HR Performance Consultant

Role Overview

• Consults, coaches, and advises leaders at all levels of the organization in support of the performance management continuum: coaching and feedback, corrective action, documented performance improvement plans, and involuntary terminations.
• Conducts thorough investigations for sensitive or performance management related issues, including fact finding, case management, documentation, escalation, and resolution of such issues, to and including termination of employment.
• Maintains and applies current knowledge of employment laws and regulations and Thrivent policies and practices.
• Able to effectively balance risk mitigation with business objectives to develop recommendations and solutions.
• Cultivates strong partnerships and serves as the primary point of contact for performance management concerns that require cross-functional collaboration and/or escalation with stakeholders such as: Human Resources Business Partners, Human Resources Centers of Expertise, Human Resources Leadership Team, Employee Relations, Code of Conduct, Lawyers, and other Employment Law and Compliance teams.
• Understands Thrivent’s business, strategic priorities, and performance metrics to enable sound advice and recommendations related to talent needs and performance challenges.
• Models Thrivent’s leadership competencies – Model the Way, Rally the Team, and Deliver Outcomes.
• Supports an environment in which Thrivent employees and colleagues are focused on continuous improvement, exceptional employee engagement, and an unwavering commitment to our clients.
• Shapes and/or supports a culture that represents the Thrivent purpose, promise and values, ensuring that Thrivent’s trust and reputation remain strong with its clients.

Requirements

• 5-8+ years of progressive HR experience with significant employee relations experience
• Bachelor’s Degree or equivalent experience
• In-depth understanding of Employee/Labor law, regulations, legal compliance requirements, trends, and newly-surfacing litigation/regulatory areas.
• Strong business and HR acumen, including the ability to balance issue resolution, risk management, and business objectives.
• Extensive knowledge and proficiency in internal investigation principles, managing difficult and sensitive employee situations, and conflict management.
• Excellent consultation and relationship management skills with the ability to seek out information and effectively coach and influence various levels of employees within the organization.
• Ability to work effectively and remain calm under pressure, manage multiple competing priorities, and adapt to changes in the work environment.
• Advanced problem-solving skills and critical thinking/evaluation skills.
• Demonstrated ability to research and interpret information to make recommendations and decisions.
• High degree of confidentiality, integrity, sensitivity, and discretion coupled with good judgment and decision-making skills.
• Demonstrated strong written communication skills, including experience managing case notes and writing reports with detail and precision.
• Demonstrated ability to verbally communicate effectively to a diverse audience.
• Successful history of building and maintaining trusted partnerships.
• Proficient in Microsoft Office products including Word, Excel, PowerPoint, and Outlook.

Benefits

• various bonuses (including, for example, annual or long-term incentives)
• medical, dental, and vision insurance
• health savings account
• flexible spending account
• 401k
• pension
• life and accidental death and dismemberment insurance
• disability insurance
• supplemental protection insurance
• 20 days of Paid Time Off each year
• Sick and Safe Time
• 10 paid company holidays
• Volunteer Time Off
• paid parental leave
• EAP
• well-being benefits
• other employee benefits