulate documents and office equipment including personal computers. Requires the ability to communicate with internal and/or external customers. 

Employee must be able to perform essential functions and physical requirements of position with or without reasonable accommodation. 
 

The base pay scale for this position in:
Phoenix, AZ/ Chicago, IL in USD per year is: $225,000 - $300,000.
New York, NY/ San Francisco, CA in USD per year is: $248,000 - $330,000.
Additionally, candidates are eligible for a discretionary incentive plan and benefits.

This pay scale is subject to change and is not necessarily reflective of actual compensation that may be earned, nor a promise of any specific pay for any specific candidate, which is always dependent on legitimate factors considered at the time of job offer. Early Warning Services takes into consideration a variety of factors when determining a competitive salary offer, including, but not limited to, the job scope, market rates and geographic location of a position, candidate's education, experience, training, and specialized skills or certification(s) in relation to the job requirements and compared with internal equity (peers). The business actively supports and reviews wage equity to ensure that pay decisions are not based on gender, race, national origin, or any other protected classes.

Some of the Ways We Prioritize Your Health and Happiness 

• Healthcare Coverage – Competitive medical (PPO/HDHP), dental, and vision plans as well as company contributions to your Health Savings Account (HSA) or pre-tax savings through flexible spending accounts (FSA) for commuting, health & dependent care expenses.
• 401(k) Retirement Plan – Featuring a 100% Company Safe Harbor Match on your first 6% deferral immediately upon eligibility.
• Paid Time Off – Unlimited Time Off for Exempt (salaried) employees, as well as generous PTO for Non-Exempt (hourly) employees, plus 11 paid company holidays and a paid volunteer day.
• 12 weeks of Paid Parental Leave
• Maven Family Planning – provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work.

And SO much more We continue to enhance our program, so be sure to check our Benefits page here for the latest. Our team can share more during the interview process

Pursuant to the San Francisco Fair Chance Ordinance, we will consider for employment qualified applicants with arrest and conviction records.

Early Warning Services, LLC ("Early Warning") considers for employment, hires, retains and promotes qualified candidates on the basis of ability, potential, and valid qualifications without regard to race, religious creed, religion, color, sex, sexual orientation, genetic information, gender, gender identity, gender expression, age, national origin, ancestry, citizenship, protected veteran or disability status or any factor prohibited by law, and as such affirms in policy and practice to support and promote equal employment opportunity and affirmative action, in accordance with all applicable federal, state, and municipal laws. The company also prohibits discrimination on other bases such as medical condition, marital status or any other factor that is irrelevant to the performance of our employees.