Senior Human Resources Business Partner

Job Summary

The Senior Human Resources Business Partner serves as a strategic advisor and proficient HR resource to leaders and employees across an assigned business unit or region.  As a subject matter expert in Human Resources, this position consults with leaders on HR matters, leads employee relations cases, and partners closely with other HR business lines to ensure consistent values-aligned practices across the organization. The Senior HRBP plays a pivotal role in shaping the employee experience ensuring that people strategies support enterprise-wide initiatives in alignment with Bell Bank’s mission and culture.

Responsibilities

Strategic Business Partnering

• Serve as the primary HR contact for assigned departments or business units, providing guidance on organizational effectiveness, team structure, and change management.
• Lead efforts to design and evolve organizational structures that support scalability, clarity in roles, and alignment with strategic HR, team, and financial goals.
• Translate business objectives into integrated HR strategies that drive performance, engagement, and retention.
• Leverage workforce analytics to diagnose trends, influence decisions, and guide talent initiatives including retention, employee engagement, performance management, and succession planning.

 

Employee Relations Management

• Conduct objective and thorough investigations into workplace concerns, policy violations, and misconduct, including complex and high-risk matters. Present recommendations that align with company practice and values.
• Identify and mitigate emerging workforce risks by analyzing employee relations data and collaborating with HR leadership.
• Ensure records, communication, and follow-through steps are documented in a detailed and timely manner to internal standards.
• Analyze data and information to identify emerging employment issues and trends.

 

Coaching & Performance Support

• Provide consultation to employees and leaders related to HR policies and practices to promote a culture of continuous development.
• Guide leaders in delivering feedback, managing performance, and conducting fair and consistent evaluations.
• Coach leaders on handling difficult conversations with empathy and accountability.
• Partner with L&D on development opportunities aligned with performance or leadership needs.

 

Workplace Accommodations & ADA Support

• Serve as the lead point of contact for workplace accommodations in the assigned area.
• Conduct the ADA interactive process in collaboration with Leave and Legal teams, ensuring timely, respectful resolution.
• Educate leaders on roles and responsibilities in managing accommodations and maintaining compliance.

 

HR Policy & Compliance Application

• Ensure fair, consistent application of Bell’s HR policies across all areas supported.
• Stay informed of changes in employment law and contribute to policy updates and HRBP training sessions.
• Support internal audits or documentation reviews as assigned.
• Participate, and at times lead, in the development of HR tools, frameworks, and resources.

 

Team Collaboration & Mentorship

• Partner closely with the HR management team to align on priorities, share feedback, and drive continuous improvement.
• Serve as a mentor and role model for other HR Business Partners across the organization.
• Develop and maintain collaborative relationships with HR partners and other stakeholders
• Participate in special projects, policy review, and enterprise-wide HR initiatives.

 

Bell Bank Culture, Policy and Accountability Standards:

• Know by name and face as many customers and employees as possible, calling them by name as often as possible.
• Know and practice LOCBUTN, our Golden Rules, and Bell Bank Customer Service Standards.
• Know, understand, and live the company values and bottom line.
• Conduct activities consistent with established Bell Bank policies, procedures and systems, the Bell Bank Employee Conduct policies, the Bank Secrecy Act and all applicable state and federal laws and regulations.
• All employees are responsible for information security, including compliance with policies and standards which protect sensitive information.
• Prompt and reliable attendance.
• Perform other duties as assigned.

Education, Experience, and Other Expectations

• Financial Services experience preferred.
• Bachelor’s degree in human resources, business administration, or related field; or equivalent experience.
• 7+ years of progressive HR experience, including 3+ years of direct employee relations responsibility.
• SHRM-CP, SHRM-SCP, PHR, or SPHR certification preferred.
• Experience supporting senior leaders and/or multiple locations or regions.
• Financial services or other regulated industry experience preferred.

Skills and Knowledge

• In-depth knowledge of employment law and HR best practices (ADA, FMLA, EEOC, FCRA, etc.).
• Strong investigation, documentation, and conflict resolution experience.
• Critical thinker with the ability to analyze information, solve problems, and make reasoned decisions.
• Ability to coach and influence leaders at all levels.
• Excellent written and verbal communication skills.
• High emotional intelligence, discretion, and professionalism.
• Builds strong partnerships and provides sound guidance.
• Maintains accurate, thorough documentation and follow-through.
• Navigates complexity with sound judgment and empathy.
• Operates with humility and partnership across HR and business teams.
• Models Bell’s values and maintains the highest standards of confidentiality and fairness.

Physical Requirements:

While performing the duties of this job, the employee is required to communicate effectively with others. The employee must be able to use a keyboard, mouse, telephone, and other office equipment. The employee is frequently required to walk, sit, and to reach with hands and arms. The employee must be able to review detailed documents and read computer screens.