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Human Resources Business Partner

2 months ago

Meridian, United States First Interstate Bank Full time

**If you are a current FIB employee, please apply through the Career Worklet in the Employee Portal .

This position may be located at any of the offices within First Interstate Bank's fourteen state footprint, including Arizona, Colorado, Idaho, Iowa, Kansas, Minnesota, Missouri, Montana, Nebraska, North Dakota, Oregon, South Dakota, Washington and Wyoming.

What’s Important to You

We know your career is just one aspect of a meaningful, complex, and demanding life. That’s why we designed our compensation and benefits package to provide employees and their families with as much choice as possible.

Generous Paid Time Off (PTO) in addition to paid federal holidays. Student debt employer repayment program. 401(k) retirement plan with a 6% match. The health and happiness of the places we call home matter to us. Learn a little more about what we do for the communities we serve, and why we want YOU to be a part of it.

We encourage you to apply. Reach for what you want and tell us why your work ethic and willingness to learn make you a natural fit for #TeamFirstInterstate.

SUMMARY

The Human Resources Business Partner (HRBP) functions as an integral member of an assigned line(s) of business (LOB), department(s), and/or territory, collaborating with leaders and managers to maximize all aspects of people performance in order to deliver business objectives. This role partners with HR subject matter experts to design and execute human capital initiatives, including talent development, recruiting, total rewards, and employee relations. The HRBP plays a critical role in coaching and advising senior leadership to guide informed, data-driven business decisions which drive improved business performance, and helping leaders identify, prioritize and build organizational capabilities, structures and processes. The HRBP leads, coordinates and implements the best practice application of HR policies and procedures throughout the line of business they support and maintains overall implementation and management of HR policies throughout those lines of business.

ESSENTIAL DUTIES & RESPONSIBILITIES

Serves as the primary HR resource for assigned line of business, providing comprehensive support and balancing employee advocacy and business operating needs. Using standard HR processes and tools, develops implementation plans that ensure consistent HR disciplines and processes within line of business. Helps develop, use and master HR processes, systems and tools to ensure consistency across the organization. Masters the technology of the HR systems, and be an advanced user of those systems, particularly in pulling and interpretation of analytic data to provide meaningful insights into the business and actionable recommendations. Provides day-to-day HR leadership and execution in the assigned line of business in the areas of organizational effectiveness, team development, communication, workforce planning, performance management, total rewards, management development/coaching, employee engagement, diversity and organizational interventions as needed. Collaborates with other members of the HR team to implement the HR strategy, including representing line of business’s business strategy, expectations, and employee concerns, representing HR to the business leaders, and reconciling issues that create conflict between HR and business unit strategy. Partners with Compensation team to facilitate compensation processes, including job creation and pricing requests, incentive pay, base pay increases, offers for strategic/critical hires, etc. to ensure consistency with applicable policies and practices. Identifies training needs and may facilitate leadership and functional groups training as required as well as participate in evaluation and monitoring of success of training programs and ensuring training objectives are met. Identifies talent gaps and training needs, and functions as the primary owner to collaborate with client groups and subject matter experts to create and implement effective solutions. Maintains in-depth knowledge of HR legal requirements related to day-to-day management of employees, mitigating legal risks and ensuring regulatory compliance. Consults and coaches managers to effectively manage and resolve complex employee relations issues. Conducts thorough and objective investigations related to workplace matters as required. Consults with leaders and partners to develop and execute change management and communication plans. Supports the delivery and implementation of change management processes, in line with business strategies and financial challenges. Collaborates with key partners in HR to bring resolution to complex employee and talent related issues and ensure consistency in program framework and implementation in functional areas. Participates in assigned client team’s strategic planning activities, with particular focus on workforce implications. Provides direction and support to all levels of management, particularly in organizational design, employee engagement, change management, and leadership. Provides assistance with mergers and acquisitions and outsourcing activities that affect assigned lines of business, which may include providing data and assistance with adverse impact analysis, organizational design and structure consulting, and HR integration.

QUALIFICATIONS

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

KNOWLEDGE, SKILLS AND ABILITIES

Demonstrated leadership: Serves as a role model for others; leverages organizational and professional savvy and advanced ability to influence leaders and strengthen leadership capability; consistently demonstrates resiliency and composure, strong interpersonal skills and proven relationship-building abilities. Strong business/financial knowledge; understands and contributes to client’s strategy and business direction; knows and leverages industry best-practices and trends. Ability to proactively set timelines and identifying opportunities; understands how to mobilize the right partners and resources. Strong Word, Outlook, and Excel skills. Ability to deliver results with little supervision, and to effectively manage and prioritize projects and priorities. Ability to skillfully handle handling difficult or highly sensitive situations with the highest levels of integrity and discretion. Ability to read, analyze, and interpret general business periodicals, professional journals, technical procedures, or governmental regulations. Ability to effectively present information and respond to questions from groups of managers, executives, and employees. Ability to calculate figures and amounts such as interest, commissions, and percentages. Ability to solve practical problems and process variables in situations where limited standardization exists.

EDUCATION AND/OR EXPERIENCE

Bachelor's Degree in Human Resources, Business, or equivalent required Master's Degree in Human Resources, Business, or a related field preferred 4-6 years of HR business partnership or relevant business experience required Professional in Human Resources (PHR)-HRCI preferred or Senior Professional in Human Resources (SPHR)-HRCI preferred or Certified Project Management Professional (PMP)-PMI preferred

PHYSICAL DEMANDS AND WORKING ENVIRONMENT

A thorough completion of this section is needed for compliance with legal standards such as the Americans with Disabilities Act. The physical requirements described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

Dexterity of hands/fingers to operate computer keyboard and mouse – Frequently Sitting – Frequently Standing – Occasionally Noise Level – Moderate Typical Work hours - M-F (8-5) Regular and Predictable Attendance – Required Estimated Travel - 15%

COMPENSATION & BENEFITS

We offer a competitive total compensation package including base salary and benefits. The anticipated pay range for this position is $75,368 to $124,357 per year (in CO & WA), and depends on a variety of non-discriminatory factors including, but not limited to, job-related knowledge, skills and experience, education, and geographic location. Additionally, this role is eligible to receive annual discretionary cash and stock bonuses. Benefits available for this position include, but are not limited to, medical, dental, vision, short-term and long-term disability benefits and life insurance, flexible spending accounts, health savings account, employee assistance program, 401(k), Paid Time Off (new hires accrue at .069 per hours worked which equates to approximately 18 days per year inclusive of paid sick time) and up to 11 paid Federal holidays. Please note this information is provided for those hired in Colorado and Washington only, and this role is open to candidates outside of Colorado and Washington with compensation that aligns with your location. For more information regarding our benefits, please visit .



**If you are a current FIB employee, please apply through the Career Worklet in the Employee Portal .